Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring? http://recruitingfuture.com en Matt Alder 2025 Talent acquisition is undergoing unprecedented disruption as AI, economic uncertainty, and the ever-shortening lifespan of skills radically reshape recruiting. On Recruiting Future, Matt Alder explores this evolving landscape, using insightful interviews with transformational TA practitioners and forward-thinking experts to spark your imagination and provide the insights you need to shape the future of talent acquisition in your organization. Each episode explores topics such as AI, recruiting automation, recruitment marketing, employer branding, skills-based hiring, assessment, candidate experience, DEI, internal mobility, and the transformation of TA teams. Recruiting Future is an essential resource for everyone involved in hiring. Matt Alder is a globally respected talent acquisition futurist, author, and speaker with over 25 years of experience exploring what’s next in recruiting. Renowned for his expertise in strategic foresight and technology trends, Matt provides a unique perspective that empowers leaders to navigate disruption. His deep industry knowledge and ability to spark meaningful conversations make Recruiting Future a must-listen for talent acquisition and HR professionals everywhere. https://megaphone.imgix.net/podcasts/d397482e-c6a7-11ea-8766-d3ae6f5bcdc7/image/1983-Recruiting-Future-Apple-Podcast-Sponsor.jpg?ixlib=rails-4.3.1&max-w=3000&max-h=3000&fit=crop&auto=format,compress Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring? http://recruitingfuture.com no episodic Exploring Innovations that are shaping the future of Talent Acquisition, HR and Recruitment Matt Alder Talent acquisition is undergoing unprecedented disruption as AI, economic uncertainty, and the ever-shortening lifespan of skills radically reshape recruiting. On Recruiting Future, Matt Alder explores this evolving landscape, using insightful interviews with transformational TA practitioners and forward-thinking experts to spark your imagination and provide the insights you need to shape the future of talent acquisition in your organization. Each episode explores topics such as AI, recruiting automation, recruitment marketing, employer branding, skills-based hiring, assessment, candidate experience, DEI, internal mobility, and the transformation of TA teams. Recruiting Future is an essential resource for everyone involved in hiring. Matt Alder is a globally respected talent acquisition futurist, author, and speaker with over 25 years of experience exploring what’s next in recruiting. Renowned for his expertise in strategic foresight and technology trends, Matt provides a unique perspective that empowers leaders to navigate disruption. His deep industry knowledge and ability to spark meaningful conversations make Recruiting Future a must-listen for talent acquisition and HR professionals everywhere. Talent acquisition is undergoing unprecedented disruption as AI, economic uncertainty, and the ever-shortening lifespan of skills radically reshape recruiting. On Recruiting Future, Matt Alder explores this evolving landscape, using insightful interviews with transformational TA practitioners and forward-thinking experts to spark your imagination and provide the insights you need to shape the future of talent acquisition in your organization.

Each episode explores topics such as AI, recruiting automation, recruitment marketing, employer branding, skills-based hiring, assessment, candidate experience, DEI, internal mobility, and the transformation of TA teams. Recruiting Future is an essential resource for everyone involved in hiring.

Matt Alder is a globally respected talent acquisition futurist, author, and speaker with over 25 years of experience exploring what’s next in recruiting. Renowned for his expertise in strategic foresight and technology trends, Matt provides a unique perspective that empowers leaders to navigate disruption. His deep industry knowledge and ability to spark meaningful conversations make Recruiting Future a must-listen for talent acquisition and HR professionals everywhere.

]]> Matt Alder matt@metashift.co.uk https://feeds.megaphone.fm/recruitingfuture Ep 792: Conversations from HR Tech Europe: Wolfgang Brickwedde and Mervyn Dinnen https://recruitingfuture.com Talent acquisition is sitting in a strange place right now. AI is in every conversation, but the work of actually hiring people is getting harder rather than easier. Application volumes are swinging in unpredictable ways, the workforce itself is changing shape, and the reality on the ground is some distance from the hype. So what is actually going on in talent acquisition right now? In this episode, recorded at HR Tech Europe in Amsterdam, I'm joined by two guests who have spent decades watching this industry evolve.  Wolfgang Brickwedde from the Institute for Competitive Recruiting shares what his research is telling him about the market employers are navigating and where vendors are still getting it wrong.  Mervyn Dinnen then joins me to talk about the reality behind the AI hype and how the multigenerational workforce is reshaping the world of work. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 03 May 2026 09:11:00 -0000 Conversations from HR Tech Europe: Wolfgang Brickwedde and Mervyn Dinnen full 792 Matt Alder Wolfgang Brickwedde and Mervyn Dinnen, talk to Matt Alder, live at HR Tech Europe Talent acquisition is sitting in a strange place right now. AI is in every conversation, but the work of actually hiring people is getting harder rather than easier. Application volumes are swinging in unpredictable ways, the workforce itself is changing shape, and the reality on the ground is some distance from the hype. So what is actually going on in talent acquisition right now? In this episode, recorded at HR Tech Europe in Amsterdam, I'm joined by two guests who have spent decades watching this industry evolve.  Wolfgang Brickwedde from the Institute for Competitive Recruiting shares what his research is telling him about the market employers are navigating and where vendors are still getting it wrong.  Mervyn Dinnen then joins me to talk about the reality behind the AI hype and how the multigenerational workforce is reshaping the world of work. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Talent acquisition is sitting in a strange place right now. AI is in every conversation, but the work of actually hiring people is getting harder rather than easier. Application volumes are swinging in unpredictable ways, the workforce itself is changing shape, and the reality on the ground is some distance from the hype.

So what is actually going on in talent acquisition right now?

In this episode, recorded at HR Tech Europe in Amsterdam, I'm joined by two guests who have spent decades watching this industry evolve. 

Wolfgang Brickwedde from the Institute for Competitive Recruiting shares what his research is telling him about the market employers are navigating and where vendors are still getting it wrong. 

Mervyn Dinnen then joins me to talk about the reality behind the AI hype and how the multigenerational workforce is reshaping the world of work.

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1476 no Ep 791: Making Agentic AI Work For HR & Talent https://recruitingfuture.com The real value of AI agents in HR comes from connecting them to work across the employee lifecycle, not from deploying them on individual tasks. That's where most large organisations are getting stuck. Working in a fully agentic way means dealing with different systems and different data sources that often have no shared foundation. The result is fragmented experiences for employees and managers, with the end-to-end potential remaining out of reach. Getting there requires some serious work in data governance, process design, and integration, the kind of foundational work that rarely gets mentioned at industry conferences. So what needs to be in place before AI agents can work at enterprise scale? My guest this week is Melissa Shelley Höjwall, Global HR Technology Lead at H&M Group. In our conversation, which we recorded live at HR Tech Europe, she explains what it takes to build a connected AI architecture across HR and why many companies are undermining their own progress. In the interview, we discuss: The approach to Agentic AI in HR at H&M From niche agents to connected architecture Process automation design and date integration The role of data governance Adoption in the enterprise Shadow AI and over-governance Why cutting jobs isn’t the way to get true value from AI New roles for HR professionals Breaking the silos in the Talent function What to focus on for the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 03 May 2026 08:48:00 -0000 Making Agentic AI Work For HR & Talent full 791 Matt Alder ⁠Melissa Shelley Höjwall⁠, Global HR Technology Lead at ⁠H&M Group⁠, talks to Matt Alder The real value of AI agents in HR comes from connecting them to work across the employee lifecycle, not from deploying them on individual tasks. That's where most large organisations are getting stuck. Working in a fully agentic way means dealing with different systems and different data sources that often have no shared foundation. The result is fragmented experiences for employees and managers, with the end-to-end potential remaining out of reach. Getting there requires some serious work in data governance, process design, and integration, the kind of foundational work that rarely gets mentioned at industry conferences. So what needs to be in place before AI agents can work at enterprise scale? My guest this week is Melissa Shelley Höjwall, Global HR Technology Lead at H&M Group. In our conversation, which we recorded live at HR Tech Europe, she explains what it takes to build a connected AI architecture across HR and why many companies are undermining their own progress. In the interview, we discuss: The approach to Agentic AI in HR at H&M From niche agents to connected architecture Process automation design and date integration The role of data governance Adoption in the enterprise Shadow AI and over-governance Why cutting jobs isn’t the way to get true value from AI New roles for HR professionals Breaking the silos in the Talent function What to focus on for the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The real value of AI agents in HR comes from connecting them to work across the employee lifecycle, not from deploying them on individual tasks. That's where most large organisations are getting stuck. Working in a fully agentic way means dealing with different systems and different data sources that often have no shared foundation.

The result is fragmented experiences for employees and managers, with the end-to-end potential remaining out of reach. Getting there requires some serious work in data governance, process design, and integration, the kind of foundational work that rarely gets mentioned at industry conferences.

So what needs to be in place before AI agents can work at enterprise scale?

My guest this week is Melissa Shelley Höjwall, Global HR Technology Lead at H&M Group. In our conversation, which we recorded live at HR Tech Europe, she explains what it takes to build a connected AI architecture across HR and why many companies are undermining their own progress.

In the interview, we discuss:

  • The approach to Agentic AI in HR at H&M
  • From niche agents to connected architecture
  • Process automation design and date integration
  • The role of data governance
  • Adoption in the enterprise
  • Shadow AI and over-governance
  • Why cutting jobs isn’t the way to get true value from AI
  • New roles for HR professionals
  • Breaking the silos in the Talent function
  • What to focus on for the future

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.


]]> 1344 no Ep 790: Rethinking Work In The Age Of AI https://recruitingfuture.com We're living through one of the most consequential shifts in how work gets done. AI is everywhere in headlines and vendor pitches, but the reality inside organisations is far more nuanced than the noise suggests. Personal adoption is running well ahead of how companies are embedding the technology into actual workflows. Demographic changes continue to tighten labour supply, and the HR tech vendor landscape is consolidating and expanding all at once, leaving buyers uncertain about where to invest.  So how should HR leaders be thinking about technology, workforce design, and the role they need to play in shaping what work actually becomes? Recorded live at HR Tech Europe, my guest this week is Stacey Harris, Chief Research Officer at Sapient Insights Group. Stacey runs the longest-running HR systems survey in the market, and we discuss what her data shows about where things are heading. In the interview, we discuss: How AI differs from past tech shifts Layoffs and the cost of AI investment The gap between personal and corporate AI use Why bring your own AI matters Making sense of the vendor landscape The Platform Cluster Model  Demographics and labour supply pressures From workforce planning to workforce architecting How HR's role needs to change What does the future look like Take part in The 29th Annual HR Systems Survey Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 01 May 2026 13:23:00 -0000 Rethinking Work In The Age Of AI full 790 Matt Alder Stacey Harris⁠, Chief Research Officer at Sapient Insights Group, talks to Matt Alder We're living through one of the most consequential shifts in how work gets done. AI is everywhere in headlines and vendor pitches, but the reality inside organisations is far more nuanced than the noise suggests. Personal adoption is running well ahead of how companies are embedding the technology into actual workflows. Demographic changes continue to tighten labour supply, and the HR tech vendor landscape is consolidating and expanding all at once, leaving buyers uncertain about where to invest.  So how should HR leaders be thinking about technology, workforce design, and the role they need to play in shaping what work actually becomes? Recorded live at HR Tech Europe, my guest this week is Stacey Harris, Chief Research Officer at Sapient Insights Group. Stacey runs the longest-running HR systems survey in the market, and we discuss what her data shows about where things are heading. In the interview, we discuss: How AI differs from past tech shifts Layoffs and the cost of AI investment The gap between personal and corporate AI use Why bring your own AI matters Making sense of the vendor landscape The Platform Cluster Model  Demographics and labour supply pressures From workforce planning to workforce architecting How HR's role needs to change What does the future look like Take part in The 29th Annual HR Systems Survey Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. We're living through one of the most consequential shifts in how work gets done. AI is everywhere in headlines and vendor pitches, but the reality inside organisations is far more nuanced than the noise suggests. Personal adoption is running well ahead of how companies are embedding the technology into actual workflows. Demographic changes continue to tighten labour supply, and the HR tech vendor landscape is consolidating and expanding all at once, leaving buyers uncertain about where to invest. 

So how should HR leaders be thinking about technology, workforce design, and the role they need to play in shaping what work actually becomes?

Recorded live at HR Tech Europe, my guest this week is Stacey Harris, Chief Research Officer at Sapient Insights Group. Stacey runs the longest-running HR systems survey in the market, and we discuss what her data shows about where things are heading.


In the interview, we discuss:

  • How AI differs from past tech shifts
  • Layoffs and the cost of AI investment
  • The gap between personal and corporate AI use
  • Why bring your own AI matters
  • Making sense of the vendor landscape
  • The Platform Cluster Model 
  • Demographics and labour supply pressures
  • From workforce planning to workforce architecting
  • How HR's role needs to change
  • What does the future look like


Take part in The 29th Annual HR Systems Survey


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1292 no Ep 789: Leading TA Through AI Acceleration https://recruitingfuture.com Something has shifted in AI over the last few months. The pace of AI model updates keeps increasing, and strategies that made sense a few months ago are already out of date. New tools can take on long, complex pieces of work largely on their own, changing what's possible across hiring. For TA leaders, long-term planning has become almost impossible, while the recruiter's role itself is being rethought as candidates use AI just as actively as employers do. So what does effective TA leadership actually look like right now? My guest this week is Bryan Ackermann, Head of AI Strategy and Transformation at Korn Ferry. In our conversation, Bryan shares the changes he is seeing across the recruiting funnel and how organizations can build the resilience they need to keep pace. In the interview, we discuss: The accelerating pace of AI change Why AI literacy now matters everywhere Is candidate AI use cheating or demonstrating capability? The superpowered employee The evolving role of the recruiter Agents talking to agents Where human moments still matter Resilience and shorter planning horizons Advice to TA Leaders What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 27 Apr 2026 19:36:00 -0000 Leading TA Through AI Acceleration full 789 Matt Alder ⁠Bryan Ackermann⁠, Head of AI Strategy and Transformation at Korn Ferry, talks to Matt Alder Something has shifted in AI over the last few months. The pace of AI model updates keeps increasing, and strategies that made sense a few months ago are already out of date. New tools can take on long, complex pieces of work largely on their own, changing what's possible across hiring. For TA leaders, long-term planning has become almost impossible, while the recruiter's role itself is being rethought as candidates use AI just as actively as employers do. So what does effective TA leadership actually look like right now? My guest this week is Bryan Ackermann, Head of AI Strategy and Transformation at Korn Ferry. In our conversation, Bryan shares the changes he is seeing across the recruiting funnel and how organizations can build the resilience they need to keep pace. In the interview, we discuss: The accelerating pace of AI change Why AI literacy now matters everywhere Is candidate AI use cheating or demonstrating capability? The superpowered employee The evolving role of the recruiter Agents talking to agents Where human moments still matter Resilience and shorter planning horizons Advice to TA Leaders What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Something has shifted in AI over the last few months. The pace of AI model updates keeps increasing, and strategies that made sense a few months ago are already out of date. New tools can take on long, complex pieces of work largely on their own, changing what's possible across hiring. For TA leaders, long-term planning has become almost impossible, while the recruiter's role itself is being rethought as candidates use AI just as actively as employers do.


So what does effective TA leadership actually look like right now?

My guest this week is Bryan Ackermann, Head of AI Strategy and Transformation at Korn Ferry. In our conversation, Bryan shares the changes he is seeing across the recruiting funnel and how organizations can build the resilience they need to keep pace.

In the interview, we discuss:

  • The accelerating pace of AI change
  • Why AI literacy now matters everywhere
  • Is candidate AI use cheating or demonstrating capability?
  • The superpowered employee
  • The evolving role of the recruiter
  • Agents talking to agents
  • Where human moments still matter
  • Resilience and shorter planning horizons
  • Advice to TA Leaders
  • What does the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1651 no Ep 788: Technology, Trust, and Human Connection https://recruitingfuture.com We live in a world where recruiters can connect with thousands of people with a single click. LinkedIn, CRMs, and AI tools all promise to manage relationships at a scale unimaginable a generation ago.  The challenge is that genuine trust doesn't scale automatically. When interactions become automated and transactional, the very thing that makes recruiting work starts to break down. People still hire people they trust, and the best referrals still come through relationships, not algorithms. So how do you build and maintain trust at scale? My guest this week is Denise Chaffin, Founder of Top Source Talent and host of the Talking TA podcast. In our conversation, she shares how nearly four decades in recruiting have shaped her thinking on building trust at scale and ensuring technology strengthens relationships rather than undermines them. In the interview, we discuss: The risk of transactional relationships Building and maintaining trust over time The limits of managing large networks How AI tools can support relationships Finding talent through unexpected connections Network Mapping Key skills to build trust and connection What the future looks like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 24 Apr 2026 12:03:00 -0000 Technology, Trust, and Human Connection full 788 Matt Alder Denise Chaffin⁠, Founder of ⁠Top Source Talent⁠, talks to Matt Alder. We live in a world where recruiters can connect with thousands of people with a single click. LinkedIn, CRMs, and AI tools all promise to manage relationships at a scale unimaginable a generation ago.  The challenge is that genuine trust doesn't scale automatically. When interactions become automated and transactional, the very thing that makes recruiting work starts to break down. People still hire people they trust, and the best referrals still come through relationships, not algorithms. So how do you build and maintain trust at scale? My guest this week is Denise Chaffin, Founder of Top Source Talent and host of the Talking TA podcast. In our conversation, she shares how nearly four decades in recruiting have shaped her thinking on building trust at scale and ensuring technology strengthens relationships rather than undermines them. In the interview, we discuss: The risk of transactional relationships Building and maintaining trust over time The limits of managing large networks How AI tools can support relationships Finding talent through unexpected connections Network Mapping Key skills to build trust and connection What the future looks like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. We live in a world where recruiters can connect with thousands of people with a single click. LinkedIn, CRMs, and AI tools all promise to manage relationships at a scale unimaginable a generation ago. 

The challenge is that genuine trust doesn't scale automatically. When interactions become automated and transactional, the very thing that makes recruiting work starts to break down. People still hire people they trust, and the best referrals still come through relationships, not algorithms.

So how do you build and maintain trust at scale?

My guest this week is Denise Chaffin, Founder of Top Source Talent and host of the Talking TA podcast. In our conversation, she shares how nearly four decades in recruiting have shaped her thinking on building trust at scale and ensuring technology strengthens relationships rather than undermines them.


In the interview, we discuss:

  • The risk of transactional relationships
  • Building and maintaining trust over time
  • The limits of managing large networks
  • How AI tools can support relationships
  • Finding talent through unexpected connections
  • Network Mapping
  • Key skills to build trust and connection
  • What the future looks like

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1524 no Ep 787: How Belonging Transforms Talent Acquisition https://recruitingfuture.com Many organizations are struggling with attrition, disengagement, and costly mis-hires that quietly destroy value. The real problem isn't finding talent, it's creating conditions where people can perform. Research suggests that when people feel they belong, organizations see significant gains in productivity, retention, and innovation. Belonging can be measured, built into how work gets done, and connected directly to business outcomes. So how can talent acquisition use belonging to change how it hires and the strategic value it delivers? My guest this week is Eric Knauf, Founder and CEO of BelongHQ and author of The 56% Solution. In our conversation, he shares a practical framework for measuring belonging and explains how it could reshape TA's role in an AI-driven world. In the interview, we discuss: The five pillars of belonging Measuring belonging against business outcomes Why workforce planning comes before EVP Breaking roles down to the task level Belonging as a talent differentiator Shifting TA from seats to strategy The hidden cost of untapped potential Building trust during the recruiting process What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 21 Apr 2026 10:31:00 -0000 How Belonging Transforms Talent Acquisition full 787 Matt Alder Eric Knauf⁠, Founder and CEO of BelongHQ and author of The 56% Solution, talks to Matt Alder. Many organizations are struggling with attrition, disengagement, and costly mis-hires that quietly destroy value. The real problem isn't finding talent, it's creating conditions where people can perform. Research suggests that when people feel they belong, organizations see significant gains in productivity, retention, and innovation. Belonging can be measured, built into how work gets done, and connected directly to business outcomes. So how can talent acquisition use belonging to change how it hires and the strategic value it delivers? My guest this week is Eric Knauf, Founder and CEO of BelongHQ and author of The 56% Solution. In our conversation, he shares a practical framework for measuring belonging and explains how it could reshape TA's role in an AI-driven world. In the interview, we discuss: The five pillars of belonging Measuring belonging against business outcomes Why workforce planning comes before EVP Breaking roles down to the task level Belonging as a talent differentiator Shifting TA from seats to strategy The hidden cost of untapped potential Building trust during the recruiting process What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Many organizations are struggling with attrition, disengagement, and costly mis-hires that quietly destroy value. The real problem isn't finding talent, it's creating conditions where people can perform.

Research suggests that when people feel they belong, organizations see significant gains in productivity, retention, and innovation. Belonging can be measured, built into how work gets done, and connected directly to business outcomes.

So how can talent acquisition use belonging to change how it hires and the strategic value it delivers?


My guest this week is Eric Knauf, Founder and CEO of BelongHQ and author of The 56% Solution. In our conversation, he shares a practical framework for measuring belonging and explains how it could reshape TA's role in an AI-driven world.


In the interview, we discuss:

  • The five pillars of belonging
  • Measuring belonging against business outcomes
  • Why workforce planning comes before EVP
  • Breaking roles down to the task level
  • Belonging as a talent differentiator
  • Shifting TA from seats to strategy
  • The hidden cost of untapped potential
  • Building trust during the recruiting process
  • What does the future look like


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1865 no Ep 785: What Is AI Fluency? https://recruitingfuture.com AI skills are quickly becoming a baseline expectation in hiring, with more employers adding AI fluency to their job descriptions every month. Yet when you ask those same employers what AI fluency actually looks like for the vast majority of roles that aren't deeply technical, most struggle to answer.  Universities still treat AI primarily as a cheating problem, restricting how students use it rather than helping them become fluent. So there's a growing gap between what the workplace demands and what education delivers.  How do we define AI fluency in practical terms, and who should be leading that conversation? My guest this week is Kathleen deLaski, Founder of the Education Design Lab and author of Who Needs College Anymore?. In our conversation, she shares what employers and students are revealing about AI readiness, and why the current approach risks failing a generation of new talent. In the interview, we discuss: What is an AI-fluent workforce? Preparing learners for a new world of work Current student attitudes to AI Is the education system able to evolve quickly enough? Moving beyond prompts What replaces degrees in early-career hiring? Assessing human skills at scale Articulating what AI skills look like in your organization What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 19 Apr 2026 15:53:00 -0000 What Is AI Fluency? full 786 Matt Alder Kathleen deLaski⁠, Founder of the ⁠Education Design Lab, talks to Matt Alder AI skills are quickly becoming a baseline expectation in hiring, with more employers adding AI fluency to their job descriptions every month. Yet when you ask those same employers what AI fluency actually looks like for the vast majority of roles that aren't deeply technical, most struggle to answer.  Universities still treat AI primarily as a cheating problem, restricting how students use it rather than helping them become fluent. So there's a growing gap between what the workplace demands and what education delivers.  How do we define AI fluency in practical terms, and who should be leading that conversation? My guest this week is Kathleen deLaski, Founder of the Education Design Lab and author of Who Needs College Anymore?. In our conversation, she shares what employers and students are revealing about AI readiness, and why the current approach risks failing a generation of new talent. In the interview, we discuss: What is an AI-fluent workforce? Preparing learners for a new world of work Current student attitudes to AI Is the education system able to evolve quickly enough? Moving beyond prompts What replaces degrees in early-career hiring? Assessing human skills at scale Articulating what AI skills look like in your organization What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. AI skills are quickly becoming a baseline expectation in hiring, with more employers adding AI fluency to their job descriptions every month. Yet when you ask those same employers what AI fluency actually looks like for the vast majority of roles that aren't deeply technical, most struggle to answer. 

Universities still treat AI primarily as a cheating problem, restricting how students use it rather than helping them become fluent. So there's a growing gap between what the workplace demands and what education delivers. 

How do we define AI fluency in practical terms, and who should be leading that conversation?

My guest this week is Kathleen deLaski, Founder of the Education Design Lab and author of Who Needs College Anymore?. In our conversation, she shares what employers and students are revealing about AI readiness, and why the current approach risks failing a generation of new talent.

In the interview, we discuss:

  • What is an AI-fluent workforce?
  • Preparing learners for a new world of work
  • Current student attitudes to AI
  • Is the education system able to evolve quickly enough?
  • Moving beyond prompts
  • What replaces degrees in early-career hiring?
  • Assessing human skills at scale
  • Articulating what AI skills look like in your organization
  • What does the future look like?

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1627 no Ep 785: What's Really Changing In Tech Hiring https://recruitingfuture.com AI is reshaping how work gets done, but the hiring process hasn't caught up. Employers are asking for AI skills they can't clearly define, while application volumes hit record levels. Resumes mean less than ever because candidates can now use AI to tailor them to any job in seconds, and traditional screening methods are struggling to keep pace. At the same time, something more interesting is happening underneath all the noise. Candidates are often further ahead on AI than the companies hiring them. Forward-thinking employers are turning to work sampling, and rather than treating AI use as cheating, they're integrating it into the assessment as a necessary part of the process. Despite predictions that coding would be the first job to disappear, engineering hiring is actually up in some areas.  So how should employers rethink assessment, upskilling, and what they look for in technical talent? My guest this week is Amanda Richardson, CEO of CoderPad. In our conversation, Amanda shares what's really happening in technical hiring and where it's heading next. In the interview, we discuss: What are AI skills? How is recruiting evolving? Previewing the actual work in the recruiting process AI-assisted assessment Upskilling, adaptability, and curiosity How is AI coding changing tech jobs? Candidates are ahead of employers on AI adoption. What does the future of jobs and hiring look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 19 Apr 2026 12:48:00 -0000 What's Really Changing In Tech Hiring full 785 Matt Alder Amanda Richardson⁠, CEO of ⁠CoderPad, talks to Matt Alder AI is reshaping how work gets done, but the hiring process hasn't caught up. Employers are asking for AI skills they can't clearly define, while application volumes hit record levels. Resumes mean less than ever because candidates can now use AI to tailor them to any job in seconds, and traditional screening methods are struggling to keep pace. At the same time, something more interesting is happening underneath all the noise. Candidates are often further ahead on AI than the companies hiring them. Forward-thinking employers are turning to work sampling, and rather than treating AI use as cheating, they're integrating it into the assessment as a necessary part of the process. Despite predictions that coding would be the first job to disappear, engineering hiring is actually up in some areas.  So how should employers rethink assessment, upskilling, and what they look for in technical talent? My guest this week is Amanda Richardson, CEO of CoderPad. In our conversation, Amanda shares what's really happening in technical hiring and where it's heading next. In the interview, we discuss: What are AI skills? How is recruiting evolving? Previewing the actual work in the recruiting process AI-assisted assessment Upskilling, adaptability, and curiosity How is AI coding changing tech jobs? Candidates are ahead of employers on AI adoption. What does the future of jobs and hiring look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. AI is reshaping how work gets done, but the hiring process hasn't caught up. Employers are asking for AI skills they can't clearly define, while application volumes hit record levels. Resumes mean less than ever because candidates can now use AI to tailor them to any job in seconds, and traditional screening methods are struggling to keep pace.

At the same time, something more interesting is happening underneath all the noise. Candidates are often further ahead on AI than the companies hiring them. Forward-thinking employers are turning to work sampling, and rather than treating AI use as cheating, they're integrating it into the assessment as a necessary part of the process. Despite predictions that coding would be the first job to disappear, engineering hiring is actually up in some areas. 

So how should employers rethink assessment, upskilling, and what they look for in technical talent?

My guest this week is Amanda Richardson, CEO of CoderPad. In our conversation, Amanda shares what's really happening in technical hiring and where it's heading next.

In the interview, we discuss:

  • What are AI skills?
  • How is recruiting evolving?
  • Previewing the actual work in the recruiting process
  • AI-assisted assessment
  • Upskilling, adaptability, and curiosity
  • How is AI coding changing tech jobs?
  • Candidates are ahead of employers on AI adoption.
  • What does the future of jobs and hiring look like?

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1379 no Ep 784: Hiring For Team Intelligence https://recruitingfuture.com Talent acquisition has always been built around the individual. Find the right person for the right role. But once someone joins a team, something far more complex takes over. How people combine matters as much as who they are on their own. Every person brings a unique mix of human qualities that affect how they work with others. Factor in all those qualities across all the possible ways a team could be put together, and the number of combinations quickly reaches into the trillions. So how should employers think about team composition, and where does AI fit in as both a tool and a team member? My guest this week is Dr. Bernhard Züenkeler, Co-Founder and Managing Director of Smycles. In our conversation, he explains how data can reveal hidden team potential, why AI should be treated as a team member rather than a replacement, and what hiring will look like when organizations start thinking in combinations rather than individuals. In the interview, we discuss: The gap between hiring and performance The importance of team intelligence AI as the new team member The science behind team dynamics Why gut feel can never predict team performance Internal mobility and hidden talent Solving skill shortages differently What does the future of hiring look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 12 Apr 2026 21:39:00 -0000 Hiring For Team Intelligence full 784 Matt Alder Bernhard Züenkeler,⁠ Co-Founder and Managing Director of ⁠Smycles⁠, talks to Matt Alder Talent acquisition has always been built around the individual. Find the right person for the right role. But once someone joins a team, something far more complex takes over. How people combine matters as much as who they are on their own. Every person brings a unique mix of human qualities that affect how they work with others. Factor in all those qualities across all the possible ways a team could be put together, and the number of combinations quickly reaches into the trillions. So how should employers think about team composition, and where does AI fit in as both a tool and a team member? My guest this week is Dr. Bernhard Züenkeler, Co-Founder and Managing Director of Smycles. In our conversation, he explains how data can reveal hidden team potential, why AI should be treated as a team member rather than a replacement, and what hiring will look like when organizations start thinking in combinations rather than individuals. In the interview, we discuss: The gap between hiring and performance The importance of team intelligence AI as the new team member The science behind team dynamics Why gut feel can never predict team performance Internal mobility and hidden talent Solving skill shortages differently What does the future of hiring look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Talent acquisition has always been built around the individual. Find the right person for the right role. But once someone joins a team, something far more complex takes over. How people combine matters as much as who they are on their own. Every person brings a unique mix of human qualities that affect how they work with others. Factor in all those qualities across all the possible ways a team could be put together, and the number of combinations quickly reaches into the trillions.

So how should employers think about team composition, and where does AI fit in as both a tool and a team member?

My guest this week is Dr. Bernhard Züenkeler, Co-Founder and Managing Director of Smycles. In our conversation, he explains how data can reveal hidden team potential, why AI should be treated as a team member rather than a replacement, and what hiring will look like when organizations start thinking in combinations rather than individuals.

In the interview, we discuss:

  • The gap between hiring and performance
  • The importance of team intelligence
  • AI as the new team member
  • The science behind team dynamics
  • Why gut feel can never predict team performance
  • Internal mobility and hidden talent
  • Solving skill shortages differently
  • What does the future of hiring look like?

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1360 no Ep 783: Making AI Adoption Work https://recruitingfuture.com/ Every organization knows it needs to adopt AI. Far fewer have worked out how to bring their whole workforce along for the journey. Telling employees to use new tools rarely works, and many companies are stuck with pockets of enthusiastic early adopters alongside large groups who feel the pace of change is simply too much. Getting from scattered experimentation to genuine organization-wide adoption requires a very different approach, one where upskilling, learning culture, and the right mindset matter as much as the technology itself. So what does it actually take to build a workforce that's ready for AI? My guest this week, recorded at the recent Transform conference, is Katya Laviolette, Chief People Officer at 1Password. In our conversation, she shares how her team built an AI adoption strategy co-led by HR and the technology team, why soft skills now matter more than technical training, and how to cut through the noise when every vendor is selling AI. In the interview, we discuss: Building organization-wide AI adoption The role of AI champions Balancing human and AI work Why curiosity and adaptability matter Upskilling versus hiring new talent Evolve, shift, and pivot. Evaluating AI tools and vendors in a noisy market Privacy and security considerations What the future looks like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 12 Apr 2026 21:25:00 -0000 Making AI Adoption Work full 783 Matt Alder Katya Laviolette⁠, Chief People Officer at ⁠1Password, talks to Matt Alder Every organization knows it needs to adopt AI. Far fewer have worked out how to bring their whole workforce along for the journey. Telling employees to use new tools rarely works, and many companies are stuck with pockets of enthusiastic early adopters alongside large groups who feel the pace of change is simply too much. Getting from scattered experimentation to genuine organization-wide adoption requires a very different approach, one where upskilling, learning culture, and the right mindset matter as much as the technology itself. So what does it actually take to build a workforce that's ready for AI? My guest this week, recorded at the recent Transform conference, is Katya Laviolette, Chief People Officer at 1Password. In our conversation, she shares how her team built an AI adoption strategy co-led by HR and the technology team, why soft skills now matter more than technical training, and how to cut through the noise when every vendor is selling AI. In the interview, we discuss: Building organization-wide AI adoption The role of AI champions Balancing human and AI work Why curiosity and adaptability matter Upskilling versus hiring new talent Evolve, shift, and pivot. Evaluating AI tools and vendors in a noisy market Privacy and security considerations What the future looks like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Every organization knows it needs to adopt AI. Far fewer have worked out how to bring their whole workforce along for the journey. Telling employees to use new tools rarely works, and many companies are stuck with pockets of enthusiastic early adopters alongside large groups who feel the pace of change is simply too much. Getting from scattered experimentation to genuine organization-wide adoption requires a very different approach, one where upskilling, learning culture, and the right mindset matter as much as the technology itself.


So what does it actually take to build a workforce that's ready for AI?


My guest this week, recorded at the recent Transform conference, is Katya Laviolette, Chief People Officer at 1Password. In our conversation, she shares how her team built an AI adoption strategy co-led by HR and the technology team, why soft skills now matter more than technical training, and how to cut through the noise when every vendor is selling AI.


In the interview, we discuss:

  • Building organization-wide AI adoption
  • The role of AI champions
  • Balancing human and AI work
  • Why curiosity and adaptability matter
  • Upskilling versus hiring new talent
  • Evolve, shift, and pivot.
  • Evaluating AI tools and vendors in a noisy market
  • Privacy and security considerations
  • What the future looks like


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1080 no Round Up March 2026 https://recruitingfuture.com Round Up March  2026 If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. This month Round UP returns to its live format, and this is a recording of my live conversation with Rhona Barnett-Pierce , Founder Workfluencer Media, about five of the episodes published in March 2026 Episodes featured in this Round Up: Ep 774: Will Candidate AI Use Transform Recruiting? Ep 775: What Makes An Excellent Workplace? Ep 777: Why AI Needs To Drive Value Not Efficiency Ep 778: What Makes Talent Acquisition Truly Strategic? Ep 779: Can AI Democratize Hiring? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 11 Apr 2026 17:30:00 -0000 Round Up March 2026 full Matt Alder Matt Alder and Rhona Barnett-Pierce,Founder Workfluencer Media , look back on interviews from The Recruiting Future Podcast published in March 2026 Round Up March  2026 If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. This month Round UP returns to its live format, and this is a recording of my live conversation with Rhona Barnett-Pierce , Founder Workfluencer Media, about five of the episodes published in March 2026 Episodes featured in this Round Up: Ep 774: Will Candidate AI Use Transform Recruiting? Ep 775: What Makes An Excellent Workplace? Ep 777: Why AI Needs To Drive Value Not Efficiency Ep 778: What Makes Talent Acquisition Truly Strategic? Ep 779: Can AI Democratize Hiring? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Round Up March  2026

If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing.

This month Round UP returns to its live format, and this is a recording of my live conversation with Rhona Barnett-Pierce , Founder Workfluencer Media, about five of the episodes published in March 2026

Episodes featured in this Round Up:

Ep 774: Will Candidate AI Use Transform Recruiting?


Ep 775: What Makes An Excellent Workplace?


Ep 777: Why AI Needs To Drive Value Not Efficiency


Ep 778: What Makes Talent Acquisition Truly Strategic?


Ep 779: Can AI Democratize Hiring?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1651 no Ep 782: Building Trust With Employee-Generated Content https://recruitingfuture.com Every platform, every feed, every channel is packed with posts and videos that increasingly look and sound like they were produced by the same machine. For employers trying to attract talent, corporate messaging already struggled to feel trustworthy, and AI-generated content has made the problem significantly worse. Candidates and consumers want to hear from real people, not polished brand accounts. That's fuelled growing interest in employee-generated content, where real employees share their own authentic experiences of working at a company. The potential is enormous, but so is the risk of doing it badly and simply creating more forgettable noise.  So how do employers tap into employee voices in a way that genuinely builds trust? My guest this week is Rhona Barnett-Pierce, Founder of Workfluencer Media. In our conversation, she shares what separates effective employee content from scripted corporate messaging and how companies can get started. In the interview, we discuss: Why employee-generated content builds trust How AI content is eroding authenticity Shifts in communication preferences Showing the work, not just the workplace The employers who are doing employee content well. Finding the existing content creators in your workforce. The future of content marketing Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 04 Apr 2026 15:28:00 -0000 Building Trust With Employee-Generated Content full 782 Matt Alder Rhona Barnett-Pierce⁠, Founder of ⁠Workfluencer Media, talks to Matt Alder Every platform, every feed, every channel is packed with posts and videos that increasingly look and sound like they were produced by the same machine. For employers trying to attract talent, corporate messaging already struggled to feel trustworthy, and AI-generated content has made the problem significantly worse. Candidates and consumers want to hear from real people, not polished brand accounts. That's fuelled growing interest in employee-generated content, where real employees share their own authentic experiences of working at a company. The potential is enormous, but so is the risk of doing it badly and simply creating more forgettable noise.  So how do employers tap into employee voices in a way that genuinely builds trust? My guest this week is Rhona Barnett-Pierce, Founder of Workfluencer Media. In our conversation, she shares what separates effective employee content from scripted corporate messaging and how companies can get started. In the interview, we discuss: Why employee-generated content builds trust How AI content is eroding authenticity Shifts in communication preferences Showing the work, not just the workplace The employers who are doing employee content well. Finding the existing content creators in your workforce. The future of content marketing Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Every platform, every feed, every channel is packed with posts and videos that increasingly look and sound like they were produced by the same machine. For employers trying to attract talent, corporate messaging already struggled to feel trustworthy, and AI-generated content has made the problem significantly worse. Candidates and consumers want to hear from real people, not polished brand accounts.


That's fuelled growing interest in employee-generated content, where real employees share their own authentic experiences of working at a company. The potential is enormous, but so is the risk of doing it badly and simply creating more forgettable noise. 


So how do employers tap into employee voices in a way that genuinely builds trust?


My guest this week is Rhona Barnett-Pierce, Founder of Workfluencer Media. In our conversation, she shares what separates effective employee content from scripted corporate messaging and how companies can get started.


In the interview, we discuss:

  • Why employee-generated content builds trust
  • How AI content is eroding authenticity
  • Shifts in communication preferences
  • Showing the work, not just the workplace
  • The employers who are doing employee content well.
  • Finding the existing content creators in your workforce.
  • The future of content marketing


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1572 no Ep 781: The Gap Between AI Adoption and TA Transformation https://recruitingfuture.com Over the past year, AI features in recruiting tools have seen significant adoption.  But if you ask TA Teams whether AI has changed how they actually hire, most of them will say no. Individual productivity is up, but organizational transformation hasn't followed. At the same time, AI tools on the candidate side are flooding employers with credible applications from candidates who may not be seriously interested. So what needs to shift for AI to genuinely transform recruiting for employers and candidates alike? My guest this week is Nikos Moraitakis, Co-Founder and CEO of Workable. In our conversation, he shares why productivity gains haven't driven real change, how AI agents could take over sourcing and screening, why the recruiter role faces a dramatic shift, and what all this means for candidate experience. In the interview, we discuss: Why AI adoption hasn't yet driven significant transformation AI-driven applications with low candidate intent How AI capabilities have advanced in the last few months Using agentic AI like a staffing agency AI automates tasks, not jobs. Why recruiters need to focus on the bottom of the funnel, not the top Trust, transparency, and human oversight What hiring looks like in the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 03 Apr 2026 23:41:00 -0000 The Gap Between AI Adoption and TA Transformation full 781 Matt Alder ⁠Nikos Moraitakis⁠, Co-Founder and CEO of ⁠Workable, talks to Matt Alder Over the past year, AI features in recruiting tools have seen significant adoption.  But if you ask TA Teams whether AI has changed how they actually hire, most of them will say no. Individual productivity is up, but organizational transformation hasn't followed. At the same time, AI tools on the candidate side are flooding employers with credible applications from candidates who may not be seriously interested. So what needs to shift for AI to genuinely transform recruiting for employers and candidates alike? My guest this week is Nikos Moraitakis, Co-Founder and CEO of Workable. In our conversation, he shares why productivity gains haven't driven real change, how AI agents could take over sourcing and screening, why the recruiter role faces a dramatic shift, and what all this means for candidate experience. In the interview, we discuss: Why AI adoption hasn't yet driven significant transformation AI-driven applications with low candidate intent How AI capabilities have advanced in the last few months Using agentic AI like a staffing agency AI automates tasks, not jobs. Why recruiters need to focus on the bottom of the funnel, not the top Trust, transparency, and human oversight What hiring looks like in the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Over the past year, AI features in recruiting tools have seen significant adoption.  But if you ask TA Teams whether AI has changed how they actually hire, most of them will say no. Individual productivity is up, but organizational transformation hasn't followed.

At the same time, AI tools on the candidate side are flooding employers with credible applications from candidates who may not be seriously interested. So what needs to shift for AI to genuinely transform recruiting for employers and candidates alike?

My guest this week is Nikos Moraitakis, Co-Founder and CEO of Workable. In our conversation, he shares why productivity gains haven't driven real change, how AI agents could take over sourcing and screening, why the recruiter role faces a dramatic shift, and what all this means for candidate experience.


In the interview, we discuss:

  • Why AI adoption hasn't yet driven significant transformation
  • AI-driven applications with low candidate intent
  • How AI capabilities have advanced in the last few months
  • Using agentic AI like a staffing agency
  • AI automates tasks, not jobs.
  • Why recruiters need to focus on the bottom of the funnel, not the top
  • Trust, transparency, and human oversight
  • What hiring looks like in the future

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1516 no Ep 780: Cutting Through The AI Hype https://recruitingfuture.com I've recently returned from a long trip to Las Vegas, where I attended both the UNLEASH and Transform conferences. Unsurprisingly, AI dominated every session and every vendor booth at both events. The promise is huge, but the reality on the ground is a lot more complicated. Some teams are seeing genuine value from new tools. Others are finding that technology is creating as many problems as it solves. For many people, the sheer volume of options is making it harder, not easier, to know what to invest in.  So what is actually happening with AI in talent acquisition right now? My guest interview from UNLEASH is Meredith Johnson, Chief Product Officer at Greenhouse and my guest interview from Transform is Nicki Paterson, Chief Growth Officer at Solutions Driven. They share their honest perspectives on AI adoption, the human skills that matter more than ever, and what the future might look like. In the interview, we discuss: AI hype versus the current reality on the ground The balance between humans and machines Trust, control, and transparency The shift from quantity and speed to quality and value in hiring Aligning HR and TA with critical business objectives The confusing vendor landscape What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 03 Apr 2026 18:19:00 -0000 Cutting Through The AI Hype full 780 Matt Alder Matt Alder talks to Meredith Johnson⁠, Chief Product Officer at Greenhouse and ⁠Nicki Paterson⁠, Chief Growth Officer at Solutions Driven I've recently returned from a long trip to Las Vegas, where I attended both the UNLEASH and Transform conferences. Unsurprisingly, AI dominated every session and every vendor booth at both events. The promise is huge, but the reality on the ground is a lot more complicated. Some teams are seeing genuine value from new tools. Others are finding that technology is creating as many problems as it solves. For many people, the sheer volume of options is making it harder, not easier, to know what to invest in.  So what is actually happening with AI in talent acquisition right now? My guest interview from UNLEASH is Meredith Johnson, Chief Product Officer at Greenhouse and my guest interview from Transform is Nicki Paterson, Chief Growth Officer at Solutions Driven. They share their honest perspectives on AI adoption, the human skills that matter more than ever, and what the future might look like. In the interview, we discuss: AI hype versus the current reality on the ground The balance between humans and machines Trust, control, and transparency The shift from quantity and speed to quality and value in hiring Aligning HR and TA with critical business objectives The confusing vendor landscape What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. I've recently returned from a long trip to Las Vegas, where I attended both the UNLEASH and Transform conferences. Unsurprisingly, AI dominated every session and every vendor booth at both events. The promise is huge, but the reality on the ground is a lot more complicated. Some teams are seeing genuine value from new tools. Others are finding that technology is creating as many problems as it solves. For many people, the sheer volume of options is making it harder, not easier, to know what to invest in. 


So what is actually happening with AI in talent acquisition right now?


My guest interview from UNLEASH is Meredith Johnson, Chief Product Officer at Greenhouse and my guest interview from Transform is Nicki Paterson, Chief Growth Officer at Solutions Driven. They share their honest perspectives on AI adoption, the human skills that matter more than ever, and what the future might look like.

In the interview, we discuss:

  • AI hype versus the current reality on the ground
  • The balance between humans and machines
  • Trust, control, and transparency
  • The shift from quantity and speed to quality and value in hiring
  • Aligning HR and TA with critical business objectives
  • The confusing vendor landscape
  • What does the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1521 no Ep 779: Can AI Democratize Hiring? https://recruitingfuture.com Application volumes have surged in recent years, and many talent acquisition teams are struggling to keep up. Candidates apply and disappear into a black hole, never hearing back, never getting a real chance to show what they can do. When volumes reach into the millions, the traditional recruiting model simply breaks. There aren't enough recruiters to give everyone a fair hearing. Some organisations are now rethinking this entirely, using AI not to replace human decision-making, but to open the door wider than any human team ever could. So what does it actually look like when a company goes AI-first across every stage of hiring? My guest this week is LJ Brock, Chief People Officer at Coinbase. In our conversation, he explains how they've deployed AI across five core areas of recruiting, why they now assess every candidate on AI fluency, their focus on talent density to constantly raise the quality bar, and what hiring will look like in the future. In the interview, we discuss: The shift from volume to quality and value What does talent density mean at Coinbase? AI first recruiting to democratize access to the company Evaluating candidates on AI fluency Human connection in the hiring process Augmenting recruiters, not replacing them. Will all recruiting look like executive search in the future? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly. Thu, 26 Mar 2026 14:30:00 -0000 Can AI Democratize Hiring? full 779 Matt Alder LJ Brock,⁠ Chief People Officer at ⁠Coinbase⁠, talks to Matt Alder. Application volumes have surged in recent years, and many talent acquisition teams are struggling to keep up. Candidates apply and disappear into a black hole, never hearing back, never getting a real chance to show what they can do. When volumes reach into the millions, the traditional recruiting model simply breaks. There aren't enough recruiters to give everyone a fair hearing. Some organisations are now rethinking this entirely, using AI not to replace human decision-making, but to open the door wider than any human team ever could. So what does it actually look like when a company goes AI-first across every stage of hiring? My guest this week is LJ Brock, Chief People Officer at Coinbase. In our conversation, he explains how they've deployed AI across five core areas of recruiting, why they now assess every candidate on AI fluency, their focus on talent density to constantly raise the quality bar, and what hiring will look like in the future. In the interview, we discuss: The shift from volume to quality and value What does talent density mean at Coinbase? AI first recruiting to democratize access to the company Evaluating candidates on AI fluency Human connection in the hiring process Augmenting recruiters, not replacing them. Will all recruiting look like executive search in the future? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly. Application volumes have surged in recent years, and many talent acquisition teams are struggling to keep up. Candidates apply and disappear into a black hole, never hearing back, never getting a real chance to show what they can do. When volumes reach into the millions, the traditional recruiting model simply breaks. There aren't enough recruiters to give everyone a fair hearing.

Some organisations are now rethinking this entirely, using AI not to replace human decision-making, but to open the door wider than any human team ever could. So what does it actually look like when a company goes AI-first across every stage of hiring?

My guest this week is LJ Brock, Chief People Officer at Coinbase. In our conversation, he explains how they've deployed AI across five core areas of recruiting, why they now assess every candidate on AI fluency, their focus on talent density to constantly raise the quality bar, and what hiring will look like in the future.


In the interview, we discuss:

  • The shift from volume to quality and value
  • What does talent density mean at Coinbase?
  • AI first recruiting to democratize access to the company
  • Evaluating candidates on AI fluency
  • Human connection in the hiring process
  • Augmenting recruiters, not replacing them.
  • Will all recruiting look like executive search in the future?

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


A full transcript will appear here shortly.

]]> 1122 no Ep 778: What Makes Talent Acquisition Truly Strategic? https://recruitingfuture.com The role of talent acquisition is changing fast. AI and automation are transforming what's possible, while CFOs and CEOs are demanding a different kind of conversation. They want to understand the value talent acquisition creates for the business and how it delivers returns that directly tie to strategic goals. The old transactional language of efficiency no longer cuts it. TA leaders who can connect what they do to business impact are the ones building a successful case for investment. The problem is, with vendor capabilities increasingly overlapping, knowing where to put that investment has never been harder. So what does it take to reposition talent acquisition as a truly strategic function? My guest this week is Jason Cerrato, SVP of Global Talent at Amentum. In our conversation, he shares how the TA conversation has evolved, why business acumen matters more than ever, and how to cut through the technology noise to make the right investment decisions. In the interview, we discuss: How the TA conversation has changed Telling a story of impact, not efficiency Speaking the language of the CFO The new criteria for tech investment Moving from a cost centre to a strategic function Changing the way organizations think about talent. Balancing AI with human connection Navigating similarity and sameness in tech products Choosing the right fit, not just the best tool The future of talent acquisition Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 23 Mar 2026 14:17:00 -0000 What Makes Talent Acquisition Truly Strategic? full 778 Matt Alder Jason Cerrato⁠, SVP of Global Talent at ⁠Amentum⁠, talks to Matt Alder. The role of talent acquisition is changing fast. AI and automation are transforming what's possible, while CFOs and CEOs are demanding a different kind of conversation. They want to understand the value talent acquisition creates for the business and how it delivers returns that directly tie to strategic goals. The old transactional language of efficiency no longer cuts it. TA leaders who can connect what they do to business impact are the ones building a successful case for investment. The problem is, with vendor capabilities increasingly overlapping, knowing where to put that investment has never been harder. So what does it take to reposition talent acquisition as a truly strategic function? My guest this week is Jason Cerrato, SVP of Global Talent at Amentum. In our conversation, he shares how the TA conversation has evolved, why business acumen matters more than ever, and how to cut through the technology noise to make the right investment decisions. In the interview, we discuss: How the TA conversation has changed Telling a story of impact, not efficiency Speaking the language of the CFO The new criteria for tech investment Moving from a cost centre to a strategic function Changing the way organizations think about talent. Balancing AI with human connection Navigating similarity and sameness in tech products Choosing the right fit, not just the best tool The future of talent acquisition Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The role of talent acquisition is changing fast. AI and automation are transforming what's possible, while CFOs and CEOs are demanding a different kind of conversation. They want to understand the value talent acquisition creates for the business and how it delivers returns that directly tie to strategic goals. The old transactional language of efficiency no longer cuts it. TA leaders who can connect what they do to business impact are the ones building a successful case for investment. The problem is, with vendor capabilities increasingly overlapping, knowing where to put that investment has never been harder.


So what does it take to reposition talent acquisition as a truly strategic function?


My guest this week is Jason Cerrato, SVP of Global Talent at Amentum. In our conversation, he shares how the TA conversation has evolved, why business acumen matters more than ever, and how to cut through the technology noise to make the right investment decisions.


In the interview, we discuss:

  • How the TA conversation has changed
  • Telling a story of impact, not efficiency
  • Speaking the language of the CFO
  • The new criteria for tech investment
  • Moving from a cost centre to a strategic function
  • Changing the way organizations think about talent.
  • Balancing AI with human connection
  • Navigating similarity and sameness in tech products
  • Choosing the right fit, not just the best tool
  • The future of talent acquisition

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1384 no Ep 777: Why AI Needs To Drive Value Not Efficiency https://recruitingfuture.com We’re at a fork in the road for how companies adopt AI. Some are taking shortcuts, slashing entry-level roles and chasing efficiency savings. Others are slowing down to ask a harder question: how does this technology actually create new value? The data suggests that many companies are choosing the wrong path, using AI as a scapegoat for cost-cutting that is really caused by other business challenges. The consequences for their talent pipelines, skills development, and long-term competitiveness could be severe. So what separates organisations that get AI right from those that don't, and what does this mean for talent acquisition? My guest this week is Kelly Monahan, founder of Beyond the Desk. and a highly experienced labour economist who advises organisations on building genuine AI capability. In our conversation, she explains what most companies are getting wrong, the skills that actually matter, and the implications for talent acquisition. In the interview, we discuss: How are skills evolving? Why AI is being used as a scapegoat The real cost of cutting entry-level roles Three skills that define AI readiness Protecting high-value human touchpoints Buy or build? Using technology strategically AI for organizational value, not efficiency shortcuts Data privacy and compliance risks Developing the skills and mindset needed to future-proof your career What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 23 Mar 2026 03:33:00 -0000 Why AI Needs To Drive Value Not Efficiency full 777 Matt Alder ⁠Kelly Monahan⁠, founder of Beyond the Desk, talks to Matt Alder We’re at a fork in the road for how companies adopt AI. Some are taking shortcuts, slashing entry-level roles and chasing efficiency savings. Others are slowing down to ask a harder question: how does this technology actually create new value? The data suggests that many companies are choosing the wrong path, using AI as a scapegoat for cost-cutting that is really caused by other business challenges. The consequences for their talent pipelines, skills development, and long-term competitiveness could be severe. So what separates organisations that get AI right from those that don't, and what does this mean for talent acquisition? My guest this week is Kelly Monahan, founder of Beyond the Desk. and a highly experienced labour economist who advises organisations on building genuine AI capability. In our conversation, she explains what most companies are getting wrong, the skills that actually matter, and the implications for talent acquisition. In the interview, we discuss: How are skills evolving? Why AI is being used as a scapegoat The real cost of cutting entry-level roles Three skills that define AI readiness Protecting high-value human touchpoints Buy or build? Using technology strategically AI for organizational value, not efficiency shortcuts Data privacy and compliance risks Developing the skills and mindset needed to future-proof your career What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. We’re at a fork in the road for how companies adopt AI. Some are taking shortcuts, slashing entry-level roles and chasing efficiency savings. Others are slowing down to ask a harder question: how does this technology actually create new value? The data suggests that many companies are choosing the wrong path, using AI as a scapegoat for cost-cutting that is really caused by other business challenges. The consequences for their talent pipelines, skills development, and long-term competitiveness could be severe.


So what separates organisations that get AI right from those that don't, and what does this mean for talent acquisition?


My guest this week is Kelly Monahan, founder of Beyond the Desk. and a highly experienced labour economist who advises organisations on building genuine AI capability. In our conversation, she explains what most companies are getting wrong, the skills that actually matter, and the implications for talent acquisition.


In the interview, we discuss:

  • How are skills evolving?
  • Why AI is being used as a scapegoat
  • The real cost of cutting entry-level roles
  • Three skills that define AI readiness
  • Protecting high-value human touchpoints
  • Buy or build? Using technology strategically
  • AI for organizational value, not efficiency shortcuts
  • Data privacy and compliance risks
  • Developing the skills and mindset needed to future-proof your career
  • What does the future look like?

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1631 no Ep 776: Designing Hiring For Humans https://recruitingfuture.com Hiring processes are full of design choices that nobody ever questions. Requirements that sound reasonable but aren't defined. Formats that have stayed the same for decades. Onboarding systems built for one type of learner. Talented people are being screened out, not because they can't do the job, but because of how the process itself is designed. These aren't people failures; they're design failures that quietly exclude the people organisations most need. So how do we actually design hiring in a way that works for everyone? My guest this week is Theo Smith, author of the new book Designed for Humans: Rethinking Work in the Age of AI. In our conversation, he shares practical ways to spot and fix the system design flaws hiding in plain sight across the hiring process. In the interview, we discuss: Why people aren't always the problem The hidden barriers in job ads Probation periods as red flags Why structured interviews still fail How people mask gaps at work AI is accelerating flawed system design. Onboarding as a critical failure point Designing workplaces for humans Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 13 Mar 2026 23:02:00 -0000 Designing Hiring For Humans full 776 Matt Alder Theo Smith talks to Matt Alder Hiring processes are full of design choices that nobody ever questions. Requirements that sound reasonable but aren't defined. Formats that have stayed the same for decades. Onboarding systems built for one type of learner. Talented people are being screened out, not because they can't do the job, but because of how the process itself is designed. These aren't people failures; they're design failures that quietly exclude the people organisations most need. So how do we actually design hiring in a way that works for everyone? My guest this week is Theo Smith, author of the new book Designed for Humans: Rethinking Work in the Age of AI. In our conversation, he shares practical ways to spot and fix the system design flaws hiding in plain sight across the hiring process. In the interview, we discuss: Why people aren't always the problem The hidden barriers in job ads Probation periods as red flags Why structured interviews still fail How people mask gaps at work AI is accelerating flawed system design. Onboarding as a critical failure point Designing workplaces for humans Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Hiring processes are full of design choices that nobody ever questions. Requirements that sound reasonable but aren't defined. Formats that have stayed the same for decades. Onboarding systems built for one type of learner. Talented people are being screened out, not because they can't do the job, but because of how the process itself is designed.

These aren't people failures; they're design failures that quietly exclude the people organisations most need. So how do we actually design hiring in a way that works for everyone?

My guest this week is Theo Smith, author of the new book Designed for Humans: Rethinking Work in the Age of AI. In our conversation, he shares practical ways to spot and fix the system design flaws hiding in plain sight across the hiring process.

In the interview, we discuss:

  • Why people aren't always the problem
  • The hidden barriers in job ads
  • Probation periods as red flags
  • Why structured interviews still fail
  • How people mask gaps at work
  • AI is accelerating flawed system design.
  • Onboarding as a critical failure point
  • Designing workplaces for humans

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1673 no Round Up February 2026 https://recruitingfuture.com If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. This month Round UP returns to its live format, and this is a recording of my live conversation with Ritu Mohanka, CEO at Vonq, about six of the episodes published in February 2026 Episodes featured in this Round Up: Ep 766 How TA Proves Its Business Impact Ep 767: Inside EY’s Talent Strategy for AI and the Future Ep 769: Managing Risk In Talent Acquisition Ep 770: The Science of Better Hiring Ep 771 Recruiting At The Speed Of AI Ep 772: Surfing The AI Tsunami Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 12 Mar 2026 22:01:00 -0000 Round Up February 2026 full Matt Alder Matt Alder and Ritu Mohanka, look back on interviews from The Recruiting Future Podcast published in February 2026 If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. This month Round UP returns to its live format, and this is a recording of my live conversation with Ritu Mohanka, CEO at Vonq, about six of the episodes published in February 2026 Episodes featured in this Round Up: Ep 766 How TA Proves Its Business Impact Ep 767: Inside EY’s Talent Strategy for AI and the Future Ep 769: Managing Risk In Talent Acquisition Ep 770: The Science of Better Hiring Ep 771 Recruiting At The Speed Of AI Ep 772: Surfing The AI Tsunami Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing.

This month Round UP returns to its live format, and this is a recording of my live conversation with Ritu Mohanka, CEO at Vonq, about six of the episodes published in February 2026

Episodes featured in this Round Up:


Ep 766 How TA Proves Its Business Impact


Ep 767: Inside EY’s Talent Strategy for AI and the Future


Ep 769: Managing Risk In Talent Acquisition


Ep 770: The Science of Better Hiring


Ep 771 Recruiting At The Speed Of AI


Ep 772: Surfing The AI Tsunami


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1823 no Ep 775: What Makes An Excellent Workplace? https://recruitingfuture.com Attracting talent gets all the headlines, but retention is where the real competitive advantage lives. In a market where top performers are constantly being approached by competitors and salary expectations keep rising, holding on to your best people has never been harder. At the same time, the rapid pace of AI and automation means the skills companies need are shifting faster than ever, making internal development and mobility just as critical as external hiring. So how do you build a workplace where people genuinely want to stay and grow? My guests this week are Annika in der Beek, Chief People Officer, and Giovanni Di Felice, Director of Talent Acquisition at Statista. In our conversation, they share the science-backed framework behind what makes an excellent employer and explain how hiring and retention are becoming inseparable parts of the same strategy. In the interview, we discuss: Hiring challenges in AI and tech Encouraging candidates to use AI Why retention has become critical Measuring what makes an excellent employer Autonomy, competence, and relatedness at work The power of honest feedback Internal mobility and career development TA as a strategic business partner What does the future look like? Learn more about The Excellent Workplace Rating. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 11 Mar 2026 17:48:00 -0000 What Makes An Excellent Workplace? full 775 Matt Alder Annika in der Beek, Chief People Officer, and Giovanni Di Felice, Director of Talent Acquisition at⁠ Statista, talk to Matt Alder Attracting talent gets all the headlines, but retention is where the real competitive advantage lives. In a market where top performers are constantly being approached by competitors and salary expectations keep rising, holding on to your best people has never been harder. At the same time, the rapid pace of AI and automation means the skills companies need are shifting faster than ever, making internal development and mobility just as critical as external hiring. So how do you build a workplace where people genuinely want to stay and grow? My guests this week are Annika in der Beek, Chief People Officer, and Giovanni Di Felice, Director of Talent Acquisition at Statista. In our conversation, they share the science-backed framework behind what makes an excellent employer and explain how hiring and retention are becoming inseparable parts of the same strategy. In the interview, we discuss: Hiring challenges in AI and tech Encouraging candidates to use AI Why retention has become critical Measuring what makes an excellent employer Autonomy, competence, and relatedness at work The power of honest feedback Internal mobility and career development TA as a strategic business partner What does the future look like? Learn more about The Excellent Workplace Rating. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Attracting talent gets all the headlines, but retention is where the real competitive advantage lives. In a market where top performers are constantly being approached by competitors and salary expectations keep rising, holding on to your best people has never been harder.

At the same time, the rapid pace of AI and automation means the skills companies need are shifting faster than ever, making internal development and mobility just as critical as external hiring.

So how do you build a workplace where people genuinely want to stay and grow?

My guests this week are Annika in der Beek, Chief People Officer, and Giovanni Di Felice, Director of Talent Acquisition at Statista. In our conversation, they share the science-backed framework behind what makes an excellent employer and explain how hiring and retention are becoming inseparable parts of the same strategy.


In the interview, we discuss:

  • Hiring challenges in AI and tech
  • Encouraging candidates to use AI
  • Why retention has become critical
  • Measuring what makes an excellent employer
  • Autonomy, competence, and relatedness at work
  • The power of honest feedback
  • Internal mobility and career development
  • TA as a strategic business partner
  • What does the future look like?

Learn more about The Excellent Workplace Rating.


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1979 no Ep 774: Will Candidate AI Use Transform Recruiting? https://recruitingfuture.com Many talent acquisition teams are dealing with surging application volumes right now, and AI is a major factor. Candidates are using it to apply faster, at a greater scale, and with more targeted information than ever before. The instinct has been to treat candidate AI use as noise, something to filter out or push back on. That response misses the long-term implications entirely. AI isn't just a tool for corporate hiring teams anymore. Candidates have access to the same technology, and platforms are emerging specifically to help them use it strategically. The innovation this unlocks could drive more change in recruiting than anything employers are currently investing in. So what is candidate-side AI actually capable of, and are talent acquisition teams thinking seriously enough about where this leads? My guest this week is Sam Wright, Head Of Career Strategy at Huntr, a data-backed job search platform. In our conversation, he shares what candidates are really doing with AI and what the data reveals about where this is heading. In the interview, we discuss: The job market from a candidate's perspective How the job search is changing Declaring a truce in the AI arms race Candidate-driven disruption and innovation in hiring Ethics and responsibility The importance of human judgement What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 09 Mar 2026 13:05:00 -0000 Will Candidate AI Use Transform Recruiting? full 774 Matt Alder Sam Wright⁠, Head Of Career Strategy at⁠ Huntr, talks to Matt Alder Many talent acquisition teams are dealing with surging application volumes right now, and AI is a major factor. Candidates are using it to apply faster, at a greater scale, and with more targeted information than ever before. The instinct has been to treat candidate AI use as noise, something to filter out or push back on. That response misses the long-term implications entirely. AI isn't just a tool for corporate hiring teams anymore. Candidates have access to the same technology, and platforms are emerging specifically to help them use it strategically. The innovation this unlocks could drive more change in recruiting than anything employers are currently investing in. So what is candidate-side AI actually capable of, and are talent acquisition teams thinking seriously enough about where this leads? My guest this week is Sam Wright, Head Of Career Strategy at Huntr, a data-backed job search platform. In our conversation, he shares what candidates are really doing with AI and what the data reveals about where this is heading. In the interview, we discuss: The job market from a candidate's perspective How the job search is changing Declaring a truce in the AI arms race Candidate-driven disruption and innovation in hiring Ethics and responsibility The importance of human judgement What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Many talent acquisition teams are dealing with surging application volumes right now, and AI is a major factor. Candidates are using it to apply faster, at a greater scale, and with more targeted information than ever before. The instinct has been to treat candidate AI use as noise, something to filter out or push back on. That response misses the long-term implications entirely.

AI isn't just a tool for corporate hiring teams anymore. Candidates have access to the same technology, and platforms are emerging specifically to help them use it strategically. The innovation this unlocks could drive more change in recruiting than anything employers are currently investing in.

So what is candidate-side AI actually capable of, and are talent acquisition teams thinking seriously enough about where this leads?

My guest this week is Sam Wright, Head Of Career Strategy at Huntr, a data-backed job search platform. In our conversation, he shares what candidates are really doing with AI and what the data reveals about where this is heading.


In the interview, we discuss:

  • The job market from a candidate's perspective
  • How the job search is changing
  • Declaring a truce in the AI arms race
  • Candidate-driven disruption and innovation in hiring
  • Ethics and responsibility
  • The importance of human judgement
  • What does the future look like?


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.


]]> 1475 no Ep 773: How LLMs Are Changing Recruitment Marketing https://recruitingfuture.com For years, recruitment marketing strategies have been built around a familiar set of rules: optimize your career site, rank well in search results, and ensure candidates can find you. But those rules were written for a world where Google was the gateway. That world is changing. Candidates are increasingly turning to LLMs like ChatGPT and Claude to research potential employers, asking detailed, conversational questions about culture, benefits, and working environment. And the way those tools surface information is fundamentally different from traditional search. The content that performs well in Google often doesn't translate, and organizations that have invested heavily in their employer brand discovery may be largely invisible in this new landscape. So what does it take to show up when candidates are searching in LLMs? My guest this week is Graham Thornton, President of Consulting and Growth at Talivity. In our conversation, he explains how candidate discovery is changing, why existing SEO thinking doesn't apply, and what organizations need to do differently. In the interview, we discuss: How AI is disrupting recruitment marketing The new uneven playing field Content and context The importance of structure and specificity How third-party content is influencing discovery How are job seekers now searching? New ways of measuring ROI What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 05 Mar 2026 14:30:00 -0000 How LLMs Are Changing Recruitment Marketing full 773 Matt Alder Graham Thornton, ⁠President of Consulting and Growth at ⁠Talivity⁠, talks to Matt Alder. For years, recruitment marketing strategies have been built around a familiar set of rules: optimize your career site, rank well in search results, and ensure candidates can find you. But those rules were written for a world where Google was the gateway. That world is changing. Candidates are increasingly turning to LLMs like ChatGPT and Claude to research potential employers, asking detailed, conversational questions about culture, benefits, and working environment. And the way those tools surface information is fundamentally different from traditional search. The content that performs well in Google often doesn't translate, and organizations that have invested heavily in their employer brand discovery may be largely invisible in this new landscape. So what does it take to show up when candidates are searching in LLMs? My guest this week is Graham Thornton, President of Consulting and Growth at Talivity. In our conversation, he explains how candidate discovery is changing, why existing SEO thinking doesn't apply, and what organizations need to do differently. In the interview, we discuss: How AI is disrupting recruitment marketing The new uneven playing field Content and context The importance of structure and specificity How third-party content is influencing discovery How are job seekers now searching? New ways of measuring ROI What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. For years, recruitment marketing strategies have been built around a familiar set of rules: optimize your career site, rank well in search results, and ensure candidates can find you. But those rules were written for a world where Google was the gateway.


That world is changing. Candidates are increasingly turning to LLMs like ChatGPT and Claude to research potential employers, asking detailed, conversational questions about culture, benefits, and working environment. And the way those tools surface information is fundamentally different from traditional search. The content that performs well in Google often doesn't translate, and organizations that have invested heavily in their employer brand discovery may be largely invisible in this new landscape.


So what does it take to show up when candidates are searching in LLMs?


My guest this week is Graham Thornton, President of Consulting and Growth at Talivity. In our conversation, he explains how candidate discovery is changing, why existing SEO thinking doesn't apply, and what organizations need to do differently.

In the interview, we discuss:

  • How AI is disrupting recruitment marketing
  • The new uneven playing field
  • Content and context
  • The importance of structure and specificity
  • How third-party content is influencing discovery
  • How are job seekers now searching?
  • New ways of measuring ROI
  • What will the future look like?

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1507 no Ep 772: Surfing The AI Tsunami https://recruitingfuture.com AI transformation is accelerating, and for many organizations, the biggest risk isn't the technology itself; it's getting their strategic response wrong. Rush in without a framework, and you can destroy culture, trust, and capability. Hold back waiting for certainty, and more agile competitors will overtake you. Talent leaders are caught between these two failure modes with no clear playbook, and the pressure is intensifying by the week. So what does a disciplined, structured approach to navigating AI disruption actually look like in practice, and what role should talent and HR be playing? My guest this week is Jagrity Singh, a transformation leader who specializes in integrating AI-driven talent strategies with process excellence disciplines. In our conversation, she introduces a model for understanding where work sits between fully human and fully automated, and explains why the organizations that win will be those that learn to surf the wave rather than get crushed by it. In the interview, we discuss: Differences in AI approaches between Europe, the Middle East, and North America. The impact of AI on jobs and what approach employers should be taking AI is an HR problem, not an IT problem. Why CHROs need to orchestrate human and AI workforces Strategic workforce planning What should be automated and what shouldn’t Advice to talent leaders What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 01 Mar 2026 15:39:00 -0000 Surfing The AI Tsunami full 772 Matt Alder Jagrity Singh⁠ talks to Matt Alder AI transformation is accelerating, and for many organizations, the biggest risk isn't the technology itself; it's getting their strategic response wrong. Rush in without a framework, and you can destroy culture, trust, and capability. Hold back waiting for certainty, and more agile competitors will overtake you. Talent leaders are caught between these two failure modes with no clear playbook, and the pressure is intensifying by the week. So what does a disciplined, structured approach to navigating AI disruption actually look like in practice, and what role should talent and HR be playing? My guest this week is Jagrity Singh, a transformation leader who specializes in integrating AI-driven talent strategies with process excellence disciplines. In our conversation, she introduces a model for understanding where work sits between fully human and fully automated, and explains why the organizations that win will be those that learn to surf the wave rather than get crushed by it. In the interview, we discuss: Differences in AI approaches between Europe, the Middle East, and North America. The impact of AI on jobs and what approach employers should be taking AI is an HR problem, not an IT problem. Why CHROs need to orchestrate human and AI workforces Strategic workforce planning What should be automated and what shouldn’t Advice to talent leaders What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. AI transformation is accelerating, and for many organizations, the biggest risk isn't the technology itself; it's getting their strategic response wrong. Rush in without a framework, and you can destroy culture, trust, and capability. Hold back waiting for certainty, and more agile competitors will overtake you. Talent leaders are caught between these two failure modes with no clear playbook, and the pressure is intensifying by the week. So what does a disciplined, structured approach to navigating AI disruption actually look like in practice, and what role should talent and HR be playing?


My guest this week is Jagrity Singh, a transformation leader who specializes in integrating AI-driven talent strategies with process excellence disciplines. In our conversation, she introduces a model for understanding where work sits between fully human and fully automated, and explains why the organizations that win will be those that learn to surf the wave rather than get crushed by it.


In the interview, we discuss:

  • Differences in AI approaches between Europe, the Middle East, and North America.
  • The impact of AI on jobs and what approach employers should be taking
  • AI is an HR problem, not an IT problem.
  • Why CHROs need to orchestrate human and AI workforces
  • Strategic workforce planning
  • What should be automated and what shouldn’t
  • Advice to talent leaders
  • What does the future look like?

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1319 no Ep 771: Recruiting At The Speed Of AI https://recruitingfuture.com Recruiting has always been shaped by the time and resources available. Resumes are short because recruiters only have a finite amount of time to read them. Interview shortlists are small because hiring managers can only meet so many candidates. The whole funnel narrows because no team can fully evaluate everyone who applies. None of these are strategic choices, they're simply workarounds for human capacity. Now AI agents can screen hundreds of candidates in a matter of hours, run outside business hours, and deliver structured evidence for recruiters to review. The data coming back is already challenging assumptions about how these processes should work, while the growing influence of AI on who progresses through the hiring process makes questions around ethics, fairness, and regulatory compliance impossible to ignore. So how should TA leaders rearchitect their processes while keeping them responsible? My guest this week is Sachit Kamat, Chief Product Officer at Eightfold. In our conversation, Sachit shares early data from AI interviewing at scale and explains why it's time to reimagine recruiting processes as the traditional constraints around time and resources start to fall away. In the interview, we discuss: Lifting capacity limitations in recruiting The impact of AI interviewing on the candidate experience What humans do better than technology Radically improving the candidate experience. Building agent scale processes The first steps to transforming recruiting Regulation and responsibility Could the time to hire be reduced to less than 1 hour? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 27 Feb 2026 00:05:00 -0000 Recruiting At The Speed Of AI full 771 Matt Alder ⁠Sachit Kamat⁠, Chief Product Officer at ⁠Eightfold⁠, talks to Matt Alder Recruiting has always been shaped by the time and resources available. Resumes are short because recruiters only have a finite amount of time to read them. Interview shortlists are small because hiring managers can only meet so many candidates. The whole funnel narrows because no team can fully evaluate everyone who applies. None of these are strategic choices, they're simply workarounds for human capacity. Now AI agents can screen hundreds of candidates in a matter of hours, run outside business hours, and deliver structured evidence for recruiters to review. The data coming back is already challenging assumptions about how these processes should work, while the growing influence of AI on who progresses through the hiring process makes questions around ethics, fairness, and regulatory compliance impossible to ignore. So how should TA leaders rearchitect their processes while keeping them responsible? My guest this week is Sachit Kamat, Chief Product Officer at Eightfold. In our conversation, Sachit shares early data from AI interviewing at scale and explains why it's time to reimagine recruiting processes as the traditional constraints around time and resources start to fall away. In the interview, we discuss: Lifting capacity limitations in recruiting The impact of AI interviewing on the candidate experience What humans do better than technology Radically improving the candidate experience. Building agent scale processes The first steps to transforming recruiting Regulation and responsibility Could the time to hire be reduced to less than 1 hour? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Recruiting has always been shaped by the time and resources available. Resumes are short because recruiters only have a finite amount of time to read them. Interview shortlists are small because hiring managers can only meet so many candidates. The whole funnel narrows because no team can fully evaluate everyone who applies. None of these are strategic choices, they're simply workarounds for human capacity.


Now AI agents can screen hundreds of candidates in a matter of hours, run outside business hours, and deliver structured evidence for recruiters to review. The data coming back is already challenging assumptions about how these processes should work, while the growing influence of AI on who progresses through the hiring process makes questions around ethics, fairness, and regulatory compliance impossible to ignore.


So how should TA leaders rearchitect their processes while keeping them responsible?

My guest this week is Sachit Kamat, Chief Product Officer at Eightfold. In our conversation, Sachit shares early data from AI interviewing at scale and explains why it's time to reimagine recruiting processes as the traditional constraints around time and resources start to fall away.


In the interview, we discuss:

  • Lifting capacity limitations in recruiting
  • The impact of AI interviewing on the candidate experience
  • What humans do better than technology
  • Radically improving the candidate experience.
  • Building agent scale processes
  • The first steps to transforming recruiting
  • Regulation and responsibility
  • Could the time to hire be reduced to less than 1 hour?
  • What does the future look like?

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1143 no Ep 770: The Science of Better Hiring https://recruitingfuture.com Hiring should be about finding the right person. Too often, though, the tools and methods organizations use actually work against them. Job postings filter candidates out for lacking skills they could easily and quickly learn. Competency checklists based on someone else's philosophy of what leadership looks like rather than what actually works inside their organization. Assessment tools that aren't scientifically validated or that screen for average profiles when the role needs something entirely different. The funnel narrows before employers even realize it. And when a poor fit does get through, the individual can spend months or years struggling against expectations that were never clearly defined. So how should organizations rethink the way they assess and select talent? My guest this week is Dr. Stephanie Puckett, founder of SynergyMind Consulting. In our conversation, she draws on 20 years of experience in organizational psychology to reveal where hiring processes quietly break down and the implications for both employers and employees when they do. In the interview, we discuss: The most common mistakes employers make in hiring Unintentional restriction of talent pools Skill and competency transfer The danger of using tools with no scientific validation The critical role of talent acquisition teams Data science versus psychology Finding confirmation bias in big datasets The importance of realistic job previews How will hiring develop in the next 2 to 3 years Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 20 Feb 2026 14:30:00 -0000 The Science of Better Hiring full 770 Matt Alder ⁠Dr. Stephanie Puckett⁠, founder of ⁠SynergyMind Consulting, talks to Matt Alder Hiring should be about finding the right person. Too often, though, the tools and methods organizations use actually work against them. Job postings filter candidates out for lacking skills they could easily and quickly learn. Competency checklists based on someone else's philosophy of what leadership looks like rather than what actually works inside their organization. Assessment tools that aren't scientifically validated or that screen for average profiles when the role needs something entirely different. The funnel narrows before employers even realize it. And when a poor fit does get through, the individual can spend months or years struggling against expectations that were never clearly defined. So how should organizations rethink the way they assess and select talent? My guest this week is Dr. Stephanie Puckett, founder of SynergyMind Consulting. In our conversation, she draws on 20 years of experience in organizational psychology to reveal where hiring processes quietly break down and the implications for both employers and employees when they do. In the interview, we discuss: The most common mistakes employers make in hiring Unintentional restriction of talent pools Skill and competency transfer The danger of using tools with no scientific validation The critical role of talent acquisition teams Data science versus psychology Finding confirmation bias in big datasets The importance of realistic job previews How will hiring develop in the next 2 to 3 years Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Hiring should be about finding the right person. Too often, though, the tools and methods organizations use actually work against them. Job postings filter candidates out for lacking skills they could easily and quickly learn. Competency checklists based on someone else's philosophy of what leadership looks like rather than what actually works inside their organization. Assessment tools that aren't scientifically validated or that screen for average profiles when the role needs something entirely different.

The funnel narrows before employers even realize it. And when a poor fit does get through, the individual can spend months or years struggling against expectations that were never clearly defined.

So how should organizations rethink the way they assess and select talent?

My guest this week is Dr. Stephanie Puckett, founder of SynergyMind Consulting. In our conversation, she draws on 20 years of experience in organizational psychology to reveal where hiring processes quietly break down and the implications for both employers and employees when they do.

In the interview, we discuss:

  • The most common mistakes employers make in hiring
  • Unintentional restriction of talent pools
  • Skill and competency transfer
  • The danger of using tools with no scientific validation
  • The critical role of talent acquisition teams
  • Data science versus psychology
  • Finding confirmation bias in big datasets
  • The importance of realistic job previews
  • How will hiring develop in the next 2 to 3 years

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.




]]> 1943 no Ep 769: Managing AI Risk In Talent Acquisition https://recruitingfuture.com The pressure on talent functions right now is intense. Budgets are tight, teams are stretched, and the mandate to do more with less has pushed many organizations to automate at speed without stopping to redesign what they were automating.  These automated decisions are attracting real legal and regulatory attention. Actions previously seen as simple process steps are now potentially being viewed from a legal perspective as consequential decisions. At the same time, there's a growing recognition that AI could be truly catalytic, forcing the kind of fundamental change that talent functions have needed for years.  So how do leaders navigate the constraints while seizing that opportunity? My guest this week is Kyle Lagunas, Founder of Kyle and Co. In our conversation, Kyle unpacks what defensibility really means in practice, why talent teams need to shift from risk avoidance to risk readiness, and how AI is catalyzing long-overdue transformation. In the interview, we discuss: Credibility under constraint Risk averse or risk avoidance? What does defensibility look like? The AI balance between execution and judgement Human-in-the-loop needs to be designed, not assumed. Are we holding machines to a higher standard than we hold humans to? The importance of rigour in pilot programs Building AI literacy What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify Thu, 19 Feb 2026 23:00:00 -0000 Managing AI Risk In Talent Acquisition full 769 Matt Alder ⁠Kyle Lagunas⁠, Founder of ⁠Kyle and Co⁠, talks to Matt Alder The pressure on talent functions right now is intense. Budgets are tight, teams are stretched, and the mandate to do more with less has pushed many organizations to automate at speed without stopping to redesign what they were automating.  These automated decisions are attracting real legal and regulatory attention. Actions previously seen as simple process steps are now potentially being viewed from a legal perspective as consequential decisions. At the same time, there's a growing recognition that AI could be truly catalytic, forcing the kind of fundamental change that talent functions have needed for years.  So how do leaders navigate the constraints while seizing that opportunity? My guest this week is Kyle Lagunas, Founder of Kyle and Co. In our conversation, Kyle unpacks what defensibility really means in practice, why talent teams need to shift from risk avoidance to risk readiness, and how AI is catalyzing long-overdue transformation. In the interview, we discuss: Credibility under constraint Risk averse or risk avoidance? What does defensibility look like? The AI balance between execution and judgement Human-in-the-loop needs to be designed, not assumed. Are we holding machines to a higher standard than we hold humans to? The importance of rigour in pilot programs Building AI literacy What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify The pressure on talent functions right now is intense. Budgets are tight, teams are stretched, and the mandate to do more with less has pushed many organizations to automate at speed without stopping to redesign what they were automating.  These automated decisions are attracting real legal and regulatory attention. Actions previously seen as simple process steps are now potentially being viewed from a legal perspective as consequential decisions.

At the same time, there's a growing recognition that AI could be truly catalytic, forcing the kind of fundamental change that talent functions have needed for years. 

So how do leaders navigate the constraints while seizing that opportunity?

My guest this week is Kyle Lagunas, Founder of Kyle and Co. In our conversation, Kyle unpacks what defensibility really means in practice, why talent teams need to shift from risk avoidance to risk readiness, and how AI is catalyzing long-overdue transformation.

In the interview, we discuss:

  • Credibility under constraint
  • Risk averse or risk avoidance?
  • What does defensibility look like?
  • The AI balance between execution and judgement
  • Human-in-the-loop needs to be designed, not assumed.
  • Are we holding machines to a higher standard than we hold humans to?
  • The importance of rigour in pilot programs
  • Building AI literacy
  • What does the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify





]]> 1767 no Ep 768: Faster Mistakes Or Better Hiring? https://recruitingfuture.com AI tools are changing the pace at which organizations filter and rank candidates. However, matching someone to a job description and actually predicting whether they'll perform well in the role are two very different things. Most hiring processes have never been validated against real performance outcomes, and organizations often don't have a clear, measurable definition of what success looks like in a role. Without that foundation, even the most sophisticated AI is just automating something that was never evidence-based in the first place.  So what would it actually take to build hiring processes that genuinely predict performance? My guest this week is Jennifer Yugo, Managing Director and owner of Corvirtus, and an organizational psychologist specializing in evidence-based hiring. In our conversation, she explains the science behind predicting job performance and why most hiring processes are far from where they need to be. In the interview, we discuss: Matching candidates vs predicting performance Why most hiring lacks evidence Defining what success really looks like and identifying performance indicators Do some AI hiring tools stand up to scrutiny? The risks of automating bad decisions Questions TA leaders should ask vendors Are we going to see a reckoning for hiring technology? What might the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 16 Feb 2026 15:33:00 -0000 Faster Mistakes Or Better Hiring? full 768 Matt Alder Jennifer Yugo, Managing Director and owner of Corvitus, talks to Matt Alder AI tools are changing the pace at which organizations filter and rank candidates. However, matching someone to a job description and actually predicting whether they'll perform well in the role are two very different things. Most hiring processes have never been validated against real performance outcomes, and organizations often don't have a clear, measurable definition of what success looks like in a role. Without that foundation, even the most sophisticated AI is just automating something that was never evidence-based in the first place.  So what would it actually take to build hiring processes that genuinely predict performance? My guest this week is Jennifer Yugo, Managing Director and owner of Corvirtus, and an organizational psychologist specializing in evidence-based hiring. In our conversation, she explains the science behind predicting job performance and why most hiring processes are far from where they need to be. In the interview, we discuss: Matching candidates vs predicting performance Why most hiring lacks evidence Defining what success really looks like and identifying performance indicators Do some AI hiring tools stand up to scrutiny? The risks of automating bad decisions Questions TA leaders should ask vendors Are we going to see a reckoning for hiring technology? What might the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. AI tools are changing the pace at which organizations filter and rank candidates. However, matching someone to a job description and actually predicting whether they'll perform well in the role are two very different things. Most hiring processes have never been validated against real performance outcomes, and organizations often don't have a clear, measurable definition of what success looks like in a role. Without that foundation, even the most sophisticated AI is just automating something that was never evidence-based in the first place. 

So what would it actually take to build hiring processes that genuinely predict performance?

My guest this week is Jennifer Yugo, Managing Director and owner of Corvirtus, and an organizational psychologist specializing in evidence-based hiring. In our conversation, she explains the science behind predicting job performance and why most hiring processes are far from where they need to be.

In the interview, we discuss:

  • Matching candidates vs predicting performance
  • Why most hiring lacks evidence
  • Defining what success really looks like and identifying performance indicators
  • Do some AI hiring tools stand up to scrutiny?
  • The risks of automating bad decisions
  • Questions TA leaders should ask vendors
  • Are we going to see a reckoning for hiring technology?
  • What might the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1377 no Ep 767: Inside EY's Talent Strategy for AI and the Future https://recruitingfuture.com The assurance and audit profession is facing a talent crisis. Fewer graduates are choosing it as a career, and the perception of what auditors actually do hasn't kept pace with reality. At the same time, AI is fundamentally reshaping the work itself, automating repetitive tasks and opening up entirely new service areas around cyber risk and sustainability. The profession needs different skills, different mindsets, and a completely different value proposition for the next generation of talent. So how do you transform a workforce of over a hundred thousand people while simultaneously making the profession attractive to a generation that wants purpose, flexibility, and career agility? My guest this week is Sandra Oliver, Global Assurance Talent Leader at EY. In our conversation, she shares how EY is reskilling auditors at scale, bridging generational divides around technology adoption, and repositioning audit careers as a launchpad for business leadership. In the interview, we discuss: Attracting Gen Z to the audit profession AI's impact on day-to-day audit work Upskilling 130,000 professionals in AI Bridging the generational technology gap Reverse mentoring between junior and senior staff. Purpose and meaningful work as talent drivers How will audit careers evolve over the next five years? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 10 Feb 2026 14:30:00 -0000 Inside EY's Talent Strategy for AI and the Future full 767 Matt Alder Sandra Oliver, Global Assurance Talent Leader at EY, talks to Matt Alder. The assurance and audit profession is facing a talent crisis. Fewer graduates are choosing it as a career, and the perception of what auditors actually do hasn't kept pace with reality. At the same time, AI is fundamentally reshaping the work itself, automating repetitive tasks and opening up entirely new service areas around cyber risk and sustainability. The profession needs different skills, different mindsets, and a completely different value proposition for the next generation of talent. So how do you transform a workforce of over a hundred thousand people while simultaneously making the profession attractive to a generation that wants purpose, flexibility, and career agility? My guest this week is Sandra Oliver, Global Assurance Talent Leader at EY. In our conversation, she shares how EY is reskilling auditors at scale, bridging generational divides around technology adoption, and repositioning audit careers as a launchpad for business leadership. In the interview, we discuss: Attracting Gen Z to the audit profession AI's impact on day-to-day audit work Upskilling 130,000 professionals in AI Bridging the generational technology gap Reverse mentoring between junior and senior staff. Purpose and meaningful work as talent drivers How will audit careers evolve over the next five years? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The assurance and audit profession is facing a talent crisis. Fewer graduates are choosing it as a career, and the perception of what auditors actually do hasn't kept pace with reality. At the same time, AI is fundamentally reshaping the work itself, automating repetitive tasks and opening up entirely new service areas around cyber risk and sustainability. The profession needs different skills, different mindsets, and a completely different value proposition for the next generation of talent.


So how do you transform a workforce of over a hundred thousand people while simultaneously making the profession attractive to a generation that wants purpose, flexibility, and career agility?


My guest this week is Sandra Oliver, Global Assurance Talent Leader at EY. In our conversation, she shares how EY is reskilling auditors at scale, bridging generational divides around technology adoption, and repositioning audit careers as a launchpad for business leadership.

In the interview, we discuss:

  • Attracting Gen Z to the audit profession
  • AI's impact on day-to-day audit work
  • Upskilling 130,000 professionals in AI
  • Bridging the generational technology gap
  • Reverse mentoring between junior and senior staff.
  • Purpose and meaningful work as talent drivers
  • How will audit careers evolve over the next five years?

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1433 no Ep 766: How TA Proves Its Business Impact https://recruitingfuture.com The talent market is full of contradictions right now. There are many people looking for jobs, but for many organisations, finding the right talent remains difficult. Caution dominates on both sides, with candidates asking harder questions about stability and culture while businesses are slowing down decision-making around headcount. AI is promising to transform recruiting, but most organizations are still working out where it fits. Through all of this, talent acquisition is clearly evolving. The best teams are thinking about workforce planning, internal mobility, and skills rather than just filling requisitions. However, many of them are still measuring themselves on time-to-hire and cost-per-hire, metrics which capture efficiency but say nothing about real business impact. So what comes next for TA, and how should teams measure what actually matters? My guest this week is Bharat Siyani, VP of People and Culture at Elmo Software. In our conversation, he explains what a broader set of success metrics looks like, where AI genuinely helps versus where humans must lead, and how he sees TA's role changing over the next few years. In the interview, we discuss: The contradictions in today’s talent market Finding the signal in the noise The importance of understanding nuance in recruiting What should AI do and what should humans do? How should organizations measure the impact of TA? Efficiency metrics versus value metrics Assessing tech talent at a time of high layoffs Skills and outcomes versus job titles TA’s role in shaping the workforce What does the future of the TA team look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly. Sun, 08 Feb 2026 16:22:00 -0000 How TA Proves Its Business Impact full 766 Matt Alder Matt Alder talks to Bharat Siyani⁠, VP of People and Culture at ⁠Elmo ⁠Software The talent market is full of contradictions right now. There are many people looking for jobs, but for many organisations, finding the right talent remains difficult. Caution dominates on both sides, with candidates asking harder questions about stability and culture while businesses are slowing down decision-making around headcount. AI is promising to transform recruiting, but most organizations are still working out where it fits. Through all of this, talent acquisition is clearly evolving. The best teams are thinking about workforce planning, internal mobility, and skills rather than just filling requisitions. However, many of them are still measuring themselves on time-to-hire and cost-per-hire, metrics which capture efficiency but say nothing about real business impact. So what comes next for TA, and how should teams measure what actually matters? My guest this week is Bharat Siyani, VP of People and Culture at Elmo Software. In our conversation, he explains what a broader set of success metrics looks like, where AI genuinely helps versus where humans must lead, and how he sees TA's role changing over the next few years. In the interview, we discuss: The contradictions in today’s talent market Finding the signal in the noise The importance of understanding nuance in recruiting What should AI do and what should humans do? How should organizations measure the impact of TA? Efficiency metrics versus value metrics Assessing tech talent at a time of high layoffs Skills and outcomes versus job titles TA’s role in shaping the workforce What does the future of the TA team look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly. The talent market is full of contradictions right now. There are many people looking for jobs, but for many organisations, finding the right talent remains difficult. Caution dominates on both sides, with candidates asking harder questions about stability and culture while businesses are slowing down decision-making around headcount. AI is promising to transform recruiting, but most organizations are still working out where it fits.


Through all of this, talent acquisition is clearly evolving. The best teams are thinking about workforce planning, internal mobility, and skills rather than just filling requisitions. However, many of them are still measuring themselves on time-to-hire and cost-per-hire, metrics which capture efficiency but say nothing about real business impact.


So what comes next for TA, and how should teams measure what actually matters?


My guest this week is Bharat Siyani, VP of People and Culture at Elmo Software. In our conversation, he explains what a broader set of success metrics looks like, where AI genuinely helps versus where humans must lead, and how he sees TA's role changing over the next few years.

In the interview, we discuss:

  • The contradictions in today’s talent market
  • Finding the signal in the noise
  • The importance of understanding nuance in recruiting
  • What should AI do and what should humans do?
  • How should organizations measure the impact of TA?
  • Efficiency metrics versus value metrics
  • Assessing tech talent at a time of high layoffs
  • Skills and outcomes versus job titles
  • TA’s role in shaping the workforce
  • What does the future of the TA team look like?


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.


A full transcript will appear here shortly.


]]> 1211 no Ep 765: Evolution or Extinction? What’s the future for Job Boards https://recruitingfuture.com Job boards have been connecting candidates with employers for over thirty years, but the relationship that made them work is fundamentally breaking down. Candidates are getting frustrated by applying for roles that may already be filled or have been taken off the market, while employers are receiving hundreds of identical, AI-generated applications they can't meaningfully evaluate. The Job Boards sitting between them are trapped in business models that reward volume over quality, which only makes the problem worse. The result is a trust crisis that threatens the entire ecosystem. When neither side believes the process is fair, the whole system starts to unravel. So what would it actually take for job boards to rebuild that trust and stay relevant? My guest this week is Lou Goodman, a job board strategy expert who recently partnered with Jobiqo to produce a major new report on the future of job boards. In our conversation, she explains why the industry is stuck repeating the same patterns, what job boards can learn from other platform businesses, and whether evolution or extinction is the more likely outcome. In the interview, we discuss: Why job boards still matter in today's market The trust crisis threatening the ecosystem. How AI is amplifying weaknesses rather than fixing them Procedural justice and why fairness matters more than outcomes The shift from quantity to quality Where job boards can add value in the process Why short-term fixes become long-term patterns Lessons from other two-sided platform businesses What is the future for job boards? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 06 Feb 2026 19:05:00 -0000 Evolution or Extinction? What’s the future for Job Boards full 765 Matt Alder Lou Goodman⁠, author of a major new report on the future of Job Boards, talks to Matt Alder Job boards have been connecting candidates with employers for over thirty years, but the relationship that made them work is fundamentally breaking down. Candidates are getting frustrated by applying for roles that may already be filled or have been taken off the market, while employers are receiving hundreds of identical, AI-generated applications they can't meaningfully evaluate. The Job Boards sitting between them are trapped in business models that reward volume over quality, which only makes the problem worse. The result is a trust crisis that threatens the entire ecosystem. When neither side believes the process is fair, the whole system starts to unravel. So what would it actually take for job boards to rebuild that trust and stay relevant? My guest this week is Lou Goodman, a job board strategy expert who recently partnered with Jobiqo to produce a major new report on the future of job boards. In our conversation, she explains why the industry is stuck repeating the same patterns, what job boards can learn from other platform businesses, and whether evolution or extinction is the more likely outcome. In the interview, we discuss: Why job boards still matter in today's market The trust crisis threatening the ecosystem. How AI is amplifying weaknesses rather than fixing them Procedural justice and why fairness matters more than outcomes The shift from quantity to quality Where job boards can add value in the process Why short-term fixes become long-term patterns Lessons from other two-sided platform businesses What is the future for job boards? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Job boards have been connecting candidates with employers for over thirty years, but the relationship that made them work is fundamentally breaking down. Candidates are getting frustrated by applying for roles that may already be filled or have been taken off the market, while employers are receiving hundreds of identical, AI-generated applications they can't meaningfully evaluate. The Job Boards sitting between them are trapped in business models that reward volume over quality, which only makes the problem worse.

The result is a trust crisis that threatens the entire ecosystem. When neither side believes the process is fair, the whole system starts to unravel. So what would it actually take for job boards to rebuild that trust and stay relevant?

My guest this week is Lou Goodman, a job board strategy expert who recently partnered with Jobiqo to produce a major new report on the future of job boards. In our conversation, she explains why the industry is stuck repeating the same patterns, what job boards can learn from other platform businesses, and whether evolution or extinction is the more likely outcome.

In the interview, we discuss:

  • Why job boards still matter in today's market
  • The trust crisis threatening the ecosystem.
  • How AI is amplifying weaknesses rather than fixing them
  • Procedural justice and why fairness matters more than outcomes
  • The shift from quantity to quality
  • Where job boards can add value in the process
  • Why short-term fixes become long-term patterns
  • Lessons from other two-sided platform businesses
  • What is the future for job boards?

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1865 no Round Up January 2026 https://recruitingfuture.com Round Up December 2025 If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. This month Round Up returns to its live format, and this is a recording of my live conversation with Mervyn Dinnen about six of the episodes published in January 2026 Episodes featured in this Round Up: EP 758: Extracting Real Value From AI In TA Ep 759: Career Sites and the Growing AI Gap Ep 760 Co-Creating The Future Of TA Ep 761: What Happens When Recruiters Embrace AI? Ep 762: Moving From AI Hype To AI Value Ep 764: Rewiring Organizations For AI Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 06 Feb 2026 16:30:00 -0000 Round Up January 2026 full Matt Alder Matt Alder and Mervyn Dinnen look back on interviews from The Recruiting Future Podcast published in January 2026 Round Up December 2025 If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. This month Round Up returns to its live format, and this is a recording of my live conversation with Mervyn Dinnen about six of the episodes published in January 2026 Episodes featured in this Round Up: EP 758: Extracting Real Value From AI In TA Ep 759: Career Sites and the Growing AI Gap Ep 760 Co-Creating The Future Of TA Ep 761: What Happens When Recruiters Embrace AI? Ep 762: Moving From AI Hype To AI Value Ep 764: Rewiring Organizations For AI Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Round Up December 2025

If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing.

This month Round Up returns to its live format, and this is a recording of my live conversation with Mervyn Dinnen about six of the episodes published in January 2026

Episodes featured in this Round Up:

EP 758: Extracting Real Value From AI In TA

Ep 759: Career Sites and the Growing AI Gap

Ep 760 Co-Creating The Future Of TA

Ep 761: What Happens When Recruiters Embrace AI?

Ep 762: Moving From AI Hype To AI Value

Ep 764: Rewiring Organizations For AI


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1844 no Ep 764: Rewiring Organizations For AI https://recruitingfuture.com There's a significant disconnect playing out in organizations right now. Leaders understand AI is probably the most transformative technology of their lifetimes. They're making bold announcements and setting ambitious targets. Yet they're not providing the structures, ownership, or vision needed to drive real change. The result? Small pilots, incremental efficiency gains, and nowhere near the transformation everyone keeps talking about. The issue isn't the technology. Organizations simply aren't wired for transformative change, particularly when it cuts across departments and functions. Nobody owns it, and there's no clear model for what the future should look like. The implications for talent, skills, and how we think about work are enormous. What does it actually take to rewire an organization for the AI era? My guest this week is Stephen Wunker, co-author of "AI and the Octopus Organization". In our conversation, he shares what's really happening, what's holding companies back, and what this means for talent professionals. In the interview, we discuss: The gap between what CEOs are saying and what is actually happening What is holding AI transformation back Distributed innovation What is an “Octopus Organization”? The role of human judgement and the need for more critical thinking Examples of companies that are succeeding Talent and culture What will happen to the adoption rate? Where will we be in two years' time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly. Wed, 28 Jan 2026 14:30:00 -0000 Rewiring Organizations For AI full 764 Matt Alder Stephen Wunker, co-author of "AI and the Octopus Organization", talks to Matt Alder. There's a significant disconnect playing out in organizations right now. Leaders understand AI is probably the most transformative technology of their lifetimes. They're making bold announcements and setting ambitious targets. Yet they're not providing the structures, ownership, or vision needed to drive real change. The result? Small pilots, incremental efficiency gains, and nowhere near the transformation everyone keeps talking about. The issue isn't the technology. Organizations simply aren't wired for transformative change, particularly when it cuts across departments and functions. Nobody owns it, and there's no clear model for what the future should look like. The implications for talent, skills, and how we think about work are enormous. What does it actually take to rewire an organization for the AI era? My guest this week is Stephen Wunker, co-author of "AI and the Octopus Organization". In our conversation, he shares what's really happening, what's holding companies back, and what this means for talent professionals. In the interview, we discuss: The gap between what CEOs are saying and what is actually happening What is holding AI transformation back Distributed innovation What is an “Octopus Organization”? The role of human judgement and the need for more critical thinking Examples of companies that are succeeding Talent and culture What will happen to the adoption rate? Where will we be in two years' time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly. There's a significant disconnect playing out in organizations right now. Leaders understand AI is probably the most transformative technology of their lifetimes. They're making bold announcements and setting ambitious targets. Yet they're not providing the structures, ownership, or vision needed to drive real change. The result? Small pilots, incremental efficiency gains, and nowhere near the transformation everyone keeps talking about.


The issue isn't the technology. Organizations simply aren't wired for transformative change, particularly when it cuts across departments and functions. Nobody owns it, and there's no clear model for what the future should look like. The implications for talent, skills, and how we think about work are enormous.

What does it actually take to rewire an organization for the AI era?


My guest this week is Stephen Wunker, co-author of "AI and the Octopus Organization". In our conversation, he shares what's really happening, what's holding companies back, and what this means for talent professionals.


In the interview, we discuss:


  • The gap between what CEOs are saying and what is actually happening
  • What is holding AI transformation back
  • Distributed innovation
  • What is an “Octopus Organization”?
  • The role of human judgement and the need for more critical thinking
  • Examples of companies that are succeeding
  • Talent and culture
  • What will happen to the adoption rate? Where will we be in two years' time?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


A full transcript will appear here shortly.

]]> 1592 no Ep 763: How Much Do We Actually Know About Bias In Hiring? https://recruitingfuture.com Bias in hiring has been a topic of discussion for decades, yet our understanding of what actually happens within recruiting processes remains surprisingly limited. Most research focuses on single types of bias in isolation, making it impossible to build a complete picture. Meanwhile, the arrival of AI tools is intensifying the scrutiny of hiring decisions, demanding a level of accountability that many organizations simply aren't prepared for. TA leaders often assume they know where bias exists in their processes. But what if those assumptions are wrong? What if the patterns are more complex and counterintuitive than anyone expected? My guest this week is Bas van de Haterd, Co-founder of the TA Audit Institute. In our conversation, he shares findings from new research that challenges conventional thinking about where bias actually occurs and reveals how much we still don't know. In the interview, we discuss: Research methodology and sample size How this research compares to previous academic research What was measured and what was not measured What do the results tell us about bias in the hiring process? Is bias universal, institutional, or personal? Are employers doing better at removing bias than they think? Using data to drive targeted change Lessons learned and advice to TA Leaders. What’s the future direction of the research? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 25 Jan 2026 20:17:00 -0000 How Much Do We Actually Know About Bias In Hiring? full 763 Matt Alder ⁠Bas van de Haterd⁠, Co-founder of the TA Audit, talks to Matt Alder Bias in hiring has been a topic of discussion for decades, yet our understanding of what actually happens within recruiting processes remains surprisingly limited. Most research focuses on single types of bias in isolation, making it impossible to build a complete picture. Meanwhile, the arrival of AI tools is intensifying the scrutiny of hiring decisions, demanding a level of accountability that many organizations simply aren't prepared for. TA leaders often assume they know where bias exists in their processes. But what if those assumptions are wrong? What if the patterns are more complex and counterintuitive than anyone expected? My guest this week is Bas van de Haterd, Co-founder of the TA Audit Institute. In our conversation, he shares findings from new research that challenges conventional thinking about where bias actually occurs and reveals how much we still don't know. In the interview, we discuss: Research methodology and sample size How this research compares to previous academic research What was measured and what was not measured What do the results tell us about bias in the hiring process? Is bias universal, institutional, or personal? Are employers doing better at removing bias than they think? Using data to drive targeted change Lessons learned and advice to TA Leaders. What’s the future direction of the research? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Bias in hiring has been a topic of discussion for decades, yet our understanding of what actually happens within recruiting processes remains surprisingly limited. Most research focuses on single types of bias in isolation, making it impossible to build a complete picture. Meanwhile, the arrival of AI tools is intensifying the scrutiny of hiring decisions, demanding a level of accountability that many organizations simply aren't prepared for.


TA leaders often assume they know where bias exists in their processes. But what if those assumptions are wrong? What if the patterns are more complex and counterintuitive than anyone expected?


My guest this week is Bas van de Haterd, Co-founder of the TA Audit Institute. In our conversation, he shares findings from new research that challenges conventional thinking about where bias actually occurs and reveals how much we still don't know.

In the interview, we discuss:


  • Research methodology and sample size
  • How this research compares to previous academic research
  • What was measured and what was not measured
  • What do the results tell us about bias in the hiring process?
  • Is bias universal, institutional, or personal?
  • Are employers doing better at removing bias than they think?
  • Using data to drive targeted change
  • Lessons learned and advice to TA Leaders.
  • What’s the future direction of the research?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1446 no Ep 762: Moving From AI Hype To AI Value https://recruitingfuture.com The constant noise around AI has created a strange situation in talent acquisition. On one side, relentless hype has made many TA leaders deeply skeptical, reluctant to invest in technology that feels oversold. On the other side, some employers have pushed through the fog and are getting genuine, measurable results from AI agents in their hiring processes. The gap between these two groups is widening fast. So how do you separate what actually works from what's just marketing? What does effective AI agent implementation really look like in practice, and what value is it driving for the employers embracing it My guest this week is Max Legardez Coquin, Founder and CEO at Maki. I saw Maki’s technology in action at UNLEASH last year and was genuinely impressed by what they're delivering for a variety of enterprise employers. In our conversation, Max explains how using AI to develop a scientific approach to hiring is driving tangible value in terms of quality, speed, efficiency, and a vastly improved candidate experience. In the interview, we discuss: Making recruiting a science Capturing signals to make better hiring decisions AI agents, the case studies that show they are working What do candidates think about this level of automation? Using compound intelligence to drive predictive hiring Advice to TA Leaders on recruiting transformation Will adoption rates increase this year? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 22 Jan 2026 14:30:00 -0000 Moving From AI Hype To AI Value full 762 Matt Alder Max Legardez Coquin, Founder and CEO at Maki, talks to Matt Alder. The constant noise around AI has created a strange situation in talent acquisition. On one side, relentless hype has made many TA leaders deeply skeptical, reluctant to invest in technology that feels oversold. On the other side, some employers have pushed through the fog and are getting genuine, measurable results from AI agents in their hiring processes. The gap between these two groups is widening fast. So how do you separate what actually works from what's just marketing? What does effective AI agent implementation really look like in practice, and what value is it driving for the employers embracing it My guest this week is Max Legardez Coquin, Founder and CEO at Maki. I saw Maki’s technology in action at UNLEASH last year and was genuinely impressed by what they're delivering for a variety of enterprise employers. In our conversation, Max explains how using AI to develop a scientific approach to hiring is driving tangible value in terms of quality, speed, efficiency, and a vastly improved candidate experience. In the interview, we discuss: Making recruiting a science Capturing signals to make better hiring decisions AI agents, the case studies that show they are working What do candidates think about this level of automation? Using compound intelligence to drive predictive hiring Advice to TA Leaders on recruiting transformation Will adoption rates increase this year? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The constant noise around AI has created a strange situation in talent acquisition. On one side, relentless hype has made many TA leaders deeply skeptical, reluctant to invest in technology that feels oversold. On the other side, some employers have pushed through the fog and are getting genuine, measurable results from AI agents in their hiring processes. The gap between these two groups is widening fast.

So how do you separate what actually works from what's just marketing? What does effective AI agent implementation really look like in practice, and what value is it driving for the employers embracing it

My guest this week is Max Legardez Coquin, Founder and CEO at Maki. I saw Maki’s technology in action at UNLEASH last year and was genuinely impressed by what they're delivering for a variety of enterprise employers. In our conversation, Max explains how using AI to develop a scientific approach to hiring is driving tangible value in terms of quality, speed, efficiency, and a vastly improved candidate experience.

In the interview, we discuss:

  • Making recruiting a science
  • Capturing signals to make better hiring decisions
  • AI agents, the case studies that show they are working
  • What do candidates think about this level of automation?
  • Using compound intelligence to drive predictive hiring
  • Advice to TA Leaders on recruiting transformation
  • Will adoption rates increase this year?
  • What does the future look like?


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1607 no Ep 761: What Happens When Recruiters Embrace AI? https://recruitingfuture.com There are now tasks in recruiting where AI genuinely outperforms humans. Holding multiple evaluation criteria in mind while scanning hundreds of applications, spotting relevant experience described in unexpected ways, and ensuring no qualified candidate gets overlooked through fatigue, overwhelm, or shortcuts. These aren't things recruiters actually do badly, but there are things humans can’t physically do at scale that the current market requires For many recruiters, that reality feels threatening. However, those who embrace AI as a partner rather than a replacement find they have more time for meaningful candidate conversations. Hiring managers get better-matched shortlists. Candidates finally feel seen and understood. Everyone wins. My guest this week is Dr Ali Raza, CEO at Bytespark.ai. Ali is a former academic turned recruiting AI pioneer. In our conversation, he uses his hands-on experiences to explain exactly what AI does better than humans in the screening process, and why recruiters who adapt will thrive rather than disappear. In the interview, we discuss: Quality candidates are being drowned out in a sea of applications Where AI will always be better than humans Mixing the best of AI and the best of human recruiters Enabling a high level of candidate conversations Data-driven thinking Increased transparency with hiring managers Should recruiters be worried about being replaced? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 21 Jan 2026 14:30:00 -0000 What Happens When Recruiters Embrace AI? full 761 Matt Alder Dr Ali Raza, CEO at Bytespark.ai, talks to Matt Alder. There are now tasks in recruiting where AI genuinely outperforms humans. Holding multiple evaluation criteria in mind while scanning hundreds of applications, spotting relevant experience described in unexpected ways, and ensuring no qualified candidate gets overlooked through fatigue, overwhelm, or shortcuts. These aren't things recruiters actually do badly, but there are things humans can’t physically do at scale that the current market requires For many recruiters, that reality feels threatening. However, those who embrace AI as a partner rather than a replacement find they have more time for meaningful candidate conversations. Hiring managers get better-matched shortlists. Candidates finally feel seen and understood. Everyone wins. My guest this week is Dr Ali Raza, CEO at Bytespark.ai. Ali is a former academic turned recruiting AI pioneer. In our conversation, he uses his hands-on experiences to explain exactly what AI does better than humans in the screening process, and why recruiters who adapt will thrive rather than disappear. In the interview, we discuss: Quality candidates are being drowned out in a sea of applications Where AI will always be better than humans Mixing the best of AI and the best of human recruiters Enabling a high level of candidate conversations Data-driven thinking Increased transparency with hiring managers Should recruiters be worried about being replaced? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. There are now tasks in recruiting where AI genuinely outperforms humans. Holding multiple evaluation criteria in mind while scanning hundreds of applications, spotting relevant experience described in unexpected ways, and ensuring no qualified candidate gets overlooked through fatigue, overwhelm, or shortcuts. These aren't things recruiters actually do badly, but there are things humans can’t physically do at scale that the current market requires

For many recruiters, that reality feels threatening. However, those who embrace AI as a partner rather than a replacement find they have more time for meaningful candidate conversations. Hiring managers get better-matched shortlists. Candidates finally feel seen and understood. Everyone wins.

My guest this week is Dr Ali Raza, CEO at Bytespark.ai. Ali is a former academic turned recruiting AI pioneer. In our conversation, he uses his hands-on experiences to explain exactly what AI does better than humans in the screening process, and why recruiters who adapt will thrive rather than disappear.


In the interview, we discuss:

  • Quality candidates are being drowned out in a sea of applications
  • Where AI will always be better than humans
  • Mixing the best of AI and the best of human recruiters
  • Enabling a high level of candidate conversations
  • Data-driven thinking
  • Increased transparency with hiring managers
  • Should recruiters be worried about being replaced?
  • What does the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1466 no Ep 760: Co-Creating The Future Of TA https://recruitingfuture.com Strategic partnerships in talent acquisition can mean the difference between incremental improvement and transformational change. But what does a true strategic partnership actually look like? How do you move beyond the traditional vendor-client relationship to genuine co-creation? My guests this week are Simon Bishop, Head of Talent Acquisition at SoftwareOne, and Ritu Mohanka, CEO at VONQ. Their partnership spans employer branding, recruitment marketing, and agentic AI deployment—all while Software One was navigating the complex integration challenge of merging two TA functions post-acquisition. Their collaboration was central to VONQ's recent launch of EQO, their agentic AI platform. SoftwareOne was a development partner, helping shape the product through real-world testing and feedback. You can watch the full launch on VONQ's LinkedIn page. In the interview, we discuss: How the partnership evolved over time Building employer brand in competitive markets Multi-channel brand-led recruitment marketing campaigns Piloting and implementing agentic AI The vital importance of transparency and explainability Managing change and recruiter adoption Candidate reactions to AI screening Navigating TA through a major acquisition What the future of talent acquisition will look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 15 Jan 2026 11:00:00 -0000 Co-Creating The Future Of TA full 760 Matt Alder Simon Bishop⁠, Head of Talent Acquisition at SoftwareOne, and ⁠Ritu Mohanka⁠, CEO at ⁠VONQ, talk to Matt Alder Strategic partnerships in talent acquisition can mean the difference between incremental improvement and transformational change. But what does a true strategic partnership actually look like? How do you move beyond the traditional vendor-client relationship to genuine co-creation? My guests this week are Simon Bishop, Head of Talent Acquisition at SoftwareOne, and Ritu Mohanka, CEO at VONQ. Their partnership spans employer branding, recruitment marketing, and agentic AI deployment—all while Software One was navigating the complex integration challenge of merging two TA functions post-acquisition. Their collaboration was central to VONQ's recent launch of EQO, their agentic AI platform. SoftwareOne was a development partner, helping shape the product through real-world testing and feedback. You can watch the full launch on VONQ's LinkedIn page. In the interview, we discuss: How the partnership evolved over time Building employer brand in competitive markets Multi-channel brand-led recruitment marketing campaigns Piloting and implementing agentic AI The vital importance of transparency and explainability Managing change and recruiter adoption Candidate reactions to AI screening Navigating TA through a major acquisition What the future of talent acquisition will look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Strategic partnerships in talent acquisition can mean the difference between incremental improvement and transformational change. But what does a true strategic partnership actually look like? How do you move beyond the traditional vendor-client relationship to genuine co-creation?


My guests this week are Simon Bishop, Head of Talent Acquisition at SoftwareOne, and Ritu Mohanka, CEO at VONQ. Their partnership spans employer branding, recruitment marketing, and agentic AI deployment—all while Software One was navigating the complex integration challenge of merging two TA functions post-acquisition.


Their collaboration was central to VONQ's recent launch of EQO, their agentic AI platform. SoftwareOne was a development partner, helping shape the product through real-world testing and feedback. You can watch the full launch on VONQ's LinkedIn page.


In the interview, we discuss:

  • How the partnership evolved over time
  • Building employer brand in competitive markets
  • Multi-channel brand-led recruitment marketing campaigns
  • Piloting and implementing agentic AI
  • The vital importance of transparency and explainability
  • Managing change and recruiter adoption
  • Candidate reactions to AI screening
  • Navigating TA through a major acquisition
  • What the future of talent acquisition will look like

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2574 no Round Up December 2025 https://recruitingfuture.com If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. This month, Round UP returns to its live format, and this is a recording of my live conversation with Rhona Pierce about six of the episodes published in December 2025 Episodes featured in this Round Up: Ep 751: The Trust Problem In Recruiting Ep 752: Using Job Architecture TO Drive Value From AI Ep 753: Hiring Exceptional Executive Talent Ep 754: Finding Clarity In Recruiting Chaos Ep 755: Balancing Automation with Authenticity EP 756: TA Trends that Matter Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 14 Jan 2026 16:50:00 -0000 Round Up December 2025 full Matt Alder Matt Alder and Rhona Pierce look back on interviews from The Recruiting Future Podcast published in December 2025 If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. This month, Round UP returns to its live format, and this is a recording of my live conversation with Rhona Pierce about six of the episodes published in December 2025 Episodes featured in this Round Up: Ep 751: The Trust Problem In Recruiting Ep 752: Using Job Architecture TO Drive Value From AI Ep 753: Hiring Exceptional Executive Talent Ep 754: Finding Clarity In Recruiting Chaos Ep 755: Balancing Automation with Authenticity EP 756: TA Trends that Matter Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing.

This month, Round UP returns to its live format, and this is a recording of my live conversation with Rhona Pierce about six of the episodes published in December 2025

Episodes featured in this Round Up:


Ep 751: The Trust Problem In Recruiting


Ep 752: Using Job Architecture TO Drive Value From AI


Ep 753: Hiring Exceptional Executive Talent


Ep 754: Finding Clarity In Recruiting Chaos


Ep 755: Balancing Automation with Authenticity


EP 756: TA Trends that Matter


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1462 no Ep 759: Career Sites and the Growing AI Gap There's something paradoxical happening with corporate careers websites right now. After years of broken links, mobile application nightmares, and clunky technology implementations, organizations are finally getting the basics right. Mobile experiences are improving. ATS systems are working properly. The longstanding problems we've talked about for years are finally being addressed. However, while we've been busy fixing problems from 2015, the world has moved on. Candidates now expect conversational AI that can answer their questions in real time. They want personalized experiences that adapt to who they are and where they are in the process. Increasingly, they're using tools like ChatGPT and Gemini to research employers before they even visit a career site. The question isn't whether your career site works anymore. It's whether it can deliver what candidates now expect. My guest this week is Bas van de Haterd, who runs the industry’s largest continuous corporate career site research programme. In our conversation, he shares the surprising findings from his nineteenth year of research and explains what employers need to do to prepare their career sites for an AI-driven future. In the interview, we discuss: How careers sites have evolved in the last 12 months AI application policies A reduction in DEI content The low adoption rates of conversational AI Improved mobile experiences and solving long-term problems Delivering a personalized experience Making career sites visible to AI tools How to make career sites fit for the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 13 Jan 2026 21:13:00 -0000 full Matt Alder There's something paradoxical happening with corporate careers websites right now. After years of broken links, mobile application nightmares, and clunky technology implementations, organizations are finally getting the basics right. Mobile experiences are improving. ATS systems are working properly. The longstanding problems we've talked about for years are finally being addressed. However, while we've been busy fixing problems from 2015, the world has moved on. Candidates now expect conversational AI that can answer their questions in real time. They want personalized experiences that adapt to who they are and where they are in the process. Increasingly, they're using tools like ChatGPT and Gemini to research employers before they even visit a career site. The question isn't whether your career site works anymore. It's whether it can deliver what candidates now expect. My guest this week is Bas van de Haterd, who runs the industry’s largest continuous corporate career site research programme. In our conversation, he shares the surprising findings from his nineteenth year of research and explains what employers need to do to prepare their career sites for an AI-driven future. In the interview, we discuss: How careers sites have evolved in the last 12 months AI application policies A reduction in DEI content The low adoption rates of conversational AI Improved mobile experiences and solving long-term problems Delivering a personalized experience Making career sites visible to AI tools How to make career sites fit for the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. There's something paradoxical happening with corporate careers websites right now. After years of broken links, mobile application nightmares, and clunky technology implementations, organizations are finally getting the basics right. Mobile experiences are improving. ATS systems are working properly. The longstanding problems we've talked about for years are finally being addressed.

However, while we've been busy fixing problems from 2015, the world has moved on. Candidates now expect conversational AI that can answer their questions in real time. They want personalized experiences that adapt to who they are and where they are in the process. Increasingly, they're using tools like ChatGPT and Gemini to research employers before they even visit a career site. The question isn't whether your career site works anymore. It's whether it can deliver what candidates now expect.

My guest this week is Bas van de Haterd, who runs the industry’s largest continuous corporate career site research programme. In our conversation, he shares the surprising findings from his nineteenth year of research and explains what employers need to do to prepare their career sites for an AI-driven future.

In the interview, we discuss:

  • How careers sites have evolved in the last 12 months
  • AI application policies
  • A reduction in DEI content
  • The low adoption rates of conversational AI
  • Improved mobile experiences and solving long-term problems
  • Delivering a personalized experience
  • Making career sites visible to AI tools
  • How to make career sites fit for the future


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.



]]> 1411 no EP 758: Extracting Real Value From AI In TA https://recruitingfuture.com Last year brought plenty of AI hype, but actual adoption in talent acquisition remained tentative. Some organizations ran pilots, most watched from the sidelines, and expectations stayed cautiously low. The technology advanced rapidly, yet widespread implementation lagged far behind the headlines. Now, heading into 2026, there's a genuine opportunity to move beyond experimentation. But extracting real value won't come from simply buying the tools. It requires building entirely new capabilities around continuous workforce transformation and reskilling. The organizations that crack this will pull ahead. Those waiting for AI to deliver results on its own will be left wondering what went wrong. So what actually needs to change for companies to see a return on their AI investments? My guest this week is Jonathan Kestenbaum, Managing Director at AMS. In our conversation, he shares his 2026 predictions for AI and outlines the transformation TA needs to make. In the interview, we discuss: The complexities of AI implementation Is workforce planning the missing link in AI transformation? Blockchain and identity Hiring manager experience as the new KPI The need for more context and the end of the resume Innovation is outpacing regulation Increasing velocity in internal mobility How will the technology develop over the next few years? Fri, 09 Jan 2026 17:13:00 -0000 Extracting Real Value From AI In TA full 758 Matt Alder ⁠Jonathan Kestenbaum⁠, Managing Director at ⁠AMS⁠, talks to Matt Alder Last year brought plenty of AI hype, but actual adoption in talent acquisition remained tentative. Some organizations ran pilots, most watched from the sidelines, and expectations stayed cautiously low. The technology advanced rapidly, yet widespread implementation lagged far behind the headlines. Now, heading into 2026, there's a genuine opportunity to move beyond experimentation. But extracting real value won't come from simply buying the tools. It requires building entirely new capabilities around continuous workforce transformation and reskilling. The organizations that crack this will pull ahead. Those waiting for AI to deliver results on its own will be left wondering what went wrong. So what actually needs to change for companies to see a return on their AI investments? My guest this week is Jonathan Kestenbaum, Managing Director at AMS. In our conversation, he shares his 2026 predictions for AI and outlines the transformation TA needs to make. In the interview, we discuss: The complexities of AI implementation Is workforce planning the missing link in AI transformation? Blockchain and identity Hiring manager experience as the new KPI The need for more context and the end of the resume Innovation is outpacing regulation Increasing velocity in internal mobility How will the technology develop over the next few years? Last year brought plenty of AI hype, but actual adoption in talent acquisition remained tentative. Some organizations ran pilots, most watched from the sidelines, and expectations stayed cautiously low. The technology advanced rapidly, yet widespread implementation lagged far behind the headlines.

Now, heading into 2026, there's a genuine opportunity to move beyond experimentation. But extracting real value won't come from simply buying the tools. It requires building entirely new capabilities around continuous workforce transformation and reskilling. The organizations that crack this will pull ahead. Those waiting for AI to deliver results on its own will be left wondering what went wrong. So what actually needs to change for companies to see a return on their AI investments?

My guest this week is Jonathan Kestenbaum, Managing Director at AMS. In our conversation, he shares his 2026 predictions for AI and outlines the transformation TA needs to make.

In the interview, we discuss:

  • The complexities of AI implementation
  • Is workforce planning the missing link in AI transformation?
  • Blockchain and identity
  • Hiring manager experience as the new KPI
  • The need for more context and the end of the resume
  • Innovation is outpacing regulation
  • Increasing velocity in internal mobility
  • How will the technology develop over the next few years?



]]> 1392 no AI Reality Check - What It Actually Takes to Transform Recruiting https://recruitingfuture.com AI is the most disruptive technology we've seen in our careers, but most industry conversations stay at the surface level of use cases and future predictions. This special bonus episode goes deeper. These four interviews, taken from a behind-the-scenes film I recently made, explore how AI recruiting products actually get built. We're talking to the people who created SmartRecruiters' AI-first platform Winston to uncover the lessons TA professionals need for their own AI transformation. Featuring: Shefali Netke, VP of Design, on how design decisions shape AI adoption in enterprise recruiting Thibaut Allard, Global Data Privacy & AI Lead, on navigating AI compliance where global regulations and rapid innovation collide Dave Novak, Global Director of Managed Services, on what it actually takes to turn AI ambition into operational reality Nicole Hammond, VP, Center of Excellence, on building true AI readiness from early mindset shifts to sustained capability If you want to understand the architecture, the legal landscape, and the human side of making AI work in recruiting, this is the episode. Wed, 31 Dec 2025 00:21:00 -0000 AI Reality Check - What It Actually Takes to Transform Recruiting full Matt Alder AI Reality Check - What It Actually Takes to Transform Recruiting AI is the most disruptive technology we've seen in our careers, but most industry conversations stay at the surface level of use cases and future predictions. This special bonus episode goes deeper. These four interviews, taken from a behind-the-scenes film I recently made, explore how AI recruiting products actually get built. We're talking to the people who created SmartRecruiters' AI-first platform Winston to uncover the lessons TA professionals need for their own AI transformation. Featuring: Shefali Netke, VP of Design, on how design decisions shape AI adoption in enterprise recruiting Thibaut Allard, Global Data Privacy & AI Lead, on navigating AI compliance where global regulations and rapid innovation collide Dave Novak, Global Director of Managed Services, on what it actually takes to turn AI ambition into operational reality Nicole Hammond, VP, Center of Excellence, on building true AI readiness from early mindset shifts to sustained capability If you want to understand the architecture, the legal landscape, and the human side of making AI work in recruiting, this is the episode. AI is the most disruptive technology we've seen in our careers, but most industry conversations stay at the surface level of use cases and future predictions. This special bonus episode goes deeper.

These four interviews, taken from a behind-the-scenes film I recently made, explore how AI recruiting products actually get built. We're talking to the people who created SmartRecruiters' AI-first platform Winston to uncover the lessons TA professionals need for their own AI transformation.


Featuring:

  • Shefali Netke, VP of Design, on how design decisions shape AI adoption in enterprise recruiting
  • Thibaut Allard, Global Data Privacy & AI Lead, on navigating AI compliance where global regulations and rapid innovation collide
  • Dave Novak, Global Director of Managed Services, on what it actually takes to turn AI ambition into operational reality
  • Nicole Hammond, VP, Center of Excellence, on building true AI readiness from early mindset shifts to sustained capability

If you want to understand the architecture, the legal landscape, and the human side of making AI work in recruiting, this is the episode.


]]> 4895 no Ep 757: Building The Employee Experience Of the Future https://recruitingfuture.com The pandemic forced organizations to rethink how they engage their people, with many old rules torn up almost overnight. Five years on, AI has arrived and changed the game again.  Leaders are now facing a new set of questions. How do you design experiences that attract and retain talent while driving the performance your business needs? And how do you prepare for a future that’s increasingly impossible to predict? So, how do you build a truly future-ready strategy for employee experience? My guest this week is Jacob Morgan, author of the upcoming book The Eight Laws of Employee Experience. In our conversation, Jacob shares insights from over 100 CHRO interviews that he has conducted around employee experience and reveals the principles that separate thriving organizations from those struggling to keep up. In the interview, we discuss: What’s changed about the employee experience in the last five years? Proactively planning for the future The eight laws of employee experience Empathetic excellence Using AI to amplify humanity Enablement and augmentation Personalization at scale Run culture like an operating system TA & the employee experience What are the biggest changes going to be in the next two years? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 23 Dec 2025 22:54:00 -0000 Building The Employee Experience Of the Future full 757 Matt Alder Jacob Morgan, author and futurist, talks to Matt Alder The pandemic forced organizations to rethink how they engage their people, with many old rules torn up almost overnight. Five years on, AI has arrived and changed the game again.  Leaders are now facing a new set of questions. How do you design experiences that attract and retain talent while driving the performance your business needs? And how do you prepare for a future that’s increasingly impossible to predict? So, how do you build a truly future-ready strategy for employee experience? My guest this week is Jacob Morgan, author of the upcoming book The Eight Laws of Employee Experience. In our conversation, Jacob shares insights from over 100 CHRO interviews that he has conducted around employee experience and reveals the principles that separate thriving organizations from those struggling to keep up. In the interview, we discuss: What’s changed about the employee experience in the last five years? Proactively planning for the future The eight laws of employee experience Empathetic excellence Using AI to amplify humanity Enablement and augmentation Personalization at scale Run culture like an operating system TA & the employee experience What are the biggest changes going to be in the next two years? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The pandemic forced organizations to rethink how they engage their people, with many old rules torn up almost overnight. Five years on, AI has arrived and changed the game again. 

Leaders are now facing a new set of questions. How do you design experiences that attract and retain talent while driving the performance your business needs? And how do you prepare for a future that’s increasingly impossible to predict?


So, how do you build a truly future-ready strategy for employee experience?


My guest this week is Jacob Morgan, author of the upcoming book The Eight Laws of Employee Experience. In our conversation, Jacob shares insights from over 100 CHRO interviews that he has conducted around employee experience and reveals the principles that separate thriving organizations from those struggling to keep up.


In the interview, we discuss:

  • What’s changed about the employee experience in the last five years?
  • Proactively planning for the future
  • The eight laws of employee experience
  • Empathetic excellence
  • Using AI to amplify humanity
  • Enablement and augmentation
  • Personalization at scale
  • Run culture like an operating system
  • TA & the employee experience
  • What are the biggest changes going to be in the next two years?

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.


]]> 1502 no Ep 756: TA Trends That Matter For 2026 https://recruitingfuture.com Hi there, welcome to Episode 756 of Recruiting Future with me, Matt Alder. Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. This episode is about Foresight. Making sense of talent acquisition right now feels impossible. Every week brings new technology announcements, shifting economic signals, and conflicting advice about what comes next. It's tempting to chase the latest headline or follow gut instinct, but reactive decision-making rarely ends well. Understanding key patterns helps separate signal from noise, and this is where genuine trend analysis grounded in real data becomes invaluable. So what trends are shaping TA heading into 2026, and how should leaders respond? My guest this week is Susan De La Vega, SVP Global Tech and Client Experience at Korn Ferry. Korn Ferry has just published their 12th annual TA trends report, built from interviews with over 1,600 global talent leaders, and Susan shares what the research reveals about where talent acquisition is heading. In the interview, we discuss: The biggest TA challenges we have seen this year Methodology behind Korn Ferry’s TA Trends Report Changing attitudes and approaches to AI Why your next hire might not be human The importance of mapping tasks Investing in future talent Can TA get a seat at the table? Breaking the silos in the talent function Advice to TA Leaders on strategies for 2026 What does the future look like in 3 years' time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 19 Dec 2025 15:37:00 -0000 TA Trends That Matter For 2026 full 756 Matt Alder In this episode, Matt Alder talks to Susan De La Vega, SVP Global Tech and Client Experience at Korn Ferry, about Korn Ferry’s “TA Trends” 2026 report. Hi there, welcome to Episode 756 of Recruiting Future with me, Matt Alder. Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. This episode is about Foresight. Making sense of talent acquisition right now feels impossible. Every week brings new technology announcements, shifting economic signals, and conflicting advice about what comes next. It's tempting to chase the latest headline or follow gut instinct, but reactive decision-making rarely ends well. Understanding key patterns helps separate signal from noise, and this is where genuine trend analysis grounded in real data becomes invaluable. So what trends are shaping TA heading into 2026, and how should leaders respond? My guest this week is Susan De La Vega, SVP Global Tech and Client Experience at Korn Ferry. Korn Ferry has just published their 12th annual TA trends report, built from interviews with over 1,600 global talent leaders, and Susan shares what the research reveals about where talent acquisition is heading. In the interview, we discuss: The biggest TA challenges we have seen this year Methodology behind Korn Ferry’s TA Trends Report Changing attitudes and approaches to AI Why your next hire might not be human The importance of mapping tasks Investing in future talent Can TA get a seat at the table? Breaking the silos in the talent function Advice to TA Leaders on strategies for 2026 What does the future look like in 3 years' time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Hi there, welcome to Episode 756 of Recruiting Future with me, Matt Alder. Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.


This episode is about Foresight.


Making sense of talent acquisition right now feels impossible. Every week brings new technology announcements, shifting economic signals, and conflicting advice about what comes next. It's tempting to chase the latest headline or follow gut instinct, but reactive decision-making rarely ends well.


Understanding key patterns helps separate signal from noise, and this is where genuine trend analysis grounded in real data becomes invaluable.


So what trends are shaping TA heading into 2026, and how should leaders respond?


My guest this week is Susan De La Vega, SVP Global Tech and Client Experience at Korn Ferry. Korn Ferry has just published their 12th annual TA trends report, built from interviews with over 1,600 global talent leaders, and Susan shares what the research reveals about where talent acquisition is heading.


In the interview, we discuss:

  • The biggest TA challenges we have seen this year
  • Methodology behind Korn Ferry’s TA Trends Report
  • Changing attitudes and approaches to AI
  • Why your next hire might not be human
  • The importance of mapping tasks
  • Investing in future talent
  • Can TA get a seat at the table?
  • Breaking the silos in the talent function
  • Advice to TA Leaders on strategies for 2026
  • What does the future look like in 3 years' time?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1296 no Ep 755: Balancing Automation with Authenticity https://recruitingfuture.com We’ve been talking about automation in recruiting for a long time. The AI developments of the last two years have significantly shifted the landscape of what is possible with automation, making it a strategic imperative rather than a nice-to-have. However, the current situation is pretty problematic. Some recruiters and TA teams are doing it poorly, particularly in outreach, inundating candidates with generic, obviously AI-generated messages that all sound the same. Meanwhile, many recruiting teams are resisting automation entirely, concerned about losing the human connection that actually fills roles. At the same time, in a world of AI sameness, brand, reputation, and genuine relationships with a talent pool are becoming the real competitive advantage and the key factor that actually drives response. So how do recruiters balance automation with authenticity while building the credibility that cuts through the noise? My guest this week is Mark Whitby, founder of The Resilient Recruiter podcast. In our conversation, he discusses what should be automated, what must remain human, why investing in your brand now will determine your future success, and the role external recruiters can play in rebuilding trust in the hiring process. In the interview, we discuss: The current situation with automation in recruiting Reticence, bad strategies, and poor implementations The importance of the personal touch What are the essentially human parts of the hiring process? Multi-touch and multi-channel outreach How external agencies can help build trust with candidate How will AI change the agency market? The vital importance of brand and relationship building What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 12 Dec 2025 14:27:00 -0000 Balancing Automation with Authenticity full 755 Matt Alder Mark Whitby⁠, founder of The Resilient Recruiter podcast, talks to Matt Alder We’ve been talking about automation in recruiting for a long time. The AI developments of the last two years have significantly shifted the landscape of what is possible with automation, making it a strategic imperative rather than a nice-to-have. However, the current situation is pretty problematic. Some recruiters and TA teams are doing it poorly, particularly in outreach, inundating candidates with generic, obviously AI-generated messages that all sound the same. Meanwhile, many recruiting teams are resisting automation entirely, concerned about losing the human connection that actually fills roles. At the same time, in a world of AI sameness, brand, reputation, and genuine relationships with a talent pool are becoming the real competitive advantage and the key factor that actually drives response. So how do recruiters balance automation with authenticity while building the credibility that cuts through the noise? My guest this week is Mark Whitby, founder of The Resilient Recruiter podcast. In our conversation, he discusses what should be automated, what must remain human, why investing in your brand now will determine your future success, and the role external recruiters can play in rebuilding trust in the hiring process. In the interview, we discuss: The current situation with automation in recruiting Reticence, bad strategies, and poor implementations The importance of the personal touch What are the essentially human parts of the hiring process? Multi-touch and multi-channel outreach How external agencies can help build trust with candidate How will AI change the agency market? The vital importance of brand and relationship building What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. We’ve been talking about automation in recruiting for a long time. The AI developments of the last two years have significantly shifted the landscape of what is possible with automation, making it a strategic imperative rather than a nice-to-have. However, the current situation is pretty problematic. Some recruiters and TA teams are doing it poorly, particularly in outreach, inundating candidates with generic, obviously AI-generated messages that all sound the same. Meanwhile, many recruiting teams are resisting automation entirely, concerned about losing the human connection that actually fills roles.


At the same time, in a world of AI sameness, brand, reputation, and genuine relationships with a talent pool are becoming the real competitive advantage and the key factor that actually drives response.


So how do recruiters balance automation with authenticity while building the credibility that cuts through the noise?

My guest this week is Mark Whitby, founder of The Resilient Recruiter podcast. In our conversation, he discusses what should be automated, what must remain human, why investing in your brand now will determine your future success, and the role external recruiters can play in rebuilding trust in the hiring process.


In the interview, we discuss:


  • The current situation with automation in recruiting
  • Reticence, bad strategies, and poor implementations
  • The importance of the personal touch
  • What are the essentially human parts of the hiring process?
  • Multi-touch and multi-channel outreach
  • How external agencies can help build trust with candidate
  • How will AI change the agency market?
  • The vital importance of brand and relationship building
  • What will the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1695 no Round Up November 2025 https://recruitingfuture.com If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. I hope you have been enjoying the live Round Up episodes we’ve been doing over the last few months. This month sees a brief return to the old school format, but don’t worry, Round Up Live will return in January Episodes featured in this Round Up: Ep 742: Aligning Hiring with Values Ep 743: The Talent Acquisition Revolution Ep 744: How Job Ads Impact Quality Of Hire Ep 745: Recruiting Excellence In Disruptive Times Ep 746 Building Digital Trust In Hiring Ep 747: Rethinking Fairness in Hiring Ep 748: The Real Value Of AI Agents Ep 749: Recruiting Past, Present, and Future (Live at TA Tech) Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 12 Dec 2025 13:54:00 -0000 Round Up November 2025 full Matt Alder Matt Alder looks back on interviews from The Recruiting Future Podcast published in November 2025 If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. I hope you have been enjoying the live Round Up episodes we’ve been doing over the last few months. This month sees a brief return to the old school format, but don’t worry, Round Up Live will return in January Episodes featured in this Round Up: Ep 742: Aligning Hiring with Values Ep 743: The Talent Acquisition Revolution Ep 744: How Job Ads Impact Quality Of Hire Ep 745: Recruiting Excellence In Disruptive Times Ep 746 Building Digital Trust In Hiring Ep 747: Rethinking Fairness in Hiring Ep 748: The Real Value Of AI Agents Ep 749: Recruiting Past, Present, and Future (Live at TA Tech) Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing.

I hope you have been enjoying the live Round Up episodes we’ve been doing over the last few months. This month sees a brief return to the old school format, but don’t worry, Round Up Live will return in January

Episodes featured in this Round Up:


Ep 742: Aligning Hiring with Values


Ep 743: The Talent Acquisition Revolution


Ep 744: How Job Ads Impact Quality Of Hire


Ep 745: Recruiting Excellence In Disruptive Times


Ep 746 Building Digital Trust In Hiring


Ep 747: Rethinking Fairness in Hiring


Ep 748: The Real Value Of AI Agents


Ep 749: Recruiting Past, Present, and Future (Live at TA Tech)


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.




]]> 819 no Ep 754: Finding Clarity in Recruiting Chaos https://recruitingfuture.com It's easy to feel overwhelmed by the pace of change in talent acquisition. AI developments, vendor mergers and acquisitions, a confusing technology landscape, and shifting candidate behaviours are just some of the current trends making everything feel chaotic. But if we take a step back and look carefully, patterns start to emerge. There are clues everywhere to what the future will look like. So how do we make sense of it all? My guest this week is Adam Godson, General Manager of Paradox at Workday. In our conversation, Adam cuts through the noise, explains how the agentic future is taking shape, discusses what Workday’s acquisition of Paradox means for the market, reviews the predictions he made on the show this time last year about 2025, and shares where he thinks things are heading in 2026 In the interview, we discuss: Whether Adam’s predictions from this time last year were accurate Workday’s acquisition of Paradox The power of end-to-end employee lifecycle data The potential power of agentic AI Frontline hiring and how it has evolved AI development Will candidates have their own career agents? The confusing TA and HR technology marketplace What will the future look like? Predictions for 2026 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 09 Dec 2025 07:53:00 -0000 Finding Clarity in Recruiting Chaos full 754 Matt Alder Adam Godson⁠, General Manager of⁠ Paradox at Workday, talks to Matt Alder It's easy to feel overwhelmed by the pace of change in talent acquisition. AI developments, vendor mergers and acquisitions, a confusing technology landscape, and shifting candidate behaviours are just some of the current trends making everything feel chaotic. But if we take a step back and look carefully, patterns start to emerge. There are clues everywhere to what the future will look like. So how do we make sense of it all? My guest this week is Adam Godson, General Manager of Paradox at Workday. In our conversation, Adam cuts through the noise, explains how the agentic future is taking shape, discusses what Workday’s acquisition of Paradox means for the market, reviews the predictions he made on the show this time last year about 2025, and shares where he thinks things are heading in 2026 In the interview, we discuss: Whether Adam’s predictions from this time last year were accurate Workday’s acquisition of Paradox The power of end-to-end employee lifecycle data The potential power of agentic AI Frontline hiring and how it has evolved AI development Will candidates have their own career agents? The confusing TA and HR technology marketplace What will the future look like? Predictions for 2026 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. It's easy to feel overwhelmed by the pace of change in talent acquisition. AI developments, vendor mergers and acquisitions, a confusing technology landscape, and shifting candidate behaviours are just some of the current trends making everything feel chaotic. But if we take a step back and look carefully, patterns start to emerge. There are clues everywhere to what the future will look like.

So how do we make sense of it all?

My guest this week is Adam Godson, General Manager of Paradox at Workday. In our conversation, Adam cuts through the noise, explains how the agentic future is taking shape, discusses what Workday’s acquisition of Paradox means for the market, reviews the predictions he made on the show this time last year about 2025, and shares where he thinks things are heading in 2026

In the interview, we discuss:

  • Whether Adam’s predictions from this time last year were accurate
  • Workday’s acquisition of Paradox
  • The power of end-to-end employee lifecycle data
  • The potential power of agentic AI
  • Frontline hiring and how it has evolved
  • AI development
  • Will candidates have their own career agents?
  • The confusing TA and HR technology marketplace
  • What will the future look like? Predictions for 2026


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1681 no Ep 753: Hiring Exceptional Executive Talent https://recruitingfuture.com Despite the challenging economic landscape and wave of layoffs across many sectors, finding exceptional senior talent remains a challenge, and many employers are making it worse for themselves. Trust has eroded with lengthy interview processes, poor candidate experience, and misaligned employer branding are pushing top talent away. With as many as one in four workers set to be over 55 by 2031, age-related biases are also causing employers to overlook exactly the experience they need The best insights always come from looking at things from the job seeker's point of view, and that is precisely the insight my guest this week can offer us. Loren Greiff, Founder of Portfolio Rocket, is a career strategist for C-Suite executives. In our conversation, she reveals how top candidates assess roles, what builds and destroys trust in executive hiring, and why your process might be filtering out your best prospects. The frameworks Lauren discusses will also be very relevant to TA leaders navigating their own career moves. In the interview, we discuss: The current state of the market Cutting through the noise Identifying urgent and expensive problems Use of AI in the executive job search The hidden cost of age bias Highlighting the trust issue Ability, agility, and adaptability The future of careers and jobs Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 08 Dec 2025 10:45:00 -0000 Hiring Exceptional Executive Talent full 753 Matt Alder ⁠Loren Greiff,⁠ Founder of ⁠Portfolio Rocket⁠, talks to Matt Alder Despite the challenging economic landscape and wave of layoffs across many sectors, finding exceptional senior talent remains a challenge, and many employers are making it worse for themselves. Trust has eroded with lengthy interview processes, poor candidate experience, and misaligned employer branding are pushing top talent away. With as many as one in four workers set to be over 55 by 2031, age-related biases are also causing employers to overlook exactly the experience they need The best insights always come from looking at things from the job seeker's point of view, and that is precisely the insight my guest this week can offer us. Loren Greiff, Founder of Portfolio Rocket, is a career strategist for C-Suite executives. In our conversation, she reveals how top candidates assess roles, what builds and destroys trust in executive hiring, and why your process might be filtering out your best prospects. The frameworks Lauren discusses will also be very relevant to TA leaders navigating their own career moves. In the interview, we discuss: The current state of the market Cutting through the noise Identifying urgent and expensive problems Use of AI in the executive job search The hidden cost of age bias Highlighting the trust issue Ability, agility, and adaptability The future of careers and jobs Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Despite the challenging economic landscape and wave of layoffs across many sectors, finding exceptional senior talent remains a challenge, and many employers are making it worse for themselves.


Trust has eroded with lengthy interview processes, poor candidate experience, and misaligned employer branding are pushing top talent away. With as many as one in four workers set to be over 55 by 2031, age-related biases are also causing employers to overlook exactly the experience they need


The best insights always come from looking at things from the job seeker's point of view, and that is precisely the insight my guest this week can offer us.


Loren Greiff, Founder of Portfolio Rocket, is a career strategist for C-Suite executives. In our conversation, she reveals how top candidates assess roles, what builds and destroys trust in executive hiring, and why your process might be filtering out your best prospects. The frameworks Lauren discusses will also be very relevant to TA leaders navigating their own career moves.


In the interview, we discuss:

  • The current state of the market
  • Cutting through the noise
  • Identifying urgent and expensive problems
  • Use of AI in the executive job search
  • The hidden cost of age bias
  • Highlighting the trust issue
  • Ability, agility, and adaptability
  • The future of careers and jobs


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1259 no Ep 752: Using Job Architecture To Drive Value From AI https://recruitingfuture.com Skills, tasks, jobs, activities. These terms get used interchangeably across HR and talent acquisition, but they mean fundamentally different things. Skills are attributes of people. Tasks are components of work. Jobs are bundles of activities.  Having clarity here matters more now than ever. As AI begins reshaping how work gets done, organisations need a precise understanding of their workforce at the task level. Without clear taxonomies, it becomes impossible to understand how to effectively implement AI for automation and augmentation. So how should companies be preparing to take the most advantage of the inevitable shifts AI will bring? My guest this week is Ben Zweig, CEO of Revelio Labs and author of the new book Job Architecture. In our conversation, he explains how to build effective taxonomies cheaply and scalably with LLMs and why this foundation is critical for navigating change. Ben also teaches Data Science and The Future of Work at NYU Stern and talks through an invaluable framework for assessing the likelihood of AI-driven job displacement. In the interview, we discuss: Why grouping people is the core of any HR analysis. What we get wrong about skills, jobs, tasks, and activities Why skills aren't the right unit of observation to analyse jobs AI automates tasks and activities, not jobs and skills. The vital importance of taxonomies Using LLMs to build taxonomies cost-effectively at scale. What are the advantages of doing this properly? The three forces that help measure the potential for AI-driven job displacement What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 01 Dec 2025 10:25:00 -0000 Using Job Architecture To Drive Value From AI full 752 Matt Alder ⁠Ben Zweig⁠, CEO of ⁠Revelio Labs⁠, talks to Matt Alder Skills, tasks, jobs, activities. These terms get used interchangeably across HR and talent acquisition, but they mean fundamentally different things. Skills are attributes of people. Tasks are components of work. Jobs are bundles of activities.  Having clarity here matters more now than ever. As AI begins reshaping how work gets done, organisations need a precise understanding of their workforce at the task level. Without clear taxonomies, it becomes impossible to understand how to effectively implement AI for automation and augmentation. So how should companies be preparing to take the most advantage of the inevitable shifts AI will bring? My guest this week is Ben Zweig, CEO of Revelio Labs and author of the new book Job Architecture. In our conversation, he explains how to build effective taxonomies cheaply and scalably with LLMs and why this foundation is critical for navigating change. Ben also teaches Data Science and The Future of Work at NYU Stern and talks through an invaluable framework for assessing the likelihood of AI-driven job displacement. In the interview, we discuss: Why grouping people is the core of any HR analysis. What we get wrong about skills, jobs, tasks, and activities Why skills aren't the right unit of observation to analyse jobs AI automates tasks and activities, not jobs and skills. The vital importance of taxonomies Using LLMs to build taxonomies cost-effectively at scale. What are the advantages of doing this properly? The three forces that help measure the potential for AI-driven job displacement What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Skills, tasks, jobs, activities. These terms get used interchangeably across HR and talent acquisition, but they mean fundamentally different things. Skills are attributes of people. Tasks are components of work. Jobs are bundles of activities. 

Having clarity here matters more now than ever. As AI begins reshaping how work gets done, organisations need a precise understanding of their workforce at the task level. Without clear taxonomies, it becomes impossible to understand how to effectively implement AI for automation and augmentation. So how should companies be preparing to take the most advantage of the inevitable shifts AI will bring?

My guest this week is Ben Zweig, CEO of Revelio Labs and author of the new book Job Architecture. In our conversation, he explains how to build effective taxonomies cheaply and scalably with LLMs and why this foundation is critical for navigating change. Ben also teaches Data Science and The Future of Work at NYU Stern and talks through an invaluable framework for assessing the likelihood of AI-driven job displacement.

In the interview, we discuss:

  • Why grouping people is the core of any HR analysis.
  • What we get wrong about skills, jobs, tasks, and activities
  • Why skills aren't the right unit of observation to analyse jobs
  • AI automates tasks and activities, not jobs and skills.
  • The vital importance of taxonomies
  • Using LLMs to build taxonomies cost-effectively at scale.
  • What are the advantages of doing this properly?
  • The three forces that help measure the potential for AI-driven job displacement
  • What does the future look like


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1878 no Ep 751: The Trust Problem In Recruiting https://recruitingfuture.com Uncertain economic times, high volumes of layoffs, and easy access to AI tools mean many employers are dealing with an unprecedented number of applications. Recruiters are overwhelmed, candidates are getting ghosted, and trust in the recruiting process is suffering. But are TA teams doing all they can to relieve the pressure at the top of the funnel and give job seekers the clarity they need? Employers want candidates to be more intentional about applying for the right roles for them, but often post roles with unclear requirements and don't approach hiring strategically. So what should TA leaders be doing to fix the process and rebuild vital trust with job seekers? My guest this week is Catherine Wylie, Senior Talent Acquisition Business Partner at Mavericks Recruiting On Demand. Catherine has recently joined the business after a six-month job hunt. She has some incredible, valuable insights and advice to share for both employers and other TA professionals in job search mode. In the interview, we discuss: Catherine's recent job search experience Dealing with the extreme level of volume at the front of the recruiting funnel Lack of clarity, unclear requirements, and the importance of transparency Speed to delivery versus speed to quality Why the matching process is broken How employers can be intentional and hire holistically Which companies are actually doing this well Restoring trust in the hiring process Advice to TA job seekers What should the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 01 Dec 2025 01:11:00 -0000 The Trust Problem In Recruiting full 751 Matt Alder Catherine Wylie⁠, Senior Talent Acquisition Business Partner at Mavericks Recruiting On Demand, talks to Matt Alder Uncertain economic times, high volumes of layoffs, and easy access to AI tools mean many employers are dealing with an unprecedented number of applications. Recruiters are overwhelmed, candidates are getting ghosted, and trust in the recruiting process is suffering. But are TA teams doing all they can to relieve the pressure at the top of the funnel and give job seekers the clarity they need? Employers want candidates to be more intentional about applying for the right roles for them, but often post roles with unclear requirements and don't approach hiring strategically. So what should TA leaders be doing to fix the process and rebuild vital trust with job seekers? My guest this week is Catherine Wylie, Senior Talent Acquisition Business Partner at Mavericks Recruiting On Demand. Catherine has recently joined the business after a six-month job hunt. She has some incredible, valuable insights and advice to share for both employers and other TA professionals in job search mode. In the interview, we discuss: Catherine's recent job search experience Dealing with the extreme level of volume at the front of the recruiting funnel Lack of clarity, unclear requirements, and the importance of transparency Speed to delivery versus speed to quality Why the matching process is broken How employers can be intentional and hire holistically Which companies are actually doing this well Restoring trust in the hiring process Advice to TA job seekers What should the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Uncertain economic times, high volumes of layoffs, and easy access to AI tools mean many employers are dealing with an unprecedented number of applications.

Recruiters are overwhelmed, candidates are getting ghosted, and trust in the recruiting process is suffering. But are TA teams doing all they can to relieve the pressure at the top of the funnel and give job seekers the clarity they need? Employers want candidates to be more intentional about applying for the right roles for them, but often post roles with unclear requirements and don't approach hiring strategically.

So what should TA leaders be doing to fix the process and rebuild vital trust with job seekers?

My guest this week is Catherine Wylie, Senior Talent Acquisition Business Partner at Mavericks Recruiting On Demand. Catherine has recently joined the business after a six-month job hunt. She has some incredible, valuable insights and advice to share for both employers and other TA professionals in job search mode.


In the interview, we discuss:


Catherine's recent job search experience

  • Dealing with the extreme level of volume at the front of the recruiting funnel
  • Lack of clarity, unclear requirements, and the importance of transparency
  • Speed to delivery versus speed to quality
  • Why the matching process is broken
  • How employers can be intentional and hire holistically
  • Which companies are actually doing this well
  • Restoring trust in the hiring process
  • Advice to TA job seekers
  • What should the future look like


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1392 no Ep 750: Agents, Data, and the Future of Talent Acquisition https://recruitingfuture.com SAP's recent acquisition of SmartRecruiters has generated considerable interest across the talent acquisition community. The deal brings AI-native recruiting capabilities into a broader HR suite, creating complete visibility into data across the entire employee lifecycle. For recruiters, this means seeing what happens after a hire is made with the potential to connect talent acquisition decisions to performance, retention, and engagement outcomes. This is where AI agents become significant. When agents can access and act on a complete, harmonized data set spanning the whole employee journey, entirely new possibilities open up for how work gets done across the talent function. Yet despite the rapid pace of innovation, AI adoption is still lagging. Vendors are shipping capabilities faster than most organisations can implement them, held back by regulatory concerns, change management challenges, and uncertainty about where to start. So how can Talent leaders close this gap and take advantage of what is a huge strategic opportunity? My guest this week is Lara Albert, Chief Marketing Officer at SAP SuccessFactors. In our conversation, she discusses the SmartRecruiters acquisition, explains how agents working across the employee lifecycle could reshape HR, and shares her advice on how employers can get started. In the interview, we discuss: Why SAP acquired SmartRecruiters and what happens next Connecting recruiting data to employee outcomes Layering Agentic AI on top of people intelligence What's holding back AI adoption Regulation, change management, and mindset TA and HR have a once-in-a-career opportunity to lead transformation Business cases, buy-in, and getting started What will the future look like? Thu, 27 Nov 2025 19:04:00 -0000 Agents, Data, and the Future of Talent Acquisition full 750 Matt Alder Lara Albert,⁠ Chief Marketing Officer at⁠ SAP SuccessFactors, talks to Matt Alder SAP's recent acquisition of SmartRecruiters has generated considerable interest across the talent acquisition community. The deal brings AI-native recruiting capabilities into a broader HR suite, creating complete visibility into data across the entire employee lifecycle. For recruiters, this means seeing what happens after a hire is made with the potential to connect talent acquisition decisions to performance, retention, and engagement outcomes. This is where AI agents become significant. When agents can access and act on a complete, harmonized data set spanning the whole employee journey, entirely new possibilities open up for how work gets done across the talent function. Yet despite the rapid pace of innovation, AI adoption is still lagging. Vendors are shipping capabilities faster than most organisations can implement them, held back by regulatory concerns, change management challenges, and uncertainty about where to start. So how can Talent leaders close this gap and take advantage of what is a huge strategic opportunity? My guest this week is Lara Albert, Chief Marketing Officer at SAP SuccessFactors. In our conversation, she discusses the SmartRecruiters acquisition, explains how agents working across the employee lifecycle could reshape HR, and shares her advice on how employers can get started. In the interview, we discuss: Why SAP acquired SmartRecruiters and what happens next Connecting recruiting data to employee outcomes Layering Agentic AI on top of people intelligence What's holding back AI adoption Regulation, change management, and mindset TA and HR have a once-in-a-career opportunity to lead transformation Business cases, buy-in, and getting started What will the future look like? SAP's recent acquisition of SmartRecruiters has generated considerable interest across the talent acquisition community. The deal brings AI-native recruiting capabilities into a broader HR suite, creating complete visibility into data across the entire employee lifecycle. For recruiters, this means seeing what happens after a hire is made with the potential to connect talent acquisition decisions to performance, retention, and engagement outcomes.


This is where AI agents become significant. When agents can access and act on a complete, harmonized data set spanning the whole employee journey, entirely new possibilities open up for how work gets done across the talent function. Yet despite the rapid pace of innovation, AI adoption is still lagging. Vendors are shipping capabilities faster than most organisations can implement them, held back by regulatory concerns, change management challenges, and uncertainty about where to start.

So how can Talent leaders close this gap and take advantage of what is a huge strategic opportunity?


My guest this week is Lara Albert, Chief Marketing Officer at SAP SuccessFactors. In our conversation, she discusses the SmartRecruiters acquisition, explains how agents working across the employee lifecycle could reshape HR, and shares her advice on how employers can get started.

In the interview, we discuss:

  • Why SAP acquired SmartRecruiters and what happens next
  • Connecting recruiting data to employee outcomes
  • Layering Agentic AI on top of people intelligence
  • What's holding back AI adoption
  • Regulation, change management, and mindset
  • TA and HR have a once-in-a-career opportunity to lead transformation
  • Business cases, buy-in, and getting started
  • What will the future look like?




]]> 1383 no Ep 749: Recruiting Past, Present, and Future (Live at TA Tech) https://recruitingfuture.com This is a special episode, recorded live on stage at TA Tech Europe in London earlier in November. It's a wide-ranging discussion about the state of our industry and where it's heading with one of recruiting's true pioneers, Jeff Taylor, the founder of Monster.com and the soon to be launched Boomband, . We debate AI's true impact on hiring, discuss why traditional tools and approaches are failing, and explore what recruiting could become. In the interview, we discuss: The story behind Monster How Monster almost bought LinkedIn Why has Jeff returned after two decades out of the industry What has changed in recruiting in the last 20 years, and what hasn't Why resumes and job postings are failing AI's real impact on jobs What is Boomband? Rebuilding trust in recruiting Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 26 Nov 2025 23:25:00 -0000 Recruiting Past, Present, and Future (Live at TA Tech) full 749 Matt Alder Jeff Taylor⁠, the founder and CEO of Boomband⁠, talks to Matt Alder This is a special episode, recorded live on stage at TA Tech Europe in London earlier in November. It's a wide-ranging discussion about the state of our industry and where it's heading with one of recruiting's true pioneers, Jeff Taylor, the founder of Monster.com and the soon to be launched Boomband, . We debate AI's true impact on hiring, discuss why traditional tools and approaches are failing, and explore what recruiting could become. In the interview, we discuss: The story behind Monster How Monster almost bought LinkedIn Why has Jeff returned after two decades out of the industry What has changed in recruiting in the last 20 years, and what hasn't Why resumes and job postings are failing AI's real impact on jobs What is Boomband? Rebuilding trust in recruiting Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. This is a special episode, recorded live on stage at TA Tech Europe in London earlier in November. It's a wide-ranging discussion about the state of our industry and where it's heading with one of recruiting's true pioneers, Jeff Taylor, the founder of Monster.com and the soon to be launched Boomband, . We debate AI's true impact on hiring, discuss why traditional tools and approaches are failing, and explore what recruiting could become.


In the interview, we discuss:

  • The story behind Monster
  • How Monster almost bought LinkedIn
  • Why has Jeff returned after two decades out of the industry
  • What has changed in recruiting in the last 20 years, and what hasn't
  • Why resumes and job postings are failing
  • AI's real impact on jobs
  • What is Boomband?
  • Rebuilding trust in recruiting


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 2666 no Ep 748: The Real Value Of AI Agents https://recruitingfuture.com The AI agent marketplace has become a confusing landscape full of chatbots and co-pilots that aren't agents, claiming revolutionary capabilities. But genuine AI agents represent something fundamentally different. They're digital workers that can handle complex, multi-step processes independently, making decisions and adjustments along the way. The technology is already here and working, and the employers succeeding with it are focusing on change management, not just on technology deployment. So what are the early results looking like, and how will agentic AI change recruiting in the months and years to come? My guest this week is Tom Zrubecky, founder and CEO of Talent Pilot. In our conversation, he shares case studies demonstrating how AI agents are reshaping recruitment workflows and what autonomous hiring looks like. In the interview, we discuss: What an AI Agent is and what it isn't Building responsible AI with human oversight These are change management projects not technology ones The power of instant job interviews Where are employers getting the most value from agents The importance of pilot project Building a super recruiter What does the agentic future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 20 Nov 2025 14:38:00 -0000 The Real Value Of AI Agents full 748 Matt Alder Tom Zrubecky, founder and CEO of Talent Pilot, talks to Matt Alder The AI agent marketplace has become a confusing landscape full of chatbots and co-pilots that aren't agents, claiming revolutionary capabilities. But genuine AI agents represent something fundamentally different. They're digital workers that can handle complex, multi-step processes independently, making decisions and adjustments along the way. The technology is already here and working, and the employers succeeding with it are focusing on change management, not just on technology deployment. So what are the early results looking like, and how will agentic AI change recruiting in the months and years to come? My guest this week is Tom Zrubecky, founder and CEO of Talent Pilot. In our conversation, he shares case studies demonstrating how AI agents are reshaping recruitment workflows and what autonomous hiring looks like. In the interview, we discuss: What an AI Agent is and what it isn't Building responsible AI with human oversight These are change management projects not technology ones The power of instant job interviews Where are employers getting the most value from agents The importance of pilot project Building a super recruiter What does the agentic future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The AI agent marketplace has become a confusing landscape full of chatbots and co-pilots that aren't agents, claiming revolutionary capabilities. But genuine AI agents represent something fundamentally different. They're digital workers that can handle complex, multi-step processes independently, making decisions and adjustments along the way.


The technology is already here and working, and the employers succeeding with it are focusing on change management, not just on technology deployment. So what are the early results looking like, and how will agentic AI change recruiting in the months and years to come?


My guest this week is Tom Zrubecky, founder and CEO of Talent Pilot. In our conversation, he shares case studies demonstrating how AI agents are reshaping recruitment workflows and what autonomous hiring looks like.

In the interview, we discuss:

  • What an AI Agent is and what it isn't
  • Building responsible AI with human oversight
  • These are change management projects not technology ones
  • The power of instant job interviews
  • Where are employers getting the most value from agents
  • The importance of pilot project
  • Building a super recruiter
  • What does the agentic future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2065 no Ep 747: Rethinking Fairness in Hiring https://recruitingfuture.com Many organizations treat accessibility as just a compliance checkbox, checking the box to meet legal requirements and then moving on. But this mindset misses massive opportunities. When companies design truly inclusive hiring processes, they don't just help candidates with disabilities, but also improve the experience for everyone. Forward-thinking employers are discovering that accessibility drives innovation, expands talent pools, and creates competitive advantages, so how do you move from minimum compliance to genuine inclusivity, and how do you do that at scale? My guests this week are Business Psychologists Brittany Davies and Laura Kate Ruttle from Talogy. In our conversation, they share valuable advice on building an accessible assessment strategy, and we discuss how AI is shaping a whole new future for inclusive hiring. In the interview, we discuss: The current challenges around accessibility and fairness in hiring The significant benefits to employers of going beyond the basic legal requirements Improving hiring for everyone Best practices for encouraging disclosure How AI can help How do you implement inclusive hiring at scale? Advice to TA leaders on what to prioritise The potential of personalized adaptive assessment What might the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 19 Nov 2025 09:35:00 -0000 Rethinking Fairness in Hiring full 747 Matt Alder Business Psychologists Brittany Davies and Laura Kate Ruttle from ⁠Talogy, talk to Matt Alder Many organizations treat accessibility as just a compliance checkbox, checking the box to meet legal requirements and then moving on. But this mindset misses massive opportunities. When companies design truly inclusive hiring processes, they don't just help candidates with disabilities, but also improve the experience for everyone. Forward-thinking employers are discovering that accessibility drives innovation, expands talent pools, and creates competitive advantages, so how do you move from minimum compliance to genuine inclusivity, and how do you do that at scale? My guests this week are Business Psychologists Brittany Davies and Laura Kate Ruttle from Talogy. In our conversation, they share valuable advice on building an accessible assessment strategy, and we discuss how AI is shaping a whole new future for inclusive hiring. In the interview, we discuss: The current challenges around accessibility and fairness in hiring The significant benefits to employers of going beyond the basic legal requirements Improving hiring for everyone Best practices for encouraging disclosure How AI can help How do you implement inclusive hiring at scale? Advice to TA leaders on what to prioritise The potential of personalized adaptive assessment What might the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Many organizations treat accessibility as just a compliance checkbox, checking the box to meet legal requirements and then moving on. But this mindset misses massive opportunities. When companies design truly inclusive hiring processes, they don't just help candidates with disabilities, but also improve the experience for everyone.

Forward-thinking employers are discovering that accessibility drives innovation, expands talent pools, and creates competitive advantages, so how do you move from minimum compliance to genuine inclusivity, and how do you do that at scale?


My guests this week are Business Psychologists Brittany Davies and Laura Kate Ruttle from Talogy. In our conversation, they share valuable advice on building an accessible assessment strategy, and we discuss how AI is shaping a whole new future for inclusive hiring.

In the interview, we discuss:

  • The current challenges around accessibility and fairness in hiring
  • The significant benefits to employers of going beyond the basic legal requirements
  • Improving hiring for everyone
  • Best practices for encouraging disclosure
  • How AI can help
  • How do you implement inclusive hiring at scale?
  • Advice to TA leaders on what to prioritise
  • The potential of personalized adaptive assessment
  • What might the future look like?

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1852 Ep 746 Building Digital Trust In Hiring https://recruitingfuture.com The recruitment experience is undergoing a fundamental transformation with AI and automation playing an increasingly larger role. It's essential to recognise the consequences of lost human connection. Trust is an absolutely critical element here, and employers need to ensure they aren't losing the emotional intelligence and genuine connections that build trust with candidates. So how do you create authentic connections when AI does the screening and robots send the emails? My guest this week is Gal Borenstein, CEO of Borenstein Group. In our conversation, he talks us through his framework for building genuine digital trust in an increasingly automated world. In the interview, we discuss: The rapid digitalization and automation of business communication The jolt into a new era for employer branding The digital trust framework How to use AI to help build trust rather than erode it The importance of emotional intelligence A vision for the future Follow this podcast on Apple Podcasts. Sun, 16 Nov 2025 16:22:00 -0000 Building Digital Trust In Hiring full 746 Matt Alder Gal Borenstein⁠, CEO of Borenstein Group, talks to Matt Alder The recruitment experience is undergoing a fundamental transformation with AI and automation playing an increasingly larger role. It's essential to recognise the consequences of lost human connection. Trust is an absolutely critical element here, and employers need to ensure they aren't losing the emotional intelligence and genuine connections that build trust with candidates. So how do you create authentic connections when AI does the screening and robots send the emails? My guest this week is Gal Borenstein, CEO of Borenstein Group. In our conversation, he talks us through his framework for building genuine digital trust in an increasingly automated world. In the interview, we discuss: The rapid digitalization and automation of business communication The jolt into a new era for employer branding The digital trust framework How to use AI to help build trust rather than erode it The importance of emotional intelligence A vision for the future Follow this podcast on Apple Podcasts. The recruitment experience is undergoing a fundamental transformation with AI and automation playing an increasingly larger role. It's essential to recognise the consequences of lost human connection. Trust is an absolutely critical element here, and employers need to ensure they aren't losing the emotional intelligence and genuine connections that build trust with candidates.

So how do you create authentic connections when AI does the screening and robots send the emails?

My guest this week is Gal Borenstein, CEO of Borenstein Group. In our conversation, he talks us through his framework for building genuine digital trust in an increasingly automated world.

In the interview, we discuss:

  • The rapid digitalization and automation of business communication
  • The jolt into a new era for employer branding
  • The digital trust framework
  • How to use AI to help build trust rather than erode it
  • The importance of emotional intelligence
  • A vision for the future


Follow this podcast on Apple Podcasts.




]]> 1332 no Ep 745: Recruiting Excellence In Disruptive Times https://recruitingfuture.com Talent acquisition is being tested like never before. Teams are continually being asked to do more with less, hiring volumes remain unpredictable, and technology is evolving faster than organizations can adapt. AI promises transformation but often delivers confusion, with some vendors labeling simple automation as intelligence, while, at the same time, genuinely disruptive AI capabilities are emerging that could reshape everything we do. Meanwhile, the fundamentals haven't changed. TA leaders still need to deliver the right people at the right time in a cost-effective way. But how do you build that capability when the ground keeps shifting? How do you create structure, repeatability, and continuous improvement during constant disruption? My guests this week are Tony De Graaf and Marcel Rütten, co-founders of the Recruiting Excellence Foundation. In our conversation, they share their framework for building high-performing TA teams and explain how to pursue recruiting excellence even in fast-moving, uncertain times. Also listen out for details on how you take part in the forthcoming Global State of TA Report, and by getting your own free maturity assessment. In the interview, we discuss: The Recruiting Excellence Methodology Defining your North Star Focusing on and optimising every TA touchpoint Key challenges What stops TA being more strategic? Why automation is critical Agentic AI disruption What does the future look like? Get your free TA maturity assessment here Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 16 Nov 2025 12:36:00 -0000 Recruiting Excellence In Disruptive Times full 745 Matt Alder Tony De Graaf and Marcel Rütten, co-founders of the Recruiting Excellence Foundation, talk to Matt Alder Talent acquisition is being tested like never before. Teams are continually being asked to do more with less, hiring volumes remain unpredictable, and technology is evolving faster than organizations can adapt. AI promises transformation but often delivers confusion, with some vendors labeling simple automation as intelligence, while, at the same time, genuinely disruptive AI capabilities are emerging that could reshape everything we do. Meanwhile, the fundamentals haven't changed. TA leaders still need to deliver the right people at the right time in a cost-effective way. But how do you build that capability when the ground keeps shifting? How do you create structure, repeatability, and continuous improvement during constant disruption? My guests this week are Tony De Graaf and Marcel Rütten, co-founders of the Recruiting Excellence Foundation. In our conversation, they share their framework for building high-performing TA teams and explain how to pursue recruiting excellence even in fast-moving, uncertain times. Also listen out for details on how you take part in the forthcoming Global State of TA Report, and by getting your own free maturity assessment. In the interview, we discuss: The Recruiting Excellence Methodology Defining your North Star Focusing on and optimising every TA touchpoint Key challenges What stops TA being more strategic? Why automation is critical Agentic AI disruption What does the future look like? Get your free TA maturity assessment here Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Talent acquisition is being tested like never before. Teams are continually being asked to do more with less, hiring volumes remain unpredictable, and technology is evolving faster than organizations can adapt. AI promises transformation but often delivers confusion, with some vendors labeling simple automation as intelligence, while, at the same time, genuinely disruptive AI capabilities are emerging that could reshape everything we do.

Meanwhile, the fundamentals haven't changed. TA leaders still need to deliver the right people at the right time in a cost-effective way. But how do you build that capability when the ground keeps shifting? How do you create structure, repeatability, and continuous improvement during constant disruption?

My guests this week are Tony De Graaf and Marcel Rütten, co-founders of the Recruiting Excellence Foundation. In our conversation, they share their framework for building high-performing TA teams and explain how to pursue recruiting excellence even in fast-moving, uncertain times. Also listen out for details on how you take part in the forthcoming Global State of TA Report, and by getting your own free maturity assessment.

In the interview, we discuss:

  • The Recruiting Excellence Methodology
  • Defining your North Star
  • Focusing on and optimising every TA touchpoint
  • Key challenges
  • What stops TA being more strategic?
  • Why automation is critical
  • Agentic AI disruption
  • What does the future look like?

Get your free TA maturity assessment here


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2150 no Ep 744: How Job Ads Impact Quality Of Hire https://recruitingfuture.com Application volumes are continuing to rise, but finding quality hires remains a challenge. The usual suspects that tend to get the blame are candidates using AI, economic uncertainty, and a continuing decline in job board effectiveness. However, research suggests a more fundamental issue that many organizations overlook. The words in job descriptions matter more than most teams realize. Non-inclusive language is actually a key factor that stops many qualified candidates from applying. At the same time, regulations around pay transparency and anti-discrimination are proliferating across the US and EU, creating complex compliance requirements for job ads that vary by market. Many employers are also outsourcing their job ad creation to generic LLMs that have more potential to amplify bias than they do to eliminate it. So, how should employers utilize technology to ensure inclusivity, compliance, and a high-quality response from their advertising My guest this week is Pil Byriel, CEO and co-founder of Lyser. In our conversation, Pil shares research on how language shapes candidate behavior, why LLM reinforces bias, and the growing complexity of job ad compliance around the world In the interview, we discuss: The impact of language on applications from qualified candidates The human-led research behind inclusive communication Why generic AI LLMs amplify stereotypes and bias Compliance challenges across global markets What actually drives job ad performance Why structure, clarity, and transparency matter Building data-driven recruitment communication Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 15 Nov 2025 00:43:00 -0000 How Job Ads Impact Quality Of Hire full 744 Matt Alder Pil Byriel⁠, CEO and co-founder of Lyser, talks to Matt Alder Application volumes are continuing to rise, but finding quality hires remains a challenge. The usual suspects that tend to get the blame are candidates using AI, economic uncertainty, and a continuing decline in job board effectiveness. However, research suggests a more fundamental issue that many organizations overlook. The words in job descriptions matter more than most teams realize. Non-inclusive language is actually a key factor that stops many qualified candidates from applying. At the same time, regulations around pay transparency and anti-discrimination are proliferating across the US and EU, creating complex compliance requirements for job ads that vary by market. Many employers are also outsourcing their job ad creation to generic LLMs that have more potential to amplify bias than they do to eliminate it. So, how should employers utilize technology to ensure inclusivity, compliance, and a high-quality response from their advertising My guest this week is Pil Byriel, CEO and co-founder of Lyser. In our conversation, Pil shares research on how language shapes candidate behavior, why LLM reinforces bias, and the growing complexity of job ad compliance around the world In the interview, we discuss: The impact of language on applications from qualified candidates The human-led research behind inclusive communication Why generic AI LLMs amplify stereotypes and bias Compliance challenges across global markets What actually drives job ad performance Why structure, clarity, and transparency matter Building data-driven recruitment communication Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Application volumes are continuing to rise, but finding quality hires remains a challenge. The usual suspects that tend to get the blame are candidates using AI, economic uncertainty, and a continuing decline in job board effectiveness. However, research suggests a more fundamental issue that many organizations overlook.

The words in job descriptions matter more than most teams realize. Non-inclusive language is actually a key factor that stops many qualified candidates from applying. At the same time, regulations around pay transparency and anti-discrimination are proliferating across the US and EU, creating complex compliance requirements for job ads that vary by market. Many employers are also outsourcing their job ad creation to generic LLMs that have more potential to amplify bias than they do to eliminate it.

So, how should employers utilize technology to ensure inclusivity, compliance, and a high-quality response from their advertising

My guest this week is Pil Byriel, CEO and co-founder of Lyser. In our conversation, Pil shares research on how language shapes candidate behavior, why LLM reinforces bias, and the growing complexity of job ad compliance around the world


In the interview, we discuss:

  • The impact of language on applications from qualified candidates
  • The human-led research behind inclusive communication
  • Why generic AI LLMs amplify stereotypes and bias
  • Compliance challenges across global markets
  • What actually drives job ad performance
  • Why structure, clarity, and transparency matter
  • Building data-driven recruitment communication

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.


]]> 1976 no Round Up October 2025 https://recruitingfuture.com/ Recruiting Future Round Up is back in a brand-new live format. Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time. In this recording (previously live) Matt is joined by special guest Rhona Pierce, as they look back at October’s eight interviews.  Episodes featured in this Round Up: Ep 734 Why Skills Really Matter https://recruitingfuture.com/2025/10/ep-734-why-skills-really-matter/ Ep 735: AI’s Impact On Recruitment Marketing https://recruitingfuture.com/2025/10/ep-735-ais-impact-on-recruitment-marketing/ Ep 736: Trust, Influence & The Future Of Recruitment Marketing https://recruitingfuture.com/2025/10/ep-736-trust-influence-the-future-of-recruitment-marketing/ Ep 737: Building A Team Of Talent Partners https://recruitingfuture.com/2025/10/ep-737-building-a-team-of-talent-partners/ Ep 738: How to Implement AI Successfully In HR & TA https://recruitingfuture.com/2025/10/ep-738-how-to-implement-ai-successfully-in-hr-ta/ Ep 739: TA’s Challenges and Priorities for 2026 https://recruitingfuture.com/2025/10/ep-739-tas-challenges-and-priorities-for-2026/ Ep 740: Are We Really Ready For AI? https://recruitingfuture.com/2025/10/ep-740-are-we-really-ready-for-ai/ Ep 741: The Competitive Advantage Of Neuro-Inclusion https://recruitingfuture.com/2025/10/ep-741-the-competitive-advantage-of-neuro-inclusion/ Fri, 07 Nov 2025 23:14:00 -0000 Round Up October 2025 full Matt Alder Matt Alder and Rhona Pierce look back on interviews from The Recruiting Future Podcast published during October 2025 Recruiting Future Round Up is back in a brand-new live format. Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time. In this recording (previously live) Matt is joined by special guest Rhona Pierce, as they look back at October’s eight interviews.  Episodes featured in this Round Up: Ep 734 Why Skills Really Matter https://recruitingfuture.com/2025/10/ep-734-why-skills-really-matter/ Ep 735: AI’s Impact On Recruitment Marketing https://recruitingfuture.com/2025/10/ep-735-ais-impact-on-recruitment-marketing/ Ep 736: Trust, Influence & The Future Of Recruitment Marketing https://recruitingfuture.com/2025/10/ep-736-trust-influence-the-future-of-recruitment-marketing/ Ep 737: Building A Team Of Talent Partners https://recruitingfuture.com/2025/10/ep-737-building-a-team-of-talent-partners/ Ep 738: How to Implement AI Successfully In HR & TA https://recruitingfuture.com/2025/10/ep-738-how-to-implement-ai-successfully-in-hr-ta/ Ep 739: TA’s Challenges and Priorities for 2026 https://recruitingfuture.com/2025/10/ep-739-tas-challenges-and-priorities-for-2026/ Ep 740: Are We Really Ready For AI? https://recruitingfuture.com/2025/10/ep-740-are-we-really-ready-for-ai/ Ep 741: The Competitive Advantage Of Neuro-Inclusion https://recruitingfuture.com/2025/10/ep-741-the-competitive-advantage-of-neuro-inclusion/ Recruiting Future Round Up is back in a brand-new live format.

Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time.

In this recording (previously live) Matt is joined by special guest Rhona Pierce, as they look back at October’s eight interviews. 

Episodes featured in this Round Up:


Ep 734 Why Skills Really Matter

https://recruitingfuture.com/2025/10/ep-734-why-skills-really-matter/


Ep 735: AI’s Impact On Recruitment Marketing

https://recruitingfuture.com/2025/10/ep-735-ais-impact-on-recruitment-marketing/


Ep 736: Trust, Influence & The Future Of Recruitment Marketing

https://recruitingfuture.com/2025/10/ep-736-trust-influence-the-future-of-recruitment-marketing/


Ep 737: Building A Team Of Talent Partners

https://recruitingfuture.com/2025/10/ep-737-building-a-team-of-talent-partners/


Ep 738: How to Implement AI Successfully In HR & TA

https://recruitingfuture.com/2025/10/ep-738-how-to-implement-ai-successfully-in-hr-ta/


Ep 739: TA’s Challenges and Priorities for 2026

https://recruitingfuture.com/2025/10/ep-739-tas-challenges-and-priorities-for-2026/


Ep 740: Are We Really Ready For AI?

https://recruitingfuture.com/2025/10/ep-740-are-we-really-ready-for-ai/


Ep 741: The Competitive Advantage Of Neuro-Inclusion

https://recruitingfuture.com/2025/10/ep-741-the-competitive-advantage-of-neuro-inclusion/




]]> 2081 no Ep 743: The Talent Acquisition Revolution https://recruitingfuture.com The recruiting technology landscape is transforming at an unprecedented speed. AI Tools that seemed like far-fetched concepts just a few years ago are hitting the market and delivering results. But adoption is messy and uneven. Some employers are experimenting with AI-driven interviews, while others worry about bias and legal risks. High-volume recruiters are automating entire processes while executive search remains deeply human. Everyone's trying to figure out which tools actually work and how to integrate them without breaking what already exists. So how should talent acquisition leaders navigate this revolution? My guest this week is Josh Bersin, one of the world's leading HR technology analysts. In our conversation, he reveals why this transformation is inevitable and what smart TA leaders should be doing today. In the interview, we discuss: Why TA is facing a reckoning Time, resources, and human error Where AI currently has the most impact Mass personalization Regulatory risks What role should human recruiters be playing? Superworkers AI Fluency versus amount of work experience The impact on an already bloated TA Tech Stack Technology mergers and acquisitions What does the future look like? Follow this podcast on Apple Podcasts. Wed, 05 Nov 2025 18:56:00 -0000 The Talent Acquisition Revolution full 743 Matt Alder Josh Bersin talks to Matt Alder The recruiting technology landscape is transforming at an unprecedented speed. AI Tools that seemed like far-fetched concepts just a few years ago are hitting the market and delivering results. But adoption is messy and uneven. Some employers are experimenting with AI-driven interviews, while others worry about bias and legal risks. High-volume recruiters are automating entire processes while executive search remains deeply human. Everyone's trying to figure out which tools actually work and how to integrate them without breaking what already exists. So how should talent acquisition leaders navigate this revolution? My guest this week is Josh Bersin, one of the world's leading HR technology analysts. In our conversation, he reveals why this transformation is inevitable and what smart TA leaders should be doing today. In the interview, we discuss: Why TA is facing a reckoning Time, resources, and human error Where AI currently has the most impact Mass personalization Regulatory risks What role should human recruiters be playing? Superworkers AI Fluency versus amount of work experience The impact on an already bloated TA Tech Stack Technology mergers and acquisitions What does the future look like? Follow this podcast on Apple Podcasts. The recruiting technology landscape is transforming at an unprecedented speed. AI Tools that seemed like far-fetched concepts just a few years ago are hitting the market and delivering results.


But adoption is messy and uneven. Some employers are experimenting with AI-driven interviews, while others worry about bias and legal risks. High-volume recruiters are automating entire processes while executive search remains deeply human. Everyone's trying to figure out which tools actually work and how to integrate them without breaking what already exists.

So how should talent acquisition leaders navigate this revolution?

My guest this week is Josh Bersin, one of the world's leading HR technology analysts. In our conversation, he reveals why this transformation is inevitable and what smart TA leaders should be doing today.


In the interview, we discuss:

  • Why TA is facing a reckoning
  • Time, resources, and human error
  • Where AI currently has the most impact
  • Mass personalization
  • Regulatory risks
  • What role should human recruiters be playing?
  • Superworkers
  • AI Fluency versus amount of work experience
  • The impact on an already bloated TA Tech Stack
  • Technology mergers and acquisitions
  • What does the future look like?

Follow this podcast on Apple Podcasts.





]]> 1804 no Ep 742: Aligning Hiring with Values https://recruitingfuture.com Most hiring currently focuses on assessing a mix of skills and experience. However, there's a deeper layer that often gets overlooked. Companies talk endlessly about culture and values, yet few know how to genuinely assess them.  This matters especially for purpose-driven organizations. Whether it's a B Corp, a sustainability-focused business, or any company with a strong mission, finding people whose values are truly aligned isn't just nice to have—it's essential.  So how do you find genuinely aligned candidates, and where does technology help, and where does it hinder My guest this week is Leon Richards, founder of Good Talent, an Executive search & leadership advisory consultancy for values-led organizations. In our conversation, he explains how values-based recruiting actually works, why human judgment matters, and what responsible AI use looks like. In the interview, we discuss: Values, purpose, and mission-driven organizations The importance of alignment  Why cultural fit is often missed How to assess for values alignment AI, human skills, and accountability The "moral crumple zone" What does responsible AI look like? The future of TA Mon, 03 Nov 2025 19:29:00 -0000 Aligning Hiring with Values full 742 Matt Alder ⁠Leon Richards⁠, founder of Good Talent,talks to Matt Alder Most hiring currently focuses on assessing a mix of skills and experience. However, there's a deeper layer that often gets overlooked. Companies talk endlessly about culture and values, yet few know how to genuinely assess them.  This matters especially for purpose-driven organizations. Whether it's a B Corp, a sustainability-focused business, or any company with a strong mission, finding people whose values are truly aligned isn't just nice to have—it's essential.  So how do you find genuinely aligned candidates, and where does technology help, and where does it hinder My guest this week is Leon Richards, founder of Good Talent, an Executive search & leadership advisory consultancy for values-led organizations. In our conversation, he explains how values-based recruiting actually works, why human judgment matters, and what responsible AI use looks like. In the interview, we discuss: Values, purpose, and mission-driven organizations The importance of alignment  Why cultural fit is often missed How to assess for values alignment AI, human skills, and accountability The "moral crumple zone" What does responsible AI look like? The future of TA Most hiring currently focuses on assessing a mix of skills and experience. However, there's a deeper layer that often gets overlooked. Companies talk endlessly about culture and values, yet few know how to genuinely assess them. 

This matters especially for purpose-driven organizations. Whether it's a B Corp, a sustainability-focused business, or any company with a strong mission, finding people whose values are truly aligned isn't just nice to have—it's essential. 

So how do you find genuinely aligned candidates, and where does technology help, and where does it hinder

My guest this week is Leon Richards, founder of Good Talent, an Executive search & leadership advisory consultancy for values-led organizations. In our conversation, he explains how values-based recruiting actually works, why human judgment matters, and what responsible AI use looks like.


In the interview, we discuss:

  • Values, purpose, and mission-driven organizations
  • The importance of alignment 
  • Why cultural fit is often missed
  • How to assess for values alignment
  • AI, human skills, and accountability
  • The "moral crumple zone"
  • What does responsible AI look like?
  • The future of TA








]]> 1320 no Ep 741: The Competitive Advantage Of Neuro-Inclusion https://recruitingfuture.com As many as 1 in 7 people are neurodivergent, with brains that process information, communicate, and work differently. Many have ADHD, autism, dyslexia, or other conditions they've hidden throughout their careers, masking to fit workplace norms. But creating environments where these individuals thrive isn't about expensive accommodations or special treatment. Instead, it's about designing work that helps everyone perform better. So how do you move beyond awareness training to actually embedding inclusion in daily operations, and how can this benefit everyone in the workforce? My guest this week is Pamela Kavanagh, Chief People Officer at Exogen. In our conversation, she shares practical strategies for creating workplaces where everyone can do their best work. In the interview, we discuss: What neurodivergence actually means at work Performance enhancers instead of reasonable accommodations Creating psychological safety for disclosure Small things that make big differences and help everyone. Embedding inclusion in everyday operations Making recruiting better for everyone  Why eye contact shouldn't determine capability Making the business case to leaders AI and the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 29 Oct 2025 23:31:00 -0000 The Competitive Advantage Of Neuro-Inclusion full 741 Matt Alder ⁠Pamela Kavanagh⁠, Chief People Officer at ⁠Exogen⁠, talks to Matt Alder As many as 1 in 7 people are neurodivergent, with brains that process information, communicate, and work differently. Many have ADHD, autism, dyslexia, or other conditions they've hidden throughout their careers, masking to fit workplace norms. But creating environments where these individuals thrive isn't about expensive accommodations or special treatment. Instead, it's about designing work that helps everyone perform better. So how do you move beyond awareness training to actually embedding inclusion in daily operations, and how can this benefit everyone in the workforce? My guest this week is Pamela Kavanagh, Chief People Officer at Exogen. In our conversation, she shares practical strategies for creating workplaces where everyone can do their best work. In the interview, we discuss: What neurodivergence actually means at work Performance enhancers instead of reasonable accommodations Creating psychological safety for disclosure Small things that make big differences and help everyone. Embedding inclusion in everyday operations Making recruiting better for everyone  Why eye contact shouldn't determine capability Making the business case to leaders AI and the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. As many as 1 in 7 people are neurodivergent, with brains that process information, communicate, and work differently. Many have ADHD, autism, dyslexia, or other conditions they've hidden throughout their careers, masking to fit workplace norms. But creating environments where these individuals thrive isn't about expensive accommodations or special treatment. Instead, it's about designing work that helps everyone perform better.


So how do you move beyond awareness training to actually embedding inclusion in daily operations, and how can this benefit everyone in the workforce?


My guest this week is Pamela Kavanagh, Chief People Officer at Exogen. In our conversation, she shares practical strategies for creating workplaces where everyone can do their best work.

In the interview, we discuss:


  • What neurodivergence actually means at work
  • Performance enhancers instead of reasonable accommodations
  • Creating psychological safety for disclosure
  • Small things that make big differences and help everyone.
  • Embedding inclusion in everyday operations
  • Making recruiting better for everyone 
  • Why eye contact shouldn't determine capability
  • Making the business case to leaders
  • AI and the future


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1982 no Ep 740: Are We Really Ready For AI? https://recruitingfuture.com We've lived through technology revolutions before. Personal computers. The Internet. Smartphones. Social media. Each felt transformative at the time, reshaping how we work and communicate. But something fundamentally different is happening now. AI learns from every interaction and improves with each release. Yet the signals are confusing. Some pilots are failing, and the hype levels are off the scale. Meanwhile, some companies are reporting the potential for hundreds of millions in savings, capability benchmarks are doubling every seven months, and entire organizational structures are being reimagined around human-AI collaboration. So how do employers cut through the noise and prepare for such a fundamental shift? My guest this week is Michael Tchong, a futurist and founder of Ubertrends Academy. In our conversation, Michael explains what makes this revolution different, how to spot true long-term trends beyond the hype, and shares practical strategies for navigating the transformation ahead. In the interview, we discuss: Are we prepared for the coming disruption? Signals and Uber trends Why AI is unlike past revolutions Separating the hype from the real transformation signals Early adopters versus mainstream users Building hybrid human-AI organizations The coming wave of job displacement Practical upskilling strategies you need to implement Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 28 Oct 2025 23:39:00 -0000 Are We Really Ready For AI? full 740 Matt Alder ⁠Michael Tchong⁠, futurist and founder at Ubertrends Academy, talks to Matt Alder We've lived through technology revolutions before. Personal computers. The Internet. Smartphones. Social media. Each felt transformative at the time, reshaping how we work and communicate. But something fundamentally different is happening now. AI learns from every interaction and improves with each release. Yet the signals are confusing. Some pilots are failing, and the hype levels are off the scale. Meanwhile, some companies are reporting the potential for hundreds of millions in savings, capability benchmarks are doubling every seven months, and entire organizational structures are being reimagined around human-AI collaboration. So how do employers cut through the noise and prepare for such a fundamental shift? My guest this week is Michael Tchong, a futurist and founder of Ubertrends Academy. In our conversation, Michael explains what makes this revolution different, how to spot true long-term trends beyond the hype, and shares practical strategies for navigating the transformation ahead. In the interview, we discuss: Are we prepared for the coming disruption? Signals and Uber trends Why AI is unlike past revolutions Separating the hype from the real transformation signals Early adopters versus mainstream users Building hybrid human-AI organizations The coming wave of job displacement Practical upskilling strategies you need to implement Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. We've lived through technology revolutions before. Personal computers. The Internet. Smartphones. Social media. Each felt transformative at the time, reshaping how we work and communicate.


But something fundamentally different is happening now. AI learns from every interaction and improves with each release. Yet the signals are confusing. Some pilots are failing, and the hype levels are off the scale. Meanwhile, some companies are reporting the potential for hundreds of millions in savings, capability benchmarks are doubling every seven months, and entire organizational structures are being reimagined around human-AI collaboration.


So how do employers cut through the noise and prepare for such a fundamental shift?


My guest this week is Michael Tchong, a futurist and founder of Ubertrends Academy. In our conversation, Michael explains what makes this revolution different, how to spot true long-term trends beyond the hype, and shares practical strategies for navigating the transformation ahead.


In the interview, we discuss:

  • Are we prepared for the coming disruption?
  • Signals and Uber trends
  • Why AI is unlike past revolutions
  • Separating the hype from the real transformation signals
  • Early adopters versus mainstream users
  • Building hybrid human-AI organizations
  • The coming wave of job displacement
  • Practical upskilling strategies you need to implement


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.




]]> 1979 no Ep 739: TA's Challenges and Priorities for 2026 https://recruitingfuture.com The economic, demographic, and technological forces of change are continuing to drive disruption, confusion, and chaos. Against the backdrop of this ever-shifting landscape, TA Leaders are expected to deliver greater value to their organizations than ever before. So how are they planning to do this in the next 12 months? What are the strategic priorities, how are budgets being impacted, and where and how is AI being deployed to help? My guest this week is Sven Elbert, Head of Analyst Services at Fosway Group. Fosway recently published TA Realities Research, a survey of European TA Leaders on their strategic priorities and budgets for the coming year. In our conversation, we dig into the details, discuss surprising results, and identify a significant issue with how AI is currently being used. In the interview, we discuss: TA's challenges and shifting priorities Budget pressure and significant implications for agencies How will TA deliver value to their organizations in 2026? The AI adoption cycle and cutting through the hype Why isn't AI being used to solve strategic problems? Basic AI features versus transformational AI features What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 18 Oct 2025 06:45:00 -0000 TA's Challenges and Priorities for 2026 full 739 Matt Alder Sven Elbert⁠, Head of Analyst Services at ⁠Fosway Group, talks to Matt Alder The economic, demographic, and technological forces of change are continuing to drive disruption, confusion, and chaos. Against the backdrop of this ever-shifting landscape, TA Leaders are expected to deliver greater value to their organizations than ever before. So how are they planning to do this in the next 12 months? What are the strategic priorities, how are budgets being impacted, and where and how is AI being deployed to help? My guest this week is Sven Elbert, Head of Analyst Services at Fosway Group. Fosway recently published TA Realities Research, a survey of European TA Leaders on their strategic priorities and budgets for the coming year. In our conversation, we dig into the details, discuss surprising results, and identify a significant issue with how AI is currently being used. In the interview, we discuss: TA's challenges and shifting priorities Budget pressure and significant implications for agencies How will TA deliver value to their organizations in 2026? The AI adoption cycle and cutting through the hype Why isn't AI being used to solve strategic problems? Basic AI features versus transformational AI features What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The economic, demographic, and technological forces of change are continuing to drive disruption, confusion, and chaos. Against the backdrop of this ever-shifting landscape, TA Leaders are expected to deliver greater value to their organizations than ever before. So how are they planning to do this in the next 12 months? What are the strategic priorities, how are budgets being impacted, and where and how is AI being deployed to help?


My guest this week is Sven Elbert, Head of Analyst Services at Fosway Group. Fosway recently published TA Realities Research, a survey of European TA Leaders on their strategic priorities and budgets for the coming year. In our conversation, we dig into the details, discuss surprising results, and identify a significant issue with how AI is currently being used.


In the interview, we discuss:


  • TA's challenges and shifting priorities
  • Budget pressure and significant implications for agencies


  • How will TA deliver value to their organizations in 2026?


  • The AI adoption cycle and cutting through the hype
  • Why isn't AI being used to solve strategic problems?


  • Basic AI features versus transformational AI features


  • What does the future look like?

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1856 no Ep 738: How to Implement AI Successfully In HR & TA https://recruitingfuture.com Most organizations approaching AI are struggling and running pilot projects that go nowhere. The common assumption is that the technology itself is flawed, over hyped, or too complex. However, the employers that are succeeding with AI have discovered something different. The technology isn't the problem, and the real barriers are human. Employee resistance, fear about job security, and the inertia of doing things the way they've always been done. What makes the difference between AI projects that fail and those that transform how teams actually work? My guest this week is Taylor Bradley, VP Talent Strategy & Success at Turing. In our conversation, Taylor shares how he built grassroots adoption in his team by starting with simple prompt libraries, the framework for deciding what should be automated, what should be augmented, and what should be left to humans, and why every AI project is really a human change management project in disguise.. In the interview, we discuss: Unlocking AI's full potential The most significant challenges when implementing AI in HR and TA Why AI pilots fail AI projects are actually human change management projects The inertia of the status quo Talent use cases When to augment and when to automate Breaking down roles into tasks Surprising measures of success How HR and TA roles need to evolve Considering adverse impacts What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 15 Oct 2025 13:30:00 -0000 How to Implement AI Successfully In HR & TA full 738 Matt Alder ⁠Taylor Bradley⁠, VP Talent Strategy & Success at ⁠Turing⁠ talks to Matt Alder Most organizations approaching AI are struggling and running pilot projects that go nowhere. The common assumption is that the technology itself is flawed, over hyped, or too complex. However, the employers that are succeeding with AI have discovered something different. The technology isn't the problem, and the real barriers are human. Employee resistance, fear about job security, and the inertia of doing things the way they've always been done. What makes the difference between AI projects that fail and those that transform how teams actually work? My guest this week is Taylor Bradley, VP Talent Strategy & Success at Turing. In our conversation, Taylor shares how he built grassroots adoption in his team by starting with simple prompt libraries, the framework for deciding what should be automated, what should be augmented, and what should be left to humans, and why every AI project is really a human change management project in disguise.. In the interview, we discuss: Unlocking AI's full potential The most significant challenges when implementing AI in HR and TA Why AI pilots fail AI projects are actually human change management projects The inertia of the status quo Talent use cases When to augment and when to automate Breaking down roles into tasks Surprising measures of success How HR and TA roles need to evolve Considering adverse impacts What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Most organizations approaching AI are struggling and running pilot projects that go nowhere. The common assumption is that the technology itself is flawed, over hyped, or too complex. However, the employers that are succeeding with AI have discovered something different. The technology isn't the problem, and the real barriers are human. Employee resistance, fear about job security, and the inertia of doing things the way they've always been done.


What makes the difference between AI projects that fail and those that transform how teams actually work?


My guest this week is Taylor Bradley, VP Talent Strategy & Success at Turing. In our conversation, Taylor shares how he built grassroots adoption in his team by starting with simple prompt libraries, the framework for deciding what should be automated, what should be augmented, and what should be left to humans, and why every AI project is really a human change management project in disguise..


In the interview, we discuss:


  • Unlocking AI's full potential


  • The most significant challenges when implementing AI in HR and TA


  • Why AI pilots fail


  • AI projects are actually human change management projects


  • The inertia of the status quo


  • Talent use cases


  • When to augment and when to automate


  • Breaking down roles into tasks


  • Surprising measures of success


  • How HR and TA roles need to evolve


  • Considering adverse impacts


  • What will the future look like?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1514 no Ep 737: Building A Team Of Talent Partners https://recruitingfuture.com To survive as a function, it's clear that TA teams need to become strategic partners to their businesses rather than service providers. But what does that really mean in practice? It's easy to talk about being strategic, but the execution is where most teams struggle. The challenge isn't just about new processes or technologies. It's about fundamentally different ways of communicating with hiring managers and stakeholders. It's about asking better questions, listening more effectively, and knowing when to challenge decisions without creating unnecessary friction. So, how do you build a TA Team of Talent Partners? My guest this week is Jeff Soto, Vice President Talent Acquisition (Americas) at Sony Music Entertainment. In our conversation, Jeff reveals the specific techniques his teams use to partner with the business and why communication skills matter more than ever in our age of technology-driven disruption. In the interview, we discuss: The essential skills required in TA right now. Talent Advisory versus Talent Partner Adopting a coaching mindset Active listening, clarity, and summarizing  Persuading with data, analytics, and insights Challenging hiring managers in non-adversarial ways What will the TA team of the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 11 Oct 2025 22:32:00 -0000 Building A Team Of Talent Partners full 737 Matt Alder Jeff Soto⁠, VP Talent Acquisition (Americas) at ⁠Sony Music Entertainment⁠, talks to Matt Alder To survive as a function, it's clear that TA teams need to become strategic partners to their businesses rather than service providers. But what does that really mean in practice? It's easy to talk about being strategic, but the execution is where most teams struggle. The challenge isn't just about new processes or technologies. It's about fundamentally different ways of communicating with hiring managers and stakeholders. It's about asking better questions, listening more effectively, and knowing when to challenge decisions without creating unnecessary friction. So, how do you build a TA Team of Talent Partners? My guest this week is Jeff Soto, Vice President Talent Acquisition (Americas) at Sony Music Entertainment. In our conversation, Jeff reveals the specific techniques his teams use to partner with the business and why communication skills matter more than ever in our age of technology-driven disruption. In the interview, we discuss: The essential skills required in TA right now. Talent Advisory versus Talent Partner Adopting a coaching mindset Active listening, clarity, and summarizing  Persuading with data, analytics, and insights Challenging hiring managers in non-adversarial ways What will the TA team of the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. To survive as a function, it's clear that TA teams need to become strategic partners to their businesses rather than service providers. But what does that really mean in practice? It's easy to talk about being strategic, but the execution is where most teams struggle.

The challenge isn't just about new processes or technologies. It's about fundamentally different ways of communicating with hiring managers and stakeholders. It's about asking better questions, listening more effectively, and knowing when to challenge decisions without creating unnecessary friction. So, how do you build a TA Team of Talent Partners?

My guest this week is Jeff Soto, Vice President Talent Acquisition (Americas) at Sony Music Entertainment. In our conversation, Jeff reveals the specific techniques his teams use to partner with the business and why communication skills matter more than ever in our age of technology-driven disruption.

In the interview, we discuss:

  • The essential skills required in TA right now.
  • Talent Advisory versus Talent Partner
  • Adopting a coaching mindset
  • Active listening, clarity, and summarizing 
  • Persuading with data, analytics, and insights
  • Challenging hiring managers in non-adversarial ways
  • What will the TA team of the future look like?


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.


]]> 1413 no Ep 736: Trust, Influence & The Future Of Recruitment Marketing https://recruitingfuture.com Something fundamental has shifted in how people find work. Job boards that dominated for decades are losing their effectiveness. Candidates are overwhelmed and skeptical. Employers are drowning in applications that are all the same. The old playbook simply isn't working anymore. Meanwhile, the TikTokification of communication and the rise of the creator economy are reshaping the marketing landscape. People trust other people more than corporate messaging and want to hear authentic voices, not polished PR. So could this approach work for hiring? My guests this week are Tracey Parsons, CEO of Flockity, and J.T. O'Donnell, founder of Work It Daily. In our conversation, they explain how the influencer model not only has the potential to transform talent attraction but could also fundamentally change the way recruiting works. In the interview, we discuss: What's gone wrong with job boards and the job search The loss of trust The reality of interest-based algorithms The growth of the knowledge creator economy Using influencers to promote jobs How job seekers and employers feel about influencer marketing Why the recruiting process needs radical updating Inserting the right friction points in a seamless experience What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 11 Oct 2025 11:42:00 -0000 Trust, Influence & The Future Of Recruitment Marketing full 736 Matt Alder ⁠Tracey Parsons⁠, CEO of Flockity, and ⁠J.T. O'Donnell,⁠ founder of Work It Daily, talk to Matt Alder Something fundamental has shifted in how people find work. Job boards that dominated for decades are losing their effectiveness. Candidates are overwhelmed and skeptical. Employers are drowning in applications that are all the same. The old playbook simply isn't working anymore. Meanwhile, the TikTokification of communication and the rise of the creator economy are reshaping the marketing landscape. People trust other people more than corporate messaging and want to hear authentic voices, not polished PR. So could this approach work for hiring? My guests this week are Tracey Parsons, CEO of Flockity, and J.T. O'Donnell, founder of Work It Daily. In our conversation, they explain how the influencer model not only has the potential to transform talent attraction but could also fundamentally change the way recruiting works. In the interview, we discuss: What's gone wrong with job boards and the job search The loss of trust The reality of interest-based algorithms The growth of the knowledge creator economy Using influencers to promote jobs How job seekers and employers feel about influencer marketing Why the recruiting process needs radical updating Inserting the right friction points in a seamless experience What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Something fundamental has shifted in how people find work. Job boards that dominated for decades are losing their effectiveness. Candidates are overwhelmed and skeptical. Employers are drowning in applications that are all the same. The old playbook simply isn't working anymore.


Meanwhile, the TikTokification of communication and the rise of the creator economy are reshaping the marketing landscape. People trust other people more than corporate messaging and want to hear authentic voices, not polished PR. So could this approach work for hiring?


My guests this week are Tracey Parsons, CEO of Flockity, and J.T. O'Donnell, founder of Work It Daily. In our conversation, they explain how the influencer model not only has the potential to transform talent attraction but could also fundamentally change the way recruiting works.


In the interview, we discuss:

  • What's gone wrong with job boards and the job search
  • The loss of trust
  • The reality of interest-based algorithms
  • The growth of the knowledge creator economy
  • Using influencers to promote jobs
  • How job seekers and employers feel about influencer marketing
  • Why the recruiting process needs radical updating
  • Inserting the right friction points in a seamless experience
  • What does the future look like?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.



]]> 2356 no Round Up September 2025 https://recruitingfuture.com Recruiting Future Round Up is back in a brand-new live format. Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time. In this recording (previously live) Matt is joined by special guest HR Analyst Mervyn Dinnen, as they look back at September’s seven interviews.  Episodes featured in this Round Up: Ep 727 Becoming A Long-Haul Leader Ep 728: The Problem With Bias Ep 729: Using AI Responsibly In TA Ep 730: Is Recruitment Marketing Stuck In A Rut? Ep 731: Recruiting Top AI Talent Ep 732: Are Job Interviews Obsolete? Ep 733: Making Sense of HR Tech’s AI Explosion Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 08 Oct 2025 23:15:00 -0000 Round Up September 2025 full Matt Alder Matt Alder and Mervyn Dinnen look back on interviews from The Recruiting Future Podcast published during September 2025 Recruiting Future Round Up is back in a brand-new live format. Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time. In this recording (previously live) Matt is joined by special guest HR Analyst Mervyn Dinnen, as they look back at September’s seven interviews.  Episodes featured in this Round Up: Ep 727 Becoming A Long-Haul Leader Ep 728: The Problem With Bias Ep 729: Using AI Responsibly In TA Ep 730: Is Recruitment Marketing Stuck In A Rut? Ep 731: Recruiting Top AI Talent Ep 732: Are Job Interviews Obsolete? Ep 733: Making Sense of HR Tech’s AI Explosion Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Recruiting Future Round Up is back in a brand-new live format.

Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time.

In this recording (previously live) Matt is joined by special guest HR Analyst Mervyn Dinnen, as they look back at September’s seven interviews. 

Episodes featured in this Round Up:


Ep 727 Becoming A Long-Haul Leader


Ep 728: The Problem With Bias


Ep 729: Using AI Responsibly In TA


Ep 730: Is Recruitment Marketing Stuck In A Rut?


Ep 731: Recruiting Top AI Talent


Ep 732: Are Job Interviews Obsolete?


Ep 733: Making Sense of HR Tech’s AI Explosion


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.


]]> 2194 no Ep 735: AI's Impact On Recruitment Marketing https://recruitingfuture.com Recruitment marketing is undergoing a fundamental shift as AI transforms the way work is done and who does it. Marketing automation is evolving at a rapid pace and will drive significant, efficient gains, but what is the impact of originality, creativity, and strategic thinking? So how are recruitment marketers evolving, and what should employers now expect from their recruitment marketing teams and agencies?  My guest this week is James Whitelock, Managing Director at ThinkinCircles Recruitment Marketing. In our conversation, James reveals what employers should demand from modern recruitment marketers, which skills remain irreplaceable, and how to build teams that leverage AI without losing human creativity. In the interview, we discuss: How AI is democratising recruitment marketing The ever-growing scale and scope of automation Strategy and creativity How can employers stand out from the AI-generated "slop" Brand building, story telling and tech orchestration What skills are now needed in recruitment marketing Building out capability Can AI help recruitment marketing to be properly strategic? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 05 Oct 2025 17:31:00 -0000 AI's Impact On Recruitment Marketing full 735 Matt Alder James Whitelock, Managing Director at ThinkinCircles Recruitment Marketing, talks to Matt Alder Recruitment marketing is undergoing a fundamental shift as AI transforms the way work is done and who does it. Marketing automation is evolving at a rapid pace and will drive significant, efficient gains, but what is the impact of originality, creativity, and strategic thinking? So how are recruitment marketers evolving, and what should employers now expect from their recruitment marketing teams and agencies?  My guest this week is James Whitelock, Managing Director at ThinkinCircles Recruitment Marketing. In our conversation, James reveals what employers should demand from modern recruitment marketers, which skills remain irreplaceable, and how to build teams that leverage AI without losing human creativity. In the interview, we discuss: How AI is democratising recruitment marketing The ever-growing scale and scope of automation Strategy and creativity How can employers stand out from the AI-generated "slop" Brand building, story telling and tech orchestration What skills are now needed in recruitment marketing Building out capability Can AI help recruitment marketing to be properly strategic? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Recruitment marketing is undergoing a fundamental shift as AI transforms the way work is done and who does it. Marketing automation is evolving at a rapid pace and will drive significant, efficient gains, but what is the impact of originality, creativity, and strategic thinking? So how are recruitment marketers evolving, and what should employers now expect from their recruitment marketing teams and agencies? 


My guest this week is James Whitelock, Managing Director at ThinkinCircles Recruitment Marketing. In our conversation, James reveals what employers should demand from modern recruitment marketers, which skills remain irreplaceable, and how to build teams that leverage AI without losing human creativity.


In the interview, we discuss:

  • How AI is democratising recruitment marketing
  • The ever-growing scale and scope of automation
  • Strategy and creativity
  • How can employers stand out from the AI-generated "slop"
  • Brand building, story telling and tech orchestration
  • What skills are now needed in recruitment marketing
  • Building out capability
  • Can AI help recruitment marketing to be properly strategic?
  • What does the future look like?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1781 no Ep 734 Why Skills Really Matter https://recruitingfuture.com We have been discussing skills for so long that there is a temptation to dismiss anything skills-based as just another set of buzzwords. However, if anything, we aren't talking about skills enough and certainly not in the holistic way we need to be. Forward-thinking companies are already using skills-based approaches to solve critical business problems. These aren't abstract HR initiatives but data-driven transformations directly tied to revenue and operational outcomes. AI is helping to deconstruct jobs into tasks, map skills with precision, and deploy talent with unprecedented flexibility. So how are organizations making this transformation, and what does this mean for talent acquisition's role in driving business strategy? My guest this week is Craig Friedman, Talent Skills Transformation Leader at St. Charles Consulting Group and author of the book "Enterprise Skills Unlocked,". In our conversation, he shares how skills-based organizations are solving real business challenges and fundamentally changing how HR and talent acquisition deliver value. In the interview, we discuss: Definitions and drivers Moving from skills curious to skills ready A data-driven HR Transformation Building more effective talent processes by linking skills to people The workforce planning revolution Moving from headcount planning to capability planning True talent intelligence The role of AI Driving mobility and opening up talent markets Aligning HR and TA to business outcomes and strategy Getting started What the future will look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 05 Oct 2025 17:10:00 -0000 Why Skills Really Matter full 734 Matt Alder ⁠Craig Friedman⁠, consultant and author of the book "Enterprise Skills Unlocked," talks to Matt Alder We have been discussing skills for so long that there is a temptation to dismiss anything skills-based as just another set of buzzwords. However, if anything, we aren't talking about skills enough and certainly not in the holistic way we need to be. Forward-thinking companies are already using skills-based approaches to solve critical business problems. These aren't abstract HR initiatives but data-driven transformations directly tied to revenue and operational outcomes. AI is helping to deconstruct jobs into tasks, map skills with precision, and deploy talent with unprecedented flexibility. So how are organizations making this transformation, and what does this mean for talent acquisition's role in driving business strategy? My guest this week is Craig Friedman, Talent Skills Transformation Leader at St. Charles Consulting Group and author of the book "Enterprise Skills Unlocked,". In our conversation, he shares how skills-based organizations are solving real business challenges and fundamentally changing how HR and talent acquisition deliver value. In the interview, we discuss: Definitions and drivers Moving from skills curious to skills ready A data-driven HR Transformation Building more effective talent processes by linking skills to people The workforce planning revolution Moving from headcount planning to capability planning True talent intelligence The role of AI Driving mobility and opening up talent markets Aligning HR and TA to business outcomes and strategy Getting started What the future will look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. We have been discussing skills for so long that there is a temptation to dismiss anything skills-based as just another set of buzzwords. However, if anything, we aren't talking about skills enough and certainly not in the holistic way we need to be. Forward-thinking companies are already using skills-based approaches to solve critical business problems. These aren't abstract HR initiatives but data-driven transformations directly tied to revenue and operational outcomes. AI is helping to deconstruct jobs into tasks, map skills with precision, and deploy talent with unprecedented flexibility. So how are organizations making this transformation, and what does this mean for talent acquisition's role in driving business strategy?


My guest this week is Craig Friedman, Talent Skills Transformation Leader at St. Charles Consulting Group and author of the book "Enterprise Skills Unlocked,". In our conversation, he shares how skills-based organizations are solving real business challenges and fundamentally changing how HR and talent acquisition deliver value.


In the interview, we discuss:

  • Definitions and drivers
  • Moving from skills curious to skills ready
  • A data-driven HR Transformation
  • Building more effective talent processes by linking skills to people
  • The workforce planning revolution
  • Moving from headcount planning to capability planning
  • True talent intelligence
  • The role of AI
  • Driving mobility and opening up talent markets
  • Aligning HR and TA to business outcomes and strategy
  • Getting started
  • What the future will look like


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1803 no Ep 733: Making Sense of HR Tech's AI Explosion https://recruitingfuture.com I recently returned from my annual pilgrimage to the HR Technology Conference in Las Vegas. There are a ton of conferences in our industry, but HR Tech still remains the event to come to for the most comprehensive view of innovation in talent acquisition. It is clear that things are moving fast with technology; AI is already moving from narrow, single-use tools to orchestration layers and multiple agents that promise to revolutionise talent acquisition. Unfortunately, it is making the tech landscape very difficult to understand from a buyer's perspective, as traditional software categories are collapsing. At the same time, the legacy cornerstones of the recruiting process, resumes, interviews, and job descriptions, are looking increasingly inadequate, with candidates and employers caught in an AI arms race that is currently making the experience worse rather than better. So how can TA leaders cut through the noise, balance efficiency with fairness, and bring humanity back into recruiting while taking advantage of the enormous potential AI offers? What new skills will be needed to lead in this environment, and how do organisations avoid just using AI to do the wrong things faster? While I was at the show, I caught up with two of my regular podcast guests, Allyn Bailey, Senior Director of Brand and Communications at SmatRecruiters, and Daniel Chait, CEO of Greenhouse, both of whom offered some sensible guiding insights into what is becoming a very complex space. In the interviews, we discuss: Blurring categories of vendors is confusing for buyers. AI's next phase of orchestration layers and multiple agents The importance of open systems Will we finally see the end of resumes? The surge of AI interviewing Why the candidate experience keeps getting worse Balancing efficiency with fairness and keeping humans in the loop The new skills TA Leaders need Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 29 Sep 2025 22:02:00 -0000 Making Sense of HR Tech's AI Explosion full 733 Matt Alder ⁠Allyn Bailey⁠, Senior Director of Brand and Communications at SmatRecruiters, and⁠ Daniel Chait⁠, CEO of Greenhouse, talk to Matt Alder I recently returned from my annual pilgrimage to the HR Technology Conference in Las Vegas. There are a ton of conferences in our industry, but HR Tech still remains the event to come to for the most comprehensive view of innovation in talent acquisition. It is clear that things are moving fast with technology; AI is already moving from narrow, single-use tools to orchestration layers and multiple agents that promise to revolutionise talent acquisition. Unfortunately, it is making the tech landscape very difficult to understand from a buyer's perspective, as traditional software categories are collapsing. At the same time, the legacy cornerstones of the recruiting process, resumes, interviews, and job descriptions, are looking increasingly inadequate, with candidates and employers caught in an AI arms race that is currently making the experience worse rather than better. So how can TA leaders cut through the noise, balance efficiency with fairness, and bring humanity back into recruiting while taking advantage of the enormous potential AI offers? What new skills will be needed to lead in this environment, and how do organisations avoid just using AI to do the wrong things faster? While I was at the show, I caught up with two of my regular podcast guests, Allyn Bailey, Senior Director of Brand and Communications at SmatRecruiters, and Daniel Chait, CEO of Greenhouse, both of whom offered some sensible guiding insights into what is becoming a very complex space. In the interviews, we discuss: Blurring categories of vendors is confusing for buyers. AI's next phase of orchestration layers and multiple agents The importance of open systems Will we finally see the end of resumes? The surge of AI interviewing Why the candidate experience keeps getting worse Balancing efficiency with fairness and keeping humans in the loop The new skills TA Leaders need Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. I recently returned from my annual pilgrimage to the HR Technology Conference in Las Vegas. There are a ton of conferences in our industry, but HR Tech still remains the event to come to for the most comprehensive view of innovation in talent acquisition.

It is clear that things are moving fast with technology; AI is already moving from narrow, single-use tools to orchestration layers and multiple agents that promise to revolutionise talent acquisition. Unfortunately, it is making the tech landscape very difficult to understand from a buyer's perspective, as traditional software categories are collapsing.

At the same time, the legacy cornerstones of the recruiting process, resumes, interviews, and job descriptions, are looking increasingly inadequate, with candidates and employers caught in an AI arms race that is currently making the experience worse rather than better.

So how can TA leaders cut through the noise, balance efficiency with fairness, and bring humanity back into recruiting while taking advantage of the enormous potential AI offers? What new skills will be needed to lead in this environment, and how do organisations avoid just using AI to do the wrong things faster?

While I was at the show, I caught up with two of my regular podcast guests, Allyn Bailey, Senior Director of Brand and Communications at SmatRecruiters, and Daniel Chait, CEO of Greenhouse, both of whom offered some sensible guiding insights into what is becoming a very complex space.

In the interviews, we discuss:

  • Blurring categories of vendors is confusing for buyers.
  • AI's next phase of orchestration layers and multiple agents
  • The importance of open systems
  • Will we finally see the end of resumes?
  • The surge of AI interviewing
  • Why the candidate experience keeps getting worse
  • Balancing efficiency with fairness and keeping humans in the loop
  • The new skills TA Leaders need

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 2055 no Ep 732: Are Job Interviews Obsolete? https://recruitingfuture.com The job interview has been a part of the recruiting process for over 100 years, with Thomas Edison widely credited as the original architect of this central tenet of the recruiting process. But with so much change happening since then, are interviews still fit for purpose in their current format, and if they aren't, what should they be replaced with? My guest this week is Sarah Lamontagne, founder of Montagne Motion Consulting. Sarah has worked in all aspects of recruiting and talent acquisition and, based on her experience, strongly believes that employees should be moving away from interviews and looking at other methods of assessment to bring the recruiting process up to date. In the interview, we discuss: The significant challenges in hiring at the moment The origins of the job interview and why they are no longer fit for purpose How is recruiting slow to evolve What should replace interviews, and how do you enable candidates to demonstrate their skills at scale? The role of technology A new generation in the workforce who are driving change What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 18 Sep 2025 13:30:00 -0000 Are Job Interviews Obsolete? full 732 Matt Alder In this episode, Matt Alder talks to Sarah Lamontagne, founder of Montagne Motion Consulting, about what should replace the job interview. The job interview has been a part of the recruiting process for over 100 years, with Thomas Edison widely credited as the original architect of this central tenet of the recruiting process. But with so much change happening since then, are interviews still fit for purpose in their current format, and if they aren't, what should they be replaced with? My guest this week is Sarah Lamontagne, founder of Montagne Motion Consulting. Sarah has worked in all aspects of recruiting and talent acquisition and, based on her experience, strongly believes that employees should be moving away from interviews and looking at other methods of assessment to bring the recruiting process up to date. In the interview, we discuss: The significant challenges in hiring at the moment The origins of the job interview and why they are no longer fit for purpose How is recruiting slow to evolve What should replace interviews, and how do you enable candidates to demonstrate their skills at scale? The role of technology A new generation in the workforce who are driving change What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The job interview has been a part of the recruiting process for over 100 years, with Thomas Edison widely credited as the original architect of this central tenet of the recruiting process. But with so much change happening since then, are interviews still fit for purpose in their current format, and if they aren't, what should they be replaced with?


My guest this week is Sarah Lamontagne, founder of Montagne Motion Consulting. Sarah has worked in all aspects of recruiting and talent acquisition and, based on her experience, strongly believes that employees should be moving away from interviews and looking at other methods of assessment to bring the recruiting process up to date.


In the interview, we discuss:

  • The significant challenges in hiring at the moment
  • The origins of the job interview and why they are no longer fit for purpose
  • How is recruiting slow to evolve
  • What should replace interviews, and how do you enable candidates to demonstrate their skills at scale?
  • The role of technology
  • A new generation in the workforce who are driving change
  • What does the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1355 no Ep 731: Recruiting Top AI Talent https://recruitingfuture.com The ongoing slump in tech hiring is well-documented. However, the demand for talented AI professionals, particularly at the leadership level, is absolutely off the scale. With unprecedented salaries being promised by the leading AI players, how can other employers compete, and what do the TA team need to know to secure the talent their organisation needs? My guest this week is Rebecca Hastings, founder of Lucent Search. Rebecca has been hiring AI leaders for her clients for over a decade and a half, and Lucent Search recently published a research report investigating what top AI Leaders want from their jobs and careers. In our conversation, we explore some of the findings, and Rebecca offers some very valuable advice to TA teams looking for top AI talent. In the interview, we discuss: The rise of the Chief AI Officer and the reshaping of the C-Suite Career frustration and the loyalty penalty The perception AI Leaders have of talent acquisition Why humans are still critical in AI projects and transformations What motivates AI professionals to change jobs Which skills are most in demand? Where should AI transformation sit in the business? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 16 Sep 2025 13:30:00 -0000 Recruiting Top AI Talent full 731 Matt Alder In this episode, Matt Alder talks to Rebecca Hastings, founder of Lucent Search, about hiring top AI talent. The ongoing slump in tech hiring is well-documented. However, the demand for talented AI professionals, particularly at the leadership level, is absolutely off the scale. With unprecedented salaries being promised by the leading AI players, how can other employers compete, and what do the TA team need to know to secure the talent their organisation needs? My guest this week is Rebecca Hastings, founder of Lucent Search. Rebecca has been hiring AI leaders for her clients for over a decade and a half, and Lucent Search recently published a research report investigating what top AI Leaders want from their jobs and careers. In our conversation, we explore some of the findings, and Rebecca offers some very valuable advice to TA teams looking for top AI talent. In the interview, we discuss: The rise of the Chief AI Officer and the reshaping of the C-Suite Career frustration and the loyalty penalty The perception AI Leaders have of talent acquisition Why humans are still critical in AI projects and transformations What motivates AI professionals to change jobs Which skills are most in demand? Where should AI transformation sit in the business? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The ongoing slump in tech hiring is well-documented. However, the demand for talented AI professionals, particularly at the leadership level, is absolutely off the scale. With unprecedented salaries being promised by the leading AI players, how can other employers compete, and what do the TA team need to know to secure the talent their organisation needs?


My guest this week is Rebecca Hastings, founder of Lucent Search. Rebecca has been hiring AI leaders for her clients for over a decade and a half, and Lucent Search recently published a research report investigating what top AI Leaders want from their jobs and careers. In our conversation, we explore some of the findings, and Rebecca offers some very valuable advice to TA teams looking for top AI talent.


In the interview, we discuss:


  • The rise of the Chief AI Officer and the reshaping of the C-Suite


  • Career frustration and the loyalty penalty


  • The perception AI Leaders have of talent acquisition


  • Why humans are still critical in AI projects and transformations


  • What motivates AI professionals to change jobs


  • Which skills are most in demand?


  • Where should AI transformation sit in the business?


  • What does the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1665 no Ep 730: Is Recruitment Marketing Stuck In A Rut? https://recruitingfuture.com Jobseeker behavior is changing with Gen AI and social media becoming ever stronger forces of influencers in career choices. However, a lot of recruitment marketing activity is failing to keep up with employers stuck in a rut and not casting the net wide enough or in the right way. Shockingly, many TA teams still lack basic visibility into their recruitment marketing metrics and can't prove ROI to their CFOs. While candidates increasingly use ChatGPT for job searches, few employers have optimized their content for AI discovery, and many career sites still remain conversion killers. So what should employers be doing, and how can they prepare for 2026? My guest this week is Neil Costa, Founder and CEO of HireClix. In our conversation, Neil reveals the stark reality of where most organizations actually are with their recruitment marketing efforts and offers some valuable advice on how they should be moving forward. In the interview, we discuss: The current challenges in recruitment marketing How employers need to stand out and appeal to a multigenerational audience Overreliance on Indeed and LinkedIn The role of search and social AI optimisation Getting a competitive talent advantage Keeping marketing momentum with reduced budgets The vital importance of metrics and ROI The importance of authenticity Dynamic personalization and the role of career sites What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 12 Sep 2025 13:30:00 -0000 Is Recruitment Marketing Stuck In A Rut? full 730 Matt Alder Neil Costa, Founder and CEO of HireClix, talks to Matt Alder. Jobseeker behavior is changing with Gen AI and social media becoming ever stronger forces of influencers in career choices. However, a lot of recruitment marketing activity is failing to keep up with employers stuck in a rut and not casting the net wide enough or in the right way. Shockingly, many TA teams still lack basic visibility into their recruitment marketing metrics and can't prove ROI to their CFOs. While candidates increasingly use ChatGPT for job searches, few employers have optimized their content for AI discovery, and many career sites still remain conversion killers. So what should employers be doing, and how can they prepare for 2026? My guest this week is Neil Costa, Founder and CEO of HireClix. In our conversation, Neil reveals the stark reality of where most organizations actually are with their recruitment marketing efforts and offers some valuable advice on how they should be moving forward. In the interview, we discuss: The current challenges in recruitment marketing How employers need to stand out and appeal to a multigenerational audience Overreliance on Indeed and LinkedIn The role of search and social AI optimisation Getting a competitive talent advantage Keeping marketing momentum with reduced budgets The vital importance of metrics and ROI The importance of authenticity Dynamic personalization and the role of career sites What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Jobseeker behavior is changing with Gen AI and social media becoming ever stronger forces of influencers in career choices. However, a lot of recruitment marketing activity is failing to keep up with employers stuck in a rut and not casting the net wide enough or in the right way.


Shockingly, many TA teams still lack basic visibility into their recruitment marketing metrics and can't prove ROI to their CFOs. While candidates increasingly use ChatGPT for job searches, few employers have optimized their content for AI discovery, and many career sites still remain conversion killers.


So what should employers be doing, and how can they prepare for 2026?


My guest this week is Neil Costa, Founder and CEO of HireClix. In our conversation, Neil reveals the stark reality of where most organizations actually are with their recruitment marketing efforts and offers some valuable advice on how they should be moving forward.


In the interview, we discuss:

  • The current challenges in recruitment marketing
  • How employers need to stand out and appeal to a multigenerational audience
  • Overreliance on Indeed and LinkedIn
  • The role of search and social
  • AI optimisation


  • Getting a competitive talent advantage
  • Keeping marketing momentum with reduced budgets
  • The vital importance of metrics and ROI
  • The importance of authenticity
  • Dynamic personalization and the role of career sites
  • What does the future look like


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1673 no Ep 729: Using AI Responsibly In TA https://recruitingfuture.com The AI landscape in recruiting is evolving rapidly, with vendors racing to add AI features and many employers eager to embrace transformation. But navigating this shift successfully requires understanding what questions to ask and which foundations to build. From vendor transparency to compliance, from bias auditing to data governance, the path to effective AI implementation is not a simple one. What do TA teams need to consider to adopt a responsible approach to AI?   My guest this week is Martyn Redstone, a highly experienced advisor on AI governance for HR and Recruitment. Martyn has spent the last 9 years working with AI in recruiting and has some incredibly valuable advice to share. In the interview, we discuss: Getting the foundations right Why false AI confidence is dangerous Four key vendor evaluation areas Third-party auditing Shadow AI and data breaches Generative versus decision-based AI Global regulatory landscape challenges Why guardrails actually accelerate innovation The task-based future of work Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 10 Sep 2025 13:30:00 -0000 Using AI Responsibly In TA full 729 Matt Alder Martyn Redstone. AI Governance expert, talks to Matt Alder. The AI landscape in recruiting is evolving rapidly, with vendors racing to add AI features and many employers eager to embrace transformation. But navigating this shift successfully requires understanding what questions to ask and which foundations to build. From vendor transparency to compliance, from bias auditing to data governance, the path to effective AI implementation is not a simple one. What do TA teams need to consider to adopt a responsible approach to AI?   My guest this week is Martyn Redstone, a highly experienced advisor on AI governance for HR and Recruitment. Martyn has spent the last 9 years working with AI in recruiting and has some incredibly valuable advice to share. In the interview, we discuss: Getting the foundations right Why false AI confidence is dangerous Four key vendor evaluation areas Third-party auditing Shadow AI and data breaches Generative versus decision-based AI Global regulatory landscape challenges Why guardrails actually accelerate innovation The task-based future of work Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The AI landscape in recruiting is evolving rapidly, with vendors racing to add AI features and many employers eager to embrace transformation. But navigating this shift successfully requires understanding what questions to ask and which foundations to build. From vendor transparency to compliance, from bias auditing to data governance, the path to effective AI implementation is not a simple one.

What do TA teams need to consider to adopt a responsible approach to AI?  

My guest this week is Martyn Redstone, a highly experienced advisor on AI governance for HR and Recruitment. Martyn has spent the last 9 years working with AI in recruiting and has some incredibly valuable advice to share.


In the interview, we discuss:

  • Getting the foundations right
  • Why false AI confidence is dangerous
  • Four key vendor evaluation areas
  • Third-party auditing
  • Shadow AI and data breaches
  • Generative versus decision-based AI
  • Global regulatory landscape challenges
  • Why guardrails actually accelerate innovation
  • The task-based future of work

Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1691 no Ep 728: The Problem With Bias https://recruitingfuture.com Bias in recruiting isn't just unfair, it's also bad for business. Bias in the recruiting process means many employers miss out on top talent simply because they're not seeing the full picture. Most organizations focus their anti-bias efforts on the interview stage, but the real damage happens much earlier in the process. With AI as a new complicating factor, how can we properly address bias and make recruiting fairer for everyone? My guest this week is Bas van de Haterd, recruiting polymath and also now co-founder of TA Audit Institute. As usual, Bas brings a vast amount of data and research to the conversation. In our discussion, we explore where bias really lives in the process, why current solutions miss the mark, and what the future of recruiting could look like. In the interview, we discuss: The impact of biased hiring on employers How most bias happens at the start of the recruiting process Why current approaches to eliminating bias aren't working Research findings on gender bias Job experience versus job knowledge Open hiring Does AI make things better or worse? Potential solutions What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 05 Sep 2025 13:30:00 -0000 The Problem With Bias full 728 Matt Alder Bas van de Haterd, Co-founder of the TA Audit Institute, talks to Matt Alder. Bias in recruiting isn't just unfair, it's also bad for business. Bias in the recruiting process means many employers miss out on top talent simply because they're not seeing the full picture. Most organizations focus their anti-bias efforts on the interview stage, but the real damage happens much earlier in the process. With AI as a new complicating factor, how can we properly address bias and make recruiting fairer for everyone? My guest this week is Bas van de Haterd, recruiting polymath and also now co-founder of TA Audit Institute. As usual, Bas brings a vast amount of data and research to the conversation. In our discussion, we explore where bias really lives in the process, why current solutions miss the mark, and what the future of recruiting could look like. In the interview, we discuss: The impact of biased hiring on employers How most bias happens at the start of the recruiting process Why current approaches to eliminating bias aren't working Research findings on gender bias Job experience versus job knowledge Open hiring Does AI make things better or worse? Potential solutions What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Bias in recruiting isn't just unfair, it's also bad for business. Bias in the recruiting process means many employers miss out on top talent simply because they're not seeing the full picture. Most organizations focus their anti-bias efforts on the interview stage, but the real damage happens much earlier in the process. With AI as a new complicating factor, how can we properly address bias and make recruiting fairer for everyone?


My guest this week is Bas van de Haterd, recruiting polymath and also now co-founder of TA Audit Institute. As usual, Bas brings a vast amount of data and research to the conversation. In our discussion, we explore where bias really lives in the process, why current solutions miss the mark, and what the future of recruiting could look like.


In the interview, we discuss:

  • The impact of biased hiring on employers
  • How most bias happens at the start of the recruiting process
  • Why current approaches to eliminating bias aren't working
  • Research findings on gender bias
  • Job experience versus job knowledge
  • Open hiring
  • Does AI make things better or worse?
  • Potential solutions
  • What does the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1671 no Ep 727 Becoming A Long-Haul Leader https://recruitingfuture.com The modern workplace has created an epidemic of burnout that's quietly destroying careers and companies alike. Many professionals are quietly battling anxiety, sleep disruption, and physical exhaustion while maintaining a facade of having everything under control. TA leaders are currently navigating AI adoption, defending budgets, managing anxious teams, and are still expected to fill critical roles faster than ever.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 04 Sep 2025 13:30:00 -0000 Becoming A Long-Haul Leader full 727 Matt Alder Chris Ducker, serial entrepreneur and bestselling author, talks to Matt Alder. The modern workplace has created an epidemic of burnout that's quietly destroying careers and companies alike. Many professionals are quietly battling anxiety, sleep disruption, and physical exhaustion while maintaining a facade of having everything under control. TA leaders are currently navigating AI adoption, defending budgets, managing anxious teams, and are still expected to fill critical roles faster than ever.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The modern workplace has created an epidemic of burnout that's quietly destroying careers and companies alike. Many professionals are quietly battling anxiety, sleep disruption, and physical exhaustion while maintaining a facade of having everything under control. TA leaders are currently navigating AI adoption, defending budgets, managing anxious teams, and are still expected to fill critical roles faster than ever. 


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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2320 no Round Up August 2025 https://recruitingfuture.com Recruiting Future Round Up is back in a brand-new live format. Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time. In this recording (previously live) Matt is joined by special guest, Rhona Pierce from the Workfluencer Podcast, as they look back at August’s six interviews.  Episodes featured in this Round Up: Ep 721: Inside Zapier’s AI Transformation Ep 722: Soft Skills, Hard Data – Making Predictive Hiring Work Ep 723: The Impact Of Career Gap Bias Ep 724: Search, Social, And Strategic Recruitment Marketing Ep 725: Making Neurodiversity Work Ep 726: How AI Is Finally Killing The Resume Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 03 Sep 2025 20:47:00 -0000 Round Up August 2025 full Matt Alder Matt Alder and Rhona Pierce look back on interviews from The Recruiting Future Podcast published during August 2025 Recruiting Future Round Up is back in a brand-new live format. Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time. In this recording (previously live) Matt is joined by special guest, Rhona Pierce from the Workfluencer Podcast, as they look back at August’s six interviews.  Episodes featured in this Round Up: Ep 721: Inside Zapier’s AI Transformation Ep 722: Soft Skills, Hard Data – Making Predictive Hiring Work Ep 723: The Impact Of Career Gap Bias Ep 724: Search, Social, And Strategic Recruitment Marketing Ep 725: Making Neurodiversity Work Ep 726: How AI Is Finally Killing The Resume Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Recruiting Future Round Up is back in a brand-new live format.

Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time.

In this recording (previously live) Matt is joined by special guest, Rhona Pierce from the Workfluencer Podcast, as they look back at August’s six interviews. 


Episodes featured in this Round Up:


Ep 721: Inside Zapier’s AI Transformation


Ep 722: Soft Skills, Hard Data – Making Predictive Hiring Work


Ep 723: The Impact Of Career Gap Bias


Ep 724: Search, Social, And Strategic Recruitment Marketing


Ep 725: Making Neurodiversity Work


Ep 726: How AI Is Finally Killing The Resume


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1654 no Best of The Alder Hour - Master Burnett, Madeline Laurano & Laurie Ruettimann https://recruitingfuture.com/ Recruiting Future is currently on summer break, and the regular show will resume next week. I didn't want to leave you with nothing to listen to over Labor Day weekend, though… The Alder Hour is my show with Purple Acorn, which live streams on LinkedIn every Monday afternoon. Every show features an interview segment, and I wanted to share here three of the best interviews we've had so far, showcasing three of the smartest people in the industry. Keep listening to hear: Master Burnett from HireBrain discussing the ways AI can augment hiring Madeline Laurano, the founder of Aptitude Research, talking about the impact of AI on the vendor  landscape Laurie Ruettimann from Punk Rock HR warning us about the end of work as we know it. Fri, 29 Aug 2025 19:03:00 -0000 Best of The Alder Hour - Master Burnett, Madeline Laurano & Laurie Ruettimann bonus Matt Alder Matt Alder talks to Master Burnett, Madeline Laurano & Laurie Ruettimann Recruiting Future is currently on summer break, and the regular show will resume next week. I didn't want to leave you with nothing to listen to over Labor Day weekend, though… The Alder Hour is my show with Purple Acorn, which live streams on LinkedIn every Monday afternoon. Every show features an interview segment, and I wanted to share here three of the best interviews we've had so far, showcasing three of the smartest people in the industry. Keep listening to hear: Master Burnett from HireBrain discussing the ways AI can augment hiring Madeline Laurano, the founder of Aptitude Research, talking about the impact of AI on the vendor  landscape Laurie Ruettimann from Punk Rock HR warning us about the end of work as we know it. Recruiting Future is currently on summer break, and the regular show will resume next week. I didn't want to leave you with nothing to listen to over Labor Day weekend, though…


The Alder Hour is my show with Purple Acorn, which live streams on LinkedIn every Monday afternoon. Every show features an interview segment, and I wanted to share here three of the best interviews we've had so far, showcasing three of the smartest people in the industry.


Keep listening to hear:


Master Burnett from HireBrain discussing the ways AI can augment hiring


Madeline Laurano, the founder of Aptitude Research, talking about the impact of AI on the vendor 

landscape


Laurie Ruettimann from Punk Rock HR warning us about the end of work as we know it.

]]> 3340 no A Deep Dive Into AI & The Future Of Talent Acquisition https://recruitingfuture.com/ Recruiting Future is taking a couple of weeks off and will return the first week in September. In the meantime, I've got some summer specials for you. As I don't need to tell you, AI is a massive topic at the moment and isn't going to change any time soon; it's only going to get bigger and more critical. With that in mind, I wanted to share my thoughts on where we are with AI at the moment, its future direction, and also share the outline of a framework I've developed for strategic AI implementation in TA. Earlier in the summer, I was a guest on the Saville Assessment Deep Dive podcast, talking about AI. The host, Hannah Mullaney, asked such great questions that I thought I would drop the whole episode into the Recruiting Future podcast feed for you to take a listen to. So, with thanks to Hannah and the team at Saville, here is a deep dive into my take on AI and the future of talent acquisition. Fri, 22 Aug 2025 14:44:00 -0000 A Deep Dive Into AI & The Future Of Talent Acquisition full Matt Alder Matt Alder talks about the strategic use of AI in Talent Acquisition Recruiting Future is taking a couple of weeks off and will return the first week in September. In the meantime, I've got some summer specials for you. As I don't need to tell you, AI is a massive topic at the moment and isn't going to change any time soon; it's only going to get bigger and more critical. With that in mind, I wanted to share my thoughts on where we are with AI at the moment, its future direction, and also share the outline of a framework I've developed for strategic AI implementation in TA. Earlier in the summer, I was a guest on the Saville Assessment Deep Dive podcast, talking about AI. The host, Hannah Mullaney, asked such great questions that I thought I would drop the whole episode into the Recruiting Future podcast feed for you to take a listen to. So, with thanks to Hannah and the team at Saville, here is a deep dive into my take on AI and the future of talent acquisition. Recruiting Future is taking a couple of weeks off and will return the first week in September. In the meantime, I've got some summer specials for you.

As I don't need to tell you, AI is a massive topic at the moment and isn't going to change any time soon; it's only going to get bigger and more critical. With that in mind, I wanted to share my thoughts on where we are with AI at the moment, its future direction, and also share the outline of a framework I've developed for strategic AI implementation in TA.

Earlier in the summer, I was a guest on the Saville Assessment Deep Dive podcast, talking about AI. The host, Hannah Mullaney, asked such great questions that I thought I would drop the whole episode into the Recruiting Future podcast feed for you to take a listen to. So, with thanks to Hannah and the team at Saville, here is a deep dive into my take on AI and the future of talent acquisition.

]]> 3312 no Ep 726: How AI Is Finally Killing The Resume https://recruitingfuture.com The explosion of AI-generated applications isn't just breaking traditional recruiting - it's creating an unprecedented opportunity by making sophisticated assessment tools accessible for early-stage screening. There is now the opportunity to filter thousands of applicants based on actual predictive data. However, the vendor landscape here can be confusing, and some offerings lack the transparency that employers need. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 14 Aug 2025 13:30:00 -0000 How AI Is Finally Killing The Resume full 726 Matt Alder Djurre Holtrop, Assistant Professor at Tilburg University, talks to Matt Alder The explosion of AI-generated applications isn't just breaking traditional recruiting - it's creating an unprecedented opportunity by making sophisticated assessment tools accessible for early-stage screening. There is now the opportunity to filter thousands of applicants based on actual predictive data. However, the vendor landscape here can be confusing, and some offerings lack the transparency that employers need. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The explosion of AI-generated applications isn't just breaking traditional recruiting - it's creating an unprecedented opportunity by making sophisticated assessment tools accessible for early-stage screening. There is now the opportunity to filter thousands of applicants based on actual predictive data. However, the vendor landscape here can be confusing, and some offerings lack the transparency that employers need.


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.


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1580 no Ep 725: Making Neurodiversity Work https://recruitingfuture.com Up to 20% of the global workforce is likely to be neurodivergent and mostly undiagnosed. Understanding how to unlock the full potential of people with non-typical brains should be important to all employers. The difference between the right and wrong job fit for someone with ADHD or other neurodivergent conditions can be the difference between struggling daily and becoming a top performer.  So what if the key to creating exceptional teams lies not in trying to fit everyone into the same mold, but in asking the right questions to understand what each person needs to thrive? My guest this week is Shell Mendelson, an ADHD career coach with 35 years of experience helping neurodivergent individuals find their ideal work fit. In our conversation, Shell shares her proven process for identifying the "must-haves" that enable neurodivergent employees to perform at their highest level and explains why understanding individual needs benefits both employees and employers. In the interview, we discuss: The challenges for ND people at work Why everyone's needs are different The benefits of recognising the spectrum of different brains in your organization The contradictions of neurodiversity The importance of job fit and asking the right questions How small accommodations can make a massive impact Making work better for everyone 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 13 Aug 2025 13:30:00 -0000 Making Neurodiversity Work full 725 Matt Alder Shell Mendelson, ADHD career coach, talks to Matt Alder Up to 20% of the global workforce is likely to be neurodivergent and mostly undiagnosed. Understanding how to unlock the full potential of people with non-typical brains should be important to all employers. The difference between the right and wrong job fit for someone with ADHD or other neurodivergent conditions can be the difference between struggling daily and becoming a top performer.  So what if the key to creating exceptional teams lies not in trying to fit everyone into the same mold, but in asking the right questions to understand what each person needs to thrive? My guest this week is Shell Mendelson, an ADHD career coach with 35 years of experience helping neurodivergent individuals find their ideal work fit. In our conversation, Shell shares her proven process for identifying the "must-haves" that enable neurodivergent employees to perform at their highest level and explains why understanding individual needs benefits both employees and employers. In the interview, we discuss: The challenges for ND people at work Why everyone's needs are different The benefits of recognising the spectrum of different brains in your organization The contradictions of neurodiversity The importance of job fit and asking the right questions How small accommodations can make a massive impact Making work better for everyone 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Up to 20% of the global workforce is likely to be neurodivergent and mostly undiagnosed. Understanding how to unlock the full potential of people with non-typical brains should be important to all employers. The difference between the right and wrong job fit for someone with ADHD or other neurodivergent conditions can be the difference between struggling daily and becoming a top performer. 


So what if the key to creating exceptional teams lies not in trying to fit everyone into the same mold, but in asking the right questions to understand what each person needs to thrive?


My guest this week is Shell Mendelson, an ADHD career coach with 35 years of experience helping neurodivergent individuals find their ideal work fit. In our conversation, Shell shares her proven process for identifying the "must-haves" that enable neurodivergent employees to perform at their highest level and explains why understanding individual needs benefits both employees and employers.


In the interview, we discuss:


  • The challenges for ND people at work


  • Why everyone's needs are different


  • The benefits of recognising the spectrum of different brains in your organization


  • The contradictions of neurodiversity


  • The importance of job fit and asking the right questions


  • How small accommodations can make a massive impact


  • Making work better for everyone


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.


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2167 no Ep 724: Search, Social, And Strategic Recruitment Marketing https://recruitingfuture.com 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. This episode is about Talent and Technology. The recruitment marketing landscape has been about more than just job advertising for a long time. However, many employers are still missing out on the unique benefits search and social bring to the marketing mix by approaching these channels in the same way they approach job boards.  As AI reshapes these platforms and candidate behavior evolves rapidly, there's a widening gap between companies seeing dramatic results and those struggling with failed campaigns and wasted investment. The difference isn't budget—it's about building long-term strategies based on data and a strong understanding of each channel's unique strengths and differences.  So what can employers do to ensure they are getting full value from their recruitment marketing budgets? My guests this week are Kelsey Krater, Chief Platform Officer at Appcast, and Appcast's Director of Digital Media, Alexandra Horwitt Anema. In our conversation, we talk about the unique strengths of search and social, how they are evolving and the critical importance of data in recruitment marketing.  In the interview, we discuss: Driving quality hires from recruitment marketing Why search and social aren't job boards Search and intent Filling funnel gaps and building diversity A layered media approach Telling stories with social The danger of prioritising quick wins over long-term strategy Recent developments in search and social The critical importance of data Nurturing and remarketing Pipeline building over transactional thinking What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 08 Aug 2025 13:30:00 -0000 Search, Social, And Strategic Recruitment Marketing full 724 Matt Alder Kelsey Krater, Chief Platform Officer at Appcast, and Appcast's Director of Digital Media, Alexandra Horwitt Anema, talk to Matt Alder. 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. This episode is about Talent and Technology. The recruitment marketing landscape has been about more than just job advertising for a long time. However, many employers are still missing out on the unique benefits search and social bring to the marketing mix by approaching these channels in the same way they approach job boards.  As AI reshapes these platforms and candidate behavior evolves rapidly, there's a widening gap between companies seeing dramatic results and those struggling with failed campaigns and wasted investment. The difference isn't budget—it's about building long-term strategies based on data and a strong understanding of each channel's unique strengths and differences.  So what can employers do to ensure they are getting full value from their recruitment marketing budgets? My guests this week are Kelsey Krater, Chief Platform Officer at Appcast, and Appcast's Director of Digital Media, Alexandra Horwitt Anema. In our conversation, we talk about the unique strengths of search and social, how they are evolving and the critical importance of data in recruitment marketing.  In the interview, we discuss: Driving quality hires from recruitment marketing Why search and social aren't job boards Search and intent Filling funnel gaps and building diversity A layered media approach Telling stories with social The danger of prioritising quick wins over long-term strategy Recent developments in search and social The critical importance of data Nurturing and remarketing Pipeline building over transactional thinking What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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.


This episode is about Talent and Technology.


The recruitment marketing landscape has been about more than just job advertising for a long time. However, many employers are still missing out on the unique benefits search and social bring to the marketing mix by approaching these channels in the same way they approach job boards. 

As AI reshapes these platforms and candidate behavior evolves rapidly, there's a widening gap between companies seeing dramatic results and those struggling with failed campaigns and wasted investment. The difference isn't budget—it's about building long-term strategies based on data and a strong understanding of each channel's unique strengths and differences. 


So what can employers do to ensure they are getting full value from their recruitment marketing budgets?


My guests this week are Kelsey Krater, Chief Platform Officer at Appcast, and Appcast's Director of Digital Media, Alexandra Horwitt Anema. In our conversation, we talk about the unique strengths of search and social, how they are evolving and the critical importance of data in recruitment marketing. 


In the interview, we discuss:


  • Driving quality hires from recruitment marketing
  • Why search and social aren't job boards
  • Search and intent
  • Filling funnel gaps and building diversity
  • A layered media approach
  • Telling stories with social
  • The danger of prioritising quick wins over long-term strategy
  • Recent developments in search and social
  • The critical importance of data
  • Nurturing and remarketing
  • Pipeline building over transactional thinking
  • What does the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1284 no Ep 723: The Impact Of Career Gap Bias https://recruitingfuture.com For too long, gaps in resumes have been a red flag for recruiters. But what if this outdated bias is costing you your best hires? In today's world, where everyone's constantly reskilling and skills become obsolete within months, penalizing career breaks makes absolutely no sense. This red flag mentality drives ageism and automatically screens out experienced professionals. Organizations clinging to "recent experience" requirements are handing their competitors access to mature talent bringing fresh perspectives, proven loyalty, and decades of expertise. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 06 Aug 2025 13:30:00 -0000 The Impact Of Career Gap Bias full 723 Matt Alder Hazel Little, CEO at Career Returners, talks to Matt Alder. For too long, gaps in resumes have been a red flag for recruiters. But what if this outdated bias is costing you your best hires? In today's world, where everyone's constantly reskilling and skills become obsolete within months, penalizing career breaks makes absolutely no sense. This red flag mentality drives ageism and automatically screens out experienced professionals. Organizations clinging to "recent experience" requirements are handing their competitors access to mature talent bringing fresh perspectives, proven loyalty, and decades of expertise. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. For too long, gaps in resumes have been a red flag for recruiters. But what if this outdated bias is costing you your best hires? In today's world, where everyone's constantly reskilling and skills become obsolete within months, penalizing career breaks makes absolutely no sense. This red flag mentality drives ageism and automatically screens out experienced professionals. Organizations clinging to "recent experience" requirements are handing their competitors access to mature talent bringing fresh perspectives, proven loyalty, and decades of expertise.


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.


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1938 no Ep 722: Soft Skills, Hard Data – Making Predictive Hiring Work https://recruitingfuture.com/ How do we move from reactive recruiting to predictive talent acquisition? In an era where performance metrics drive every business decision, recruitment often remains stubbornly intuition-based, especially when evaluating soft skills like empathy, communication, and critical thinking. What if AI could help us predict performance before a candidate even starts? And what happens when we connect hiring decisions to actual performance outcomes, creating a feedback loop that makes recruiters smarter over time? Can technology help us understand which risks are worth taking, and which gut feelings we should trust?  My guests this week are Veronique Lacasse, Senior Manager at Bell Canada, and Stephane Rivard, Co-founder and CEO of HiringBranch. In our conversation, Veronique and Stephane walk us through Bell's integrated approach to talent acquisition, which utilizes AI assessment data on soft skills to create a predictive, performance-driven hiring system that is still very much driven by human recruiters. In the interview, we discuss: Soft skills and business performance Measuring soft skills with AI driven assessments Challenges in high-volume hiring Building a feedback loop in recruiting, onboarding, and training Showing recruiters the performance outcomes of their decisions The candidate experience Why human recruiters aren't being replaced What does the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing their 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 takes less than 5 minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 01 Aug 2025 18:22:00 -0000 Soft Skills, Hard Data – Making Predictive Hiring Work full 722 Matt Alder Veronique Lacasse, Senior Manager at Bell Canada, and Stephane Rivard, Co-founder and CEO of HiringBranch, talk to Matt Alder How do we move from reactive recruiting to predictive talent acquisition? In an era where performance metrics drive every business decision, recruitment often remains stubbornly intuition-based, especially when evaluating soft skills like empathy, communication, and critical thinking. What if AI could help us predict performance before a candidate even starts? And what happens when we connect hiring decisions to actual performance outcomes, creating a feedback loop that makes recruiters smarter over time? Can technology help us understand which risks are worth taking, and which gut feelings we should trust?  My guests this week are Veronique Lacasse, Senior Manager at Bell Canada, and Stephane Rivard, Co-founder and CEO of HiringBranch. In our conversation, Veronique and Stephane walk us through Bell's integrated approach to talent acquisition, which utilizes AI assessment data on soft skills to create a predictive, performance-driven hiring system that is still very much driven by human recruiters. In the interview, we discuss: Soft skills and business performance Measuring soft skills with AI driven assessments Challenges in high-volume hiring Building a feedback loop in recruiting, onboarding, and training Showing recruiters the performance outcomes of their decisions The candidate experience Why human recruiters aren't being replaced What does the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing their 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 takes less than 5 minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. How do we move from reactive recruiting to predictive talent acquisition? In an era where performance metrics drive every business decision, recruitment often remains stubbornly intuition-based, especially when evaluating soft skills like empathy, communication, and critical thinking.

What if AI could help us predict performance before a candidate even starts? And what happens when we connect hiring decisions to actual performance outcomes, creating a feedback loop that makes recruiters smarter over time? Can technology help us understand which risks are worth taking, and which gut feelings we should trust? 


My guests this week are Veronique Lacasse, Senior Manager at Bell Canada, and Stephane Rivard, Co-founder and CEO of HiringBranch. In our conversation, Veronique and Stephane walk us through Bell's integrated approach to talent acquisition, which utilizes AI assessment data on soft skills to create a predictive, performance-driven hiring system that is still very much driven by human recruiters.


In the interview, we discuss:

  • Soft skills and business performance
  • Measuring soft skills with AI driven assessments
  • Challenges in high-volume hiring
  • Building a feedback loop in recruiting, onboarding, and training
  • Showing recruiters the performance outcomes of their decisions
  • The candidate experience
  • Why human recruiters aren't being replaced
  • What does the future look like?


Recruiting Future helps Talent Acquisition teams drive measurable impact by developing their 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 takes less than 5 minutes.


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1386 no Ep 721: Inside Zapier's AI Transformation https://recruitingfuture.com/ Organizations face a critical AI inflection point: the pressure to implement quickly conflicts with uncertainty about the right approach. While some companies are still cautiously experimenting with basic AI tools, others have fundamentally reimagined how work gets done. What separates the companies achieving remarkable results from those stuck in endless pilots? Often, it's not the technology itself but the culture and approach to adoption. So how exactly are companies at the cutting edge getting to the cutting edge? My guest this week is Brandon Sammut, Chief People Officer at Zapier. Ever since Zapier's"CEO issued a 'Code Red" on AI back in March 2023, Zapier has been undergoing an AI transformation in every part of its business.. In our conversation, Brandon shares how their AI strategy is boosting both productivity and employee engagement, why and how every new hire must demonstrate AI fluency, and why it is critical to keep the human touch in talent acquisition and throughout the employee journey. In the interview, we discuss: Competing in an AI-first world AI is a tool, not an outcome in itself. AI in People Operations Increasing personalization and connection in talent acquisition Understanding the moments that matter Using the human touch as a competitive advantage The critical importance of psychological safety and experimentation  Why culture beats skills The four levels of fluency in Zapier's AI Fluency Framework Bias & ethics Where is AI transformation heading, and what will the future look like Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Teyou'regy. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 01 Aug 2025 13:38:00 -0000 Inside Zapier's AI Transformation full 721 Matt Alder Brandon Sammut, Chief People Officer at Zapier, talks to Matt Alder Organizations face a critical AI inflection point: the pressure to implement quickly conflicts with uncertainty about the right approach. While some companies are still cautiously experimenting with basic AI tools, others have fundamentally reimagined how work gets done. What separates the companies achieving remarkable results from those stuck in endless pilots? Often, it's not the technology itself but the culture and approach to adoption. So how exactly are companies at the cutting edge getting to the cutting edge? My guest this week is Brandon Sammut, Chief People Officer at Zapier. Ever since Zapier's"CEO issued a 'Code Red" on AI back in March 2023, Zapier has been undergoing an AI transformation in every part of its business.. In our conversation, Brandon shares how their AI strategy is boosting both productivity and employee engagement, why and how every new hire must demonstrate AI fluency, and why it is critical to keep the human touch in talent acquisition and throughout the employee journey. In the interview, we discuss: Competing in an AI-first world AI is a tool, not an outcome in itself. AI in People Operations Increasing personalization and connection in talent acquisition Understanding the moments that matter Using the human touch as a competitive advantage The critical importance of psychological safety and experimentation  Why culture beats skills The four levels of fluency in Zapier's AI Fluency Framework Bias & ethics Where is AI transformation heading, and what will the future look like Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Teyou'regy. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Organizations face a critical AI inflection point: the pressure to implement quickly conflicts with uncertainty about the right approach. While some companies are still cautiously experimenting with basic AI tools, others have fundamentally reimagined how work gets done. What separates the companies achieving remarkable results from those stuck in endless pilots? Often, it's not the technology itself but the culture and approach to adoption.


So how exactly are companies at the cutting edge getting to the cutting edge?


My guest this week is Brandon Sammut, Chief People Officer at Zapier. Ever since Zapier's"CEO issued a 'Code Red" on AI back in March 2023, Zapier has been undergoing an AI transformation in every part of its business.. In our conversation, Brandon shares how their AI strategy is boosting both productivity and employee engagement, why and how every new hire must demonstrate AI fluency, and why it is critical to keep the human touch in talent acquisition and throughout the employee journey.


In the interview, we discuss:

  • Competing in an AI-first world
  • AI is a tool, not an outcome in itself.
  • AI in People Operations
  • Increasing personalization and connection in talent acquisition
  • Understanding the moments that matter
  • Using the human touch as a competitive advantage
  • The critical importance of psychological safety and experimentation 
  • Why culture beats skills
  • The four levels of fluency in Zapier's AI Fluency Framework
  • Bias & ethics
  • Where is AI transformation heading, and what will the future look like


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


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.


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.



]]> 2293 no Ep 720: Why Talent Acquisition Can Drive An HR Revolution https://recruitingfuture.com We are on the cusp of a significant transformation in the world of work, with HR and Talent teams currently at the frontline of change. CHROs face unprecedented questions about the impact of agentic AI on the structure of organisations and the continuing need for agility and adaptation as skills go in and out of relevance at an ever-accelerating pace. The most innovative CHROs are looking in two directions - collaborating with IT teams in entirely new ways and studying how product teams operate with their test-learn-iterate mindset. Over the last few years, talent acquisition has often been more exposed to constant tech experimentation and workflow optimization than their HR colleagues. So could TA Leaders play a significant role in driving this workforce transformation? My guest this week is Amy Schultz, VP Market Development & Operations for RPO at Korn Ferry ANZ. Amy brings a unique perspective from a career spanning agency, RPO, and senior in-house roles at LinkedIn and Canva. In our conversation, she shares her belief that TA's natural product mindset and tech experience well-position recruiting teams to guide HR's evolution from fixed programs towards an agile, iterative product development mindset. This is a fascinating discussion! In the interview, we discuss: The core challenges employers are facing A mismatch in AI readiness What are the most innovative CHROs doing? Learning from product managers to move from programs to products TA's unique influence and tech adoption advantage Removing silos in the talent function The changing meaning of Build, Buy, Borrow, Bot, Bounce. Human / Agent hybrid working. Human first doesn't mean AI last and vice versa. What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 30 Jul 2025 15:55:00 -0000 Why Talent Acquisition Can Drive An HR Revolution full 720 Matt Alder Amy Schultz, VP Market Development & Operations for RPO at Korn Ferry ANZ, talks to Matt Alder We are on the cusp of a significant transformation in the world of work, with HR and Talent teams currently at the frontline of change. CHROs face unprecedented questions about the impact of agentic AI on the structure of organisations and the continuing need for agility and adaptation as skills go in and out of relevance at an ever-accelerating pace. The most innovative CHROs are looking in two directions - collaborating with IT teams in entirely new ways and studying how product teams operate with their test-learn-iterate mindset. Over the last few years, talent acquisition has often been more exposed to constant tech experimentation and workflow optimization than their HR colleagues. So could TA Leaders play a significant role in driving this workforce transformation? My guest this week is Amy Schultz, VP Market Development & Operations for RPO at Korn Ferry ANZ. Amy brings a unique perspective from a career spanning agency, RPO, and senior in-house roles at LinkedIn and Canva. In our conversation, she shares her belief that TA's natural product mindset and tech experience well-position recruiting teams to guide HR's evolution from fixed programs towards an agile, iterative product development mindset. This is a fascinating discussion! In the interview, we discuss: The core challenges employers are facing A mismatch in AI readiness What are the most innovative CHROs doing? Learning from product managers to move from programs to products TA's unique influence and tech adoption advantage Removing silos in the talent function The changing meaning of Build, Buy, Borrow, Bot, Bounce. Human / Agent hybrid working. Human first doesn't mean AI last and vice versa. What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. We are on the cusp of a significant transformation in the world of work, with HR and Talent teams currently at the frontline of change. CHROs face unprecedented questions about the impact of agentic AI on the structure of organisations and the continuing need for agility and adaptation as skills go in and out of relevance at an ever-accelerating pace.


The most innovative CHROs are looking in two directions - collaborating with IT teams in entirely new ways and studying how product teams operate with their test-learn-iterate mindset.


Over the last few years, talent acquisition has often been more exposed to constant tech experimentation and workflow optimization than their HR colleagues. So could TA Leaders play a significant role in driving this workforce transformation?


My guest this week is Amy Schultz, VP Market Development & Operations for RPO at Korn Ferry ANZ. Amy brings a unique perspective from a career spanning agency, RPO, and senior in-house roles at LinkedIn and Canva. In our conversation, she shares her belief that TA's natural product mindset and tech experience well-position recruiting teams to guide HR's evolution from fixed programs towards an agile, iterative product development mindset. This is a fascinating discussion!


In the interview, we discuss:

  • The core challenges employers are facing
  • A mismatch in AI readiness
  • What are the most innovative CHROs doing?
  • Learning from product managers to move from programs to products
  • TA's unique influence and tech adoption advantage
  • Removing silos in the talent function
  • The changing meaning of Build, Buy, Borrow, Bot, Bounce.
  • Human / Agent hybrid working.
  • Human first doesn't mean AI last and vice versa.
  • What does the future look like


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1880 no Ep 719: Recruiting for Skills That Don't Exist Yet https://recruitingfuture.com 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 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 25 Jul 2025 00:11:00 -0000 Recruiting for Skills That Don't Exist Yet full 719 Matt Alder Peter Miscovich, Global Future of Work Leader at JLL, talks to Matt Alder 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 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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 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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2035 no Ep 718: Is Skills-Based Hiring Hype Or Reality? https://recruitingfuture.com 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. After years of hype surrounding skills-based hiring, the data is showing that it is really happening at scale and becoming strategically important across all sectors and company sizes, with some surprising patterns emerging. Organizations are seeing benefits beyond just filling roles, and the implications for TA and HR are significant. What's driving this shift, and what do TA teams need to know? My guest this week is David Wilkins, Chief Product and Strategy Officer at Talent Neuron. David has produced some exclusive data insights for Recruiting Future that paint a clear picture of where skills-based hiring stands today. In our conversation, he shares where the market is, what specific companies are doing, the real benefits they're seeing, and his thoughts on how AI might change everything in the future. In the interview, we discuss: What the data tells us about how skills-based hiring is being adopted Which types of companies are moving the fastest Expanding talent pools Driving internal mobility Spotting potential at scale Implications for talent acquisition Breaking the silos in the talent function The full impact of AI is not yet being felt. The intersection between tasks and skills What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly Sat, 19 Jul 2025 11:41:00 -0000 Is Skills-Based Hiring Hype Or Reality? full 718 Matt Alder David Wilkins, Chief Product and Strategy Officer at Talent Neuron, talks to Matt Alder 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. After years of hype surrounding skills-based hiring, the data is showing that it is really happening at scale and becoming strategically important across all sectors and company sizes, with some surprising patterns emerging. Organizations are seeing benefits beyond just filling roles, and the implications for TA and HR are significant. What's driving this shift, and what do TA teams need to know? My guest this week is David Wilkins, Chief Product and Strategy Officer at Talent Neuron. David has produced some exclusive data insights for Recruiting Future that paint a clear picture of where skills-based hiring stands today. In our conversation, he shares where the market is, what specific companies are doing, the real benefits they're seeing, and his thoughts on how AI might change everything in the future. In the interview, we discuss: What the data tells us about how skills-based hiring is being adopted Which types of companies are moving the fastest Expanding talent pools Driving internal mobility Spotting potential at scale Implications for talent acquisition Breaking the silos in the talent function The full impact of AI is not yet being felt. The intersection between tasks and skills What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly 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.


After years of hype surrounding skills-based hiring, the data is showing that it is really happening at scale and becoming strategically important across all sectors and company sizes, with some surprising patterns emerging. Organizations are seeing benefits beyond just filling roles, and the implications for TA and HR are significant. What's driving this shift, and what do TA teams need to know?


My guest this week is David Wilkins, Chief Product and Strategy Officer at Talent Neuron. David has produced some exclusive data insights for Recruiting Future that paint a clear picture of where skills-based hiring stands today. In our conversation, he shares where the market is, what specific companies are doing, the real benefits they're seeing, and his thoughts on how AI might change everything in the future.


In the interview, we discuss:


  • What the data tells us about how skills-based hiring is being adopted
  • Which types of companies are moving the fastest
  • Expanding talent pools
  • Driving internal mobility
  • Spotting potential at scale
  • Implications for talent acquisition
  • Breaking the silos in the talent function
  • The full impact of AI is not yet being felt.
  • The intersection between tasks and skills
  • What does the future look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


A full transcript will appear here shortly

]]> 1354 no Ep 668: Strategic Budgeting For TA Leaders https://recruitingfuture.com Budgeting has long been challenging for talent acquisition teams, but the stakes have never been higher in today's volatile economic environment. Many TA leaders find themselves stuck in a cycle of defending past decisions, managing cuts, and struggling to align budgets with business strategy. Meanwhile, CFOs expect data-driven proposals, ROI insights, and long-term planning that TA teams often aren't equipped to deliver. So, how can talent acquisition leaders transform their approach to budgeting, build trust with the C-suite, and position themselves as strategic business partners My guests this week are Madeline Laurano, founder of Aptitude Research, and Joshua Secrest, VP of Client Advocacy at Paradox. We discuss Aptitude's new report, The Talent Acquisition Budget Playbook, which contains actionable strategies to move beyond reactive spending, harness automation for efficiency, and demonstrate clear ROI to unlock longer-term investment. In the interview, we discuss: The background behind the report Some shocking stats about impending budget cuts, budget confidence, and wasted spend Getting maximum return and building credibility Thinking 3-5 years out How to demonstrate ROI Operations benefits versus financial benefits Speaking the language of the CFO The importance of automation and the results it delivers What does the future of TA look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify Thu, 17 Jul 2025 21:42:00 -0000 Strategic Budgeting For TA Leaders full 668 Matt Alder Madeline Laurano, founder of Aptitude Research, and Joshua Secrest, VP of Client Advocacy at Paradox. Budgeting has long been challenging for talent acquisition teams, but the stakes have never been higher in today's volatile economic environment. Many TA leaders find themselves stuck in a cycle of defending past decisions, managing cuts, and struggling to align budgets with business strategy. Meanwhile, CFOs expect data-driven proposals, ROI insights, and long-term planning that TA teams often aren't equipped to deliver. So, how can talent acquisition leaders transform their approach to budgeting, build trust with the C-suite, and position themselves as strategic business partners My guests this week are Madeline Laurano, founder of Aptitude Research, and Joshua Secrest, VP of Client Advocacy at Paradox. We discuss Aptitude's new report, The Talent Acquisition Budget Playbook, which contains actionable strategies to move beyond reactive spending, harness automation for efficiency, and demonstrate clear ROI to unlock longer-term investment. In the interview, we discuss: The background behind the report Some shocking stats about impending budget cuts, budget confidence, and wasted spend Getting maximum return and building credibility Thinking 3-5 years out How to demonstrate ROI Operations benefits versus financial benefits Speaking the language of the CFO The importance of automation and the results it delivers What does the future of TA look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify Budgeting has long been challenging for talent acquisition teams, but the stakes have never been higher in today's volatile economic environment. Many TA leaders find themselves stuck in a cycle of defending past decisions, managing cuts, and struggling to align budgets with business strategy. Meanwhile, CFOs expect data-driven proposals, ROI insights, and long-term planning that TA teams often aren't equipped to deliver.


So, how can talent acquisition leaders transform their approach to budgeting, build trust with the C-suite, and position themselves as strategic business partners


My guests this week are Madeline Laurano, founder of Aptitude Research, and Joshua Secrest, VP of Client Advocacy at Paradox. We discuss Aptitude's new report, The Talent Acquisition Budget Playbook, which contains actionable strategies to move beyond reactive spending, harness automation for efficiency, and demonstrate clear ROI to unlock longer-term investment.


In the interview, we discuss:


  • The background behind the report


  • Some shocking stats about impending budget cuts, budget confidence, and wasted spend


  • Getting maximum return and building credibility


  • Thinking 3-5 years out


  • How to demonstrate ROI


  • Operations benefits versus financial benefits


  • Speaking the language of the CFO


  • The importance of automation and the results it delivers


  • What does the future of TA look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify

]]> 1978 no Ep 662: Talent Acquisition On The Brink https://recruitingfuture.com The rapid evolution of AI is reshaping talent acquisition, but many TA teams are struggling to keep pace. While AI offers the potential to revolutionize processes, reduce friction, and improve candidate experiences, adoption rates remain low. At the same time, businesses are under pressure to boost productivity and efficiency, leaving TA teams vulnerable to being left behind—or worse, having changes imposed on them without their input. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 17 Jul 2025 21:29:00 -0000 Talent Acquisition On The Brink full 662 Matt Alder Adam Godson, CEO of Paradox, talks to Matt Alder The rapid evolution of AI is reshaping talent acquisition, but many TA teams are struggling to keep pace. While AI offers the potential to revolutionize processes, reduce friction, and improve candidate experiences, adoption rates remain low. At the same time, businesses are under pressure to boost productivity and efficiency, leaving TA teams vulnerable to being left behind—or worse, having changes imposed on them without their input. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The rapid evolution of AI is reshaping talent acquisition, but many TA teams are struggling to keep pace. While AI offers the potential to revolutionize processes, reduce friction, and improve candidate experiences, adoption rates remain low. At the same time, businesses are under pressure to boost productivity and efficiency, leaving TA teams vulnerable to being left behind—or worse, having changes imposed on them without their input.


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1550 no Ep 717: Building Influence with Data https://recruitingfuture.com 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 Influence. The importance of data is universally recognized in TA, but the real opportunity lies in going beyond basic metrics and using data to shape business strategy. Forward-thinking TA leaders are moving beyond operational dashboards to connect hiring decisions with business outcomes like revenue generation and team performance. This shift requires not just better metrics but a fundamental change in how we communicate value to the organization. The challenge is that many teams remain stuck at the operational level, measuring activity rather than impact. So, how can you be more strategic about data and analytics? My guest this week is Leandro Cartelli, founder of a staffing and recruiting agency specializing in Latin American talent. With nearly 20 years of experience working in recruiting and talent acquisition, Leandro brings deep insights into building data-driven TA functions. In our conversation, he shares his framework for evolving TA metrics through three maturity stages and explains how connecting recruiting data to business outcomes transforms organizational influence. In the interview, we discuss: The most important data points for TA Connecting recruiting metrics to business goals The three maturity stages of TA metrics Building influence with data Latin American talent market dynamics Advice to companies recruiting across borders Neglecting the candidate experience The impact of AI on jobs and careers The future of the TA function Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 14 Jul 2025 13:30:00 -0000 Building Influence with Data full 717 Matt Alder Leandro Cartelli⁠, founder of a staffing and recruiting agency specializing in Latin American talent, speaks to Matt Alder. 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 Influence. The importance of data is universally recognized in TA, but the real opportunity lies in going beyond basic metrics and using data to shape business strategy. Forward-thinking TA leaders are moving beyond operational dashboards to connect hiring decisions with business outcomes like revenue generation and team performance. This shift requires not just better metrics but a fundamental change in how we communicate value to the organization. The challenge is that many teams remain stuck at the operational level, measuring activity rather than impact. So, how can you be more strategic about data and analytics? My guest this week is Leandro Cartelli, founder of a staffing and recruiting agency specializing in Latin American talent. With nearly 20 years of experience working in recruiting and talent acquisition, Leandro brings deep insights into building data-driven TA functions. In our conversation, he shares his framework for evolving TA metrics through three maturity stages and explains how connecting recruiting data to business outcomes transforms organizational influence. In the interview, we discuss: The most important data points for TA Connecting recruiting metrics to business goals The three maturity stages of TA metrics Building influence with data Latin American talent market dynamics Advice to companies recruiting across borders Neglecting the candidate experience The impact of AI on jobs and careers The future of the TA function Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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 Influence.


The importance of data is universally recognized in TA, but the real opportunity lies in going beyond basic metrics and using data to shape business strategy. Forward-thinking TA leaders are moving beyond operational dashboards to connect hiring decisions with business outcomes like revenue generation and team performance. This shift requires not just better metrics but a fundamental change in how we communicate value to the organization. The challenge is that many teams remain stuck at the operational level, measuring activity rather than impact.


So, how can you be more strategic about data and analytics?


My guest this week is Leandro Cartelli, founder of a staffing and recruiting agency specializing in Latin American talent. With nearly 20 years of experience working in recruiting and talent acquisition, Leandro brings deep insights into building data-driven TA functions. In our conversation, he shares his framework for evolving TA metrics through three maturity stages and explains how connecting recruiting data to business outcomes transforms organizational influence.


In the interview, we discuss:

  • The most important data points for TA
  • Connecting recruiting metrics to business goals
  • The three maturity stages of TA metrics
  • Building influence with data
  • Latin American talent market dynamics
  • Advice to companies recruiting across borders
  • Neglecting the candidate experience
  • The impact of AI on jobs and careers
  • The future of the TA function


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2309 no Ep 716: Using AI To Transform Quality of Hire https://recruitingfuture.com 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. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 01 Jul 2025 13:30:00 -0000 Using AI To Transform Quality of Hire full 716 Matt Alder Mark Linnville, Head of Talent at Garner Health, talks to Matt Alder 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. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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.


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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1729 no Ep 715: Addressing Ageism In Hiring https://recruitingfuture.com 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. 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 Wiley 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 25 Jun 2025 13:30:00 -0000 Addressing Ageism In Hiring full 715 Matt Alder Maureen Clough, host of "It Gets Late Early" , talks to Matt Alder 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. 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 Wiley 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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.


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 Wiley 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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2186 no Ep 714: Navigating AI In Talent Acquisition https://recruitingfuture.com 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 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 18 Jun 2025 13:30:00 -0000 Navigating AI In Talent Acquisition full 714 Matt Alder Chris Riche-Webber, VP Business Intelligence and Analytics at SmartRecruiters, talks to Matt Alder 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 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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 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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1515 no Ep 713: What Drives Talent Innovation? https://recruitingfuture.com 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 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 14 Jun 2025 13:30:00 -0000 What Drives Talent Innovation? full 713 Matt Alder In the episode, Matt Alder talks to Jamie Dobson, CEO of Container Solutions, about the talent lessons we can learn from the history of technology. 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 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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 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


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1808 no Ep 712: Is Workforce Planning Obsolete? https://recruitingfuture.com 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 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 12 Jun 2025 19:20:00 -0000 Is Workforce Planning Obsolete? full 712 Matt Alder ⁠Toby Culshaw⁠, VP of Strategy for Talent Intelligence at ⁠Lightcast⁠, talks to Matt Alder 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 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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 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?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2011 no Ep 711: How AI Agents Are Driving Recruiting Results https://recruitingfuture.com Hi there, welcome to episode 711 of Recruiting Future with me, Matt Alder. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 04 Jun 2025 08:18:00 -0000 How AI Agents Are Driving Recruiting Results full 711 Matt Alder Simon Van Hijfte, Marketing Manager at Adecco Belgium, and Ritu Mohanka, CEO at VONQ, talk to Matt Alder. Hi there, welcome to episode 711 of Recruiting Future with me, Matt Alder. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Hi there, welcome to episode 711 of Recruiting Future with me, Matt Alder.


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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1943 no Ep 710: Unlocking AI Benefits, Reducing AI Risk https://recruitingfuture.com 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 Technology. The AI transformation in recruiting presents both unprecedented opportunities and significant threats. It's a complex situation where the same technology that promises to solve long-standing recruiting challenges is also creating new ones. The use of AI by candidates is driving up application numbers, and Gartner predicts that by 2028, one in four job applications will be fake or fraudulent. So, how can employers ensure they are reaping the benefits of using AI in the hiring process while effectively mitigating the risks?  My guest this week is Meredith Johnson, Chief Product Officer at Greenhouse. In our conversation, Meredith shares her insights on building ethical AI systems that enhance rather than replace human judgment. We discuss creating fraud detection capabilities that protect hiring quality and designing embedded AI experiences that maintain the transparency and trust required for great hiring. In the interview, we discuss: Maximizing AI benefits while reducing risks Building C-suite support for AI investments Embedding AI within existing workflows Detecting and filtering fraudulent applications Talent filtering, interview question generation, and sentiment analysis Maintaining ethics and reducing bias Building transparency into the candidate experience  What does the future of TA look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 30 May 2025 19:51:00 -0000 Unlocking AI Benefits, Reducing AI Risk full 710 Matt Alder Meredith Johnson⁠, Chief Product Officer at ⁠Greenhouse⁠, talks to Matt Alder 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 Technology. The AI transformation in recruiting presents both unprecedented opportunities and significant threats. It's a complex situation where the same technology that promises to solve long-standing recruiting challenges is also creating new ones. The use of AI by candidates is driving up application numbers, and Gartner predicts that by 2028, one in four job applications will be fake or fraudulent. So, how can employers ensure they are reaping the benefits of using AI in the hiring process while effectively mitigating the risks?  My guest this week is Meredith Johnson, Chief Product Officer at Greenhouse. In our conversation, Meredith shares her insights on building ethical AI systems that enhance rather than replace human judgment. We discuss creating fraud detection capabilities that protect hiring quality and designing embedded AI experiences that maintain the transparency and trust required for great hiring. In the interview, we discuss: Maximizing AI benefits while reducing risks Building C-suite support for AI investments Embedding AI within existing workflows Detecting and filtering fraudulent applications Talent filtering, interview question generation, and sentiment analysis Maintaining ethics and reducing bias Building transparency into the candidate experience  What does the future of TA look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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 Technology.


The AI transformation in recruiting presents both unprecedented opportunities and significant threats. It's a complex situation where the same technology that promises to solve long-standing recruiting challenges is also creating new ones. The use of AI by candidates is driving up application numbers, and Gartner predicts that by 2028, one in four job applications will be fake or fraudulent.


So, how can employers ensure they are reaping the benefits of using AI in the hiring process while effectively mitigating the risks? 


My guest this week is Meredith Johnson, Chief Product Officer at Greenhouse. In our conversation, Meredith shares her insights on building ethical AI systems that enhance rather than replace human judgment. We discuss creating fraud detection capabilities that protect hiring quality and designing embedded AI experiences that maintain the transparency and trust required for great hiring.


In the interview, we discuss:

  • Maximizing AI benefits while reducing risks
  • Building C-suite support for AI investments
  • Embedding AI within existing workflows
  • Detecting and filtering fraudulent applications
  • Talent filtering, interview question generation, and sentiment analysis
  • Maintaining ethics and reducing bias
  • Building transparency into the candidate experience 
  • What does the future of TA look like?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1823 no Ep 709: Making TA Transformation Work https://recruitingfuture.com 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 Influence and Technology. When employers invest in talent acquisition technology, they are expecting efficiency gains and improved hiring outcomes. Yet, many organizations find themselves struggling with implementations that fail to deliver promised results and don't align with the organization's broader business objectives. So, what's the key to building transformation strategies that actually work and provide the measurable value that TA teams need? My guest this week is Sarah Smart, Co-Founder of HorizonHuman. Sarah is a former TA leader who now consults with enterprises around digital transformation. She has seen both the successes and failures of large-scale technology implementations firsthand and has practical insights to share on what makes the difference between a successful transformation and a costly disappointment. In the interview, we discuss: The most significant changes in the talent landscape The biggest challenges in TA Transformation Aligning with business objectives Outcomes, measurement, and sustainment Why having a clear vision is critical Developing the mindset for transformation Building a compelling but realistic business plan The skills TA Leaders now need What does the AI-driven future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 29 May 2025 19:42:00 -0000 Making TA Transformation Work full 709 Matt Alder ⁠Sarah Smart⁠, Co-Founder of ⁠HorizonHuman⁠, talks to Matt Alder 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 Influence and Technology. When employers invest in talent acquisition technology, they are expecting efficiency gains and improved hiring outcomes. Yet, many organizations find themselves struggling with implementations that fail to deliver promised results and don't align with the organization's broader business objectives. So, what's the key to building transformation strategies that actually work and provide the measurable value that TA teams need? My guest this week is Sarah Smart, Co-Founder of HorizonHuman. Sarah is a former TA leader who now consults with enterprises around digital transformation. She has seen both the successes and failures of large-scale technology implementations firsthand and has practical insights to share on what makes the difference between a successful transformation and a costly disappointment. In the interview, we discuss: The most significant changes in the talent landscape The biggest challenges in TA Transformation Aligning with business objectives Outcomes, measurement, and sustainment Why having a clear vision is critical Developing the mindset for transformation Building a compelling but realistic business plan The skills TA Leaders now need What does the AI-driven future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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 Influence and Technology.


When employers invest in talent acquisition technology, they are expecting efficiency gains and improved hiring outcomes. Yet, many organizations find themselves struggling with implementations that fail to deliver promised results and don't align with the organization's broader business objectives. So, what's the key to building transformation strategies that actually work and provide the measurable value that TA teams need?


My guest this week is Sarah Smart, Co-Founder of HorizonHuman. Sarah is a former TA leader who now consults with enterprises around digital transformation. She has seen both the successes and failures of large-scale technology implementations firsthand and has practical insights to share on what makes the difference between a successful transformation and a costly disappointment.


In the interview, we discuss:

  • The most significant changes in the talent landscape
  • The biggest challenges in TA Transformation
  • Aligning with business objectives
  • Outcomes, measurement, and sustainment
  • Why having a clear vision is critical
  • Developing the mindset for transformation
  • Building a compelling but realistic business plan
  • The skills TA Leaders now need
  • What does the AI-driven future look like


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1289 no Ep 708: Winning Talent When Markets Freeze https://recruitingfuture.com 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. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 28 May 2025 13:30:00 -0000 Winning Talent When Markets Freeze full 708 Matt Alder Dave Napeloni, Senior Vice President of Global Life Sciences at Korn Ferry, talks to Matt Alder 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. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. 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.


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


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1211 no Ep 707: AI Agents - Cutting Through The Hype https://recruitingfuture.com Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly. Sun, 25 May 2025 22:10:00 -0000 AI Agents - Cutting Through The Hype full 707 Matt Alder ⁠Shiran Yaroslavsky⁠, SVP Product at ⁠SmartRecruiters, talks to Matt Alder Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly. Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. 


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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


A full transcript will appear here shortly.

]]> 1240 no Ep 706: Driving AI Adoption At H&M https://recruitingfuture.com Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 25 May 2025 21:57:00 -0000 Driving AI Adoption At H&M full 706 Matt Alder ⁠Melissa Hojwall⁠, Global HR Tech Leader at ⁠H&M⁠, talks to Matt Alder Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.


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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1288 no Take A Listen To The Alder Hour https://youtube.com/playlist?list=PLmQi8Zify99x1UlRqVwUFS1i-fDr9NR75&si=N4EmVjJ10MJVdUvN For the last five months, the excellent people at Purple Acorn have been broadcasting the Alder Hour live on LinkedIn on Monday afternoons. It's an hour-long show where I team up with my co-hosts Rhona Pierce from Perceptible Studios and Jocelyn King from Virgil HR to talk about TA and HR headlines we've spotted during the week, analyze real-life workplace dilemmas, debate what's trending and what's ending in recruiting and interview a different guest every week. I am dropping the audio podcast version of this week's show in the Recruiting Future feed so you can take a listen to what we've been doing. I'd love to know what you think and whether I should drop the show into this feed more regularly. This week, we covered the merging of technology and HR departments, AI bias, mental health at work, why the use of Resumes is way past its sell-by date, and RecFest founder Jamie Leonard dropped in to talk about the most significant issues for TA Leaders at the moment. You can catch the Alder Hour weekly on my LinkedIn profile, via The Purple Acorn LinkedIn page, or on their YouTube channel. Let me know whether I should drop more Alder Hour episodes into this feed in the future. Enjoy the show Fri, 23 May 2025 16:15:00 -0000 Take A Listen To The Alder Hour bonus Matt Alder Take listen to The Alder Hour (first broadcast live on YouTube and Linkedin 5/19/25 For the last five months, the excellent people at Purple Acorn have been broadcasting the Alder Hour live on LinkedIn on Monday afternoons. It's an hour-long show where I team up with my co-hosts Rhona Pierce from Perceptible Studios and Jocelyn King from Virgil HR to talk about TA and HR headlines we've spotted during the week, analyze real-life workplace dilemmas, debate what's trending and what's ending in recruiting and interview a different guest every week. I am dropping the audio podcast version of this week's show in the Recruiting Future feed so you can take a listen to what we've been doing. I'd love to know what you think and whether I should drop the show into this feed more regularly. This week, we covered the merging of technology and HR departments, AI bias, mental health at work, why the use of Resumes is way past its sell-by date, and RecFest founder Jamie Leonard dropped in to talk about the most significant issues for TA Leaders at the moment. You can catch the Alder Hour weekly on my LinkedIn profile, via The Purple Acorn LinkedIn page, or on their YouTube channel. Let me know whether I should drop more Alder Hour episodes into this feed in the future. Enjoy the show For the last five months, the excellent people at Purple Acorn have been broadcasting the Alder Hour live on LinkedIn on Monday afternoons. It's an hour-long show where I team up with my co-hosts Rhona Pierce from Perceptible Studios and Jocelyn King from Virgil HR to talk about TA and HR headlines we've spotted during the week, analyze real-life workplace dilemmas, debate what's trending and what's ending in recruiting and interview a different guest every week.


I am dropping the audio podcast version of this week's show in the Recruiting Future feed so you can take a listen to what we've been doing. I'd love to know what you think and whether I should drop the show into this feed more regularly.


This week, we covered the merging of technology and HR departments, AI bias, mental health at work, why the use of Resumes is way past its sell-by date, and RecFest founder Jamie Leonard dropped in to talk about the most significant issues for TA Leaders at the moment.


You can catch the Alder Hour weekly on my LinkedIn profile, via The Purple Acorn LinkedIn page, or on their YouTube channel.


Let me know whether I should drop more Alder Hour episodes into this feed in the future.


Enjoy the show


]]> 3597 no Ep 705: Defending The Integrity Of Recruiting https://recruitingfuture.com Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 22 May 2025 07:00:00 -0000 Defending The Integrity Of Recruiting full 705 Matt Alder Alan Bourne⁠, Partner at ⁠Omatti ⁠, talks to Matt Alder Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. 

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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.



]]> 1360 no Ep 704: Transforming Recruiting With Conversations Not Clicks https://recruitingfuture.com Recruiting Future helps Talent Acquisition teams drive measurable value by developing strategic capability in Foresight, Influence, Talent, and Technology. In this episode, we'll be focusing specifically on technology. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 15 May 2025 21:18:00 -0000 Transforming Recruiting With Conversations Not Clicks full 704 Matt Alder ⁠Michal Nowak⁠, SVP of Engineering at ⁠SmartRecruiters, talks to Matt Alder Recruiting Future helps Talent Acquisition teams drive measurable value by developing strategic capability in Foresight, Influence, Talent, and Technology. In this episode, we'll be focusing specifically on technology. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Recruiting Future helps Talent Acquisition teams drive measurable value by developing strategic capability in Foresight, Influence, Talent, and Technology. In this episode, we'll be focusing specifically on technology.


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?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1440 no Ep 703: Making Great Hires Stick https://recruitingfuture.com Employee turnover continues to undermine talent acquisition efforts, with many organizations investing heavily in hiring only to watch new talent walk out the door feeling unappreciated. Even organizations with the most robust hiring processes continue to struggle with retention, costing millions in lost productivity and repeated recruitment efforts. 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? Follow this podcast on Apple Podcasts Follow this podcast on Spotify. Wed, 14 May 2025 21:54:00 -0000 Making Great Hires Stick full 703 Matt Alder Brie Harvey⁠, Head of Market Research and Community for ⁠Achievers, talks to Matt Alder Employee turnover continues to undermine talent acquisition efforts, with many organizations investing heavily in hiring only to watch new talent walk out the door feeling unappreciated. Even organizations with the most robust hiring processes continue to struggle with retention, costing millions in lost productivity and repeated recruitment efforts. 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? Follow this podcast on Apple Podcasts Follow this podcast on Spotify. Employee turnover continues to undermine talent acquisition efforts, with many organizations investing heavily in hiring only to watch new talent walk out the door feeling unappreciated. Even organizations with the most robust hiring processes continue to struggle with retention, costing millions in lost productivity and repeated recruitment efforts.


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?


Follow this podcast on Apple Podcasts


Follow this podcast on Spotify.

]]> 2023 no Ep 702: Solving Talent Scarcity https://recruitingfuture.com Recruiting Future is the podcast that helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.  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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 13 May 2025 22:59:00 -0000 Solving Talent Scarcity full 702 Matt Alder Tan Moorthy⁠, CEO of ⁠Revature⁠, talks to Matt Alder Recruiting Future is the podcast that helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.  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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Recruiting Future is the podcast that helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. 


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1224 no Ep 701: Solving The Early Careers Crisis https://recruitingfuture.com/ The early careers landscape is experiencing unprecedented disruption. While AI technology offers opportunities to transform how organizations operate, it eliminates many administrative tasks that once formed the foundation of entry-level positions. At the same time, employers are rigidly demanding years of experience and specific technical skills for roles labeled as "entry-level," leaving Gen Z unable to even begin their careers and risking their disconnection from the workforce altogether. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 12 May 2025 18:11:00 -0000 Solving The Early Careers Crisis full 701 Matt Alder Caitlin McGregor⁠, CEO and co-founder of ⁠Plum, talks to Matt Alder The early careers landscape is experiencing unprecedented disruption. While AI technology offers opportunities to transform how organizations operate, it eliminates many administrative tasks that once formed the foundation of entry-level positions. At the same time, employers are rigidly demanding years of experience and specific technical skills for roles labeled as "entry-level," leaving Gen Z unable to even begin their careers and risking their disconnection from the workforce altogether. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The early careers landscape is experiencing unprecedented disruption. While AI technology offers opportunities to transform how organizations operate, it eliminates many administrative tasks that once formed the foundation of entry-level positions. At the same time, employers are rigidly demanding years of experience and specific technical skills for roles labeled as "entry-level," leaving Gen Z unable to even begin their careers and risking their disconnection from the workforce altogether.


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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1244 no Ep 700: Are You Fit For The Future? https://recruitingfuture.com Celebrating 10 years of Recruiting Future! 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 03 May 2025 00:35:00 -0000 Are You Fit For The Future? full 700 Matt Alder Matt Alder shares what he has learnt from 10 years of interviewing TA Leaders for Recruiting Future Celebrating 10 years of Recruiting Future! 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Celebrating 10 years of Recruiting Future!

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:

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


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.


]]> 1422 no Ep 699: AI, Regulation, and the Human Touch https://recruitingfuture.com The entire recruiting landscape is undergoing a profound transformation as organizations grapple with the implications of AI and the economic disruption 2025 is bringing. Talent acquisition teams are drowning in applications while simultaneously being asked to do more with fewer resources. Candidates find themselves in increasingly dehumanized processes where ghosting is now the norm. At the same time, regulatory bodies are developing laws to ensure fairness and transparency around the use of AI in hiring. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 26 Apr 2025 13:30:00 -0000 AI, Regulation, and the Human Touch full 699 Matt Alder Ruth Miller, talent acquisition and HR consultant, talks to Matt Alder. The entire recruiting landscape is undergoing a profound transformation as organizations grapple with the implications of AI and the economic disruption 2025 is bringing. Talent acquisition teams are drowning in applications while simultaneously being asked to do more with fewer resources. Candidates find themselves in increasingly dehumanized processes where ghosting is now the norm. At the same time, regulatory bodies are developing laws to ensure fairness and transparency around the use of AI in hiring. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The entire recruiting landscape is undergoing a profound transformation as organizations grapple with the implications of AI and the economic disruption 2025 is bringing. Talent acquisition teams are drowning in applications while simultaneously being asked to do more with fewer resources. Candidates find themselves in increasingly dehumanized processes where ghosting is now the norm. At the same time, regulatory bodies are developing laws to ensure fairness and transparency around the use of AI in hiring.


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


Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

]]> 1570 no Ep 698: From AI Anxiety to AI Advantage https://recruitingfuture.com AI adoption is still slow in talent acquisition. Employers are experimenting with AI for tactical tasks while missing its transformative potential. This gap between tentative experimentation and strategic implementation stems from multiple challenges, including ethical concerns, a lack of training and awareness, overblown vendor claims, and anxiety about what AI means for job security. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 25 Apr 2025 13:30:00 -0000 From AI Anxiety to AI Advantage full 698 Matt Alder Matt Burney, Senior Strategic Advisor at Indeed, talks to Matt Alder. AI adoption is still slow in talent acquisition. Employers are experimenting with AI for tactical tasks while missing its transformative potential. This gap between tentative experimentation and strategic implementation stems from multiple challenges, including ethical concerns, a lack of training and awareness, overblown vendor claims, and anxiety about what AI means for job security. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. AI adoption is still slow in talent acquisition. Employers are experimenting with AI for tactical tasks while missing its transformative potential. This gap between tentative experimentation and strategic implementation stems from multiple challenges, including ethical concerns, a lack of training and awareness, overblown vendor claims, and anxiety about what AI means for job security.


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?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1790 no Ep 697: The Behavioural Science Advantage https://recruitingfuture.com Understanding human behavior in recruitment is far more complex than it appears on the surface. Employers often misinterpret what truly motivates candidates to accept positions. At the same time, recruiters and hiring managers remain unaware of how their own unconscious biases influence selection decisions. Traditional approaches built on assumptions rather than evidence leave organizations vulnerable to poor hiring outcomes and missed opportunities with ideal candidates. So, how can talent acquisition professionals leverage behavioral science to gain a meaningful advantage in understanding and influencing human behavior throughout the recruitment process? My guest this week is Dominic Ridley-Moy, founder of the Behavior Change Network, a genuine expert in applying behavioral science to real-world business challenges. Dominic brings specialized insight into how our brains make decisions and explains how behavioral science offers employers substantial advantages in creating recruitment processes that align with how people actually think and behave. In the interview, we discuss: How behavioral science is being applied in business Using counterintuitive solutions to problems Metal shortcuts, unconscious bias, and social stereotypes The problems with relying on "gut feel" The recruiting cheat code of uncovering a candidate's real motivations The vital importance of the first interaction in recruiting Example of behavioural science being used effectively in recruiting The danger of simple solutions What does the future look like at the intersection of behavioural science and technology Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 18 Apr 2025 13:30:00 -0000 The Behavioural Science Advantage full 697 Matt Alder Understanding human behavior in recruitment is far more complex than it appears on the surface. Employers often misinterpret what truly motivates candidates to accept positions. At the same time, recruiters and hiring managers remain unaware of how their own unconscious biases influence selection decisions. Traditional approaches built on assumptions rather than evidence leave organizations vulnerable to poor hiring outcomes and missed opportunities with ideal candidates. So, how can talent acquisition professionals leverage behavioral science to gain a meaningful advantage in understanding and influencing human behavior throughout the recruitment process? My guest this week is Dominic Ridley-Moy, founder of the Behavior Change Network, a genuine expert in applying behavioral science to real-world business challenges. Dominic brings specialized insight into how our brains make decisions and explains how behavioral science offers employers substantial advantages in creating recruitment processes that align with how people actually think and behave. In the interview, we discuss: How behavioral science is being applied in business Using counterintuitive solutions to problems Metal shortcuts, unconscious bias, and social stereotypes The problems with relying on "gut feel" The recruiting cheat code of uncovering a candidate's real motivations The vital importance of the first interaction in recruiting Example of behavioural science being used effectively in recruiting The danger of simple solutions What does the future look like at the intersection of behavioural science and technology Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Understanding human behavior in recruitment is far more complex than it appears on the surface. Employers often misinterpret what truly motivates candidates to accept positions. At the same time, recruiters and hiring managers remain unaware of how their own unconscious biases influence selection decisions. Traditional approaches built on assumptions rather than evidence leave organizations vulnerable to poor hiring outcomes and missed opportunities with ideal candidates.


So, how can talent acquisition professionals leverage behavioral science to gain a meaningful advantage in understanding and influencing human behavior throughout the recruitment process?


My guest this week is Dominic Ridley-Moy, founder of the Behavior Change Network, a genuine expert in applying behavioral science to real-world business challenges. Dominic brings specialized insight into how our brains make decisions and explains how behavioral science offers employers substantial advantages in creating recruitment processes that align with how people actually think and behave.


In the interview, we discuss:


  • How behavioral science is being applied in business


  • Using counterintuitive solutions to problems


  • Metal shortcuts, unconscious bias, and social stereotypes


  • The problems with relying on "gut feel"


  • The recruiting cheat code of uncovering a candidate's real motivations


  • The vital importance of the first interaction in recruiting


  • Example of behavioural science being used effectively in recruiting


  • The danger of simple solutions


  • What does the future look like at the intersection of behavioural science and technology



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1647 no Ep 696: Can AI Make Hiring More Human? https://recruitingfuture.com The acceleration of AI in talent acquisition has sparked both excitement and concern across the industry. While many fear automation might make recruiting more mechanical and impersonal, what if the opposite were true? Traditional recruiting processes already force candidates and recruiters into transactional relationships - with endless applications, screening calls, and administrative tasks leaving little room for meaningful human connection. At the same time, increasing expectations for personalized experiences are putting pressure on talent teams who don't have enough hours in the day. 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? Follow this podcast on Apple Podcast. Follow this podcast on Spotify. Wed, 16 Apr 2025 15:48:00 -0000 Can AI Make Hiring More Human? full 696 Matt Alder The acceleration of AI in talent acquisition has sparked both excitement and concern across the industry. While many fear automation might make recruiting more mechanical and impersonal, what if the opposite were true? Traditional recruiting processes already force candidates and recruiters into transactional relationships - with endless applications, screening calls, and administrative tasks leaving little room for meaningful human connection. At the same time, increasing expectations for personalized experiences are putting pressure on talent teams who don't have enough hours in the day. 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? Follow this podcast on Apple Podcast. Follow this podcast on Spotify. The acceleration of AI in talent acquisition has sparked both excitement and concern across the industry. While many fear automation might make recruiting more mechanical and impersonal, what if the opposite were true? Traditional recruiting processes already force candidates and recruiters into transactional relationships - with endless applications, screening calls, and administrative tasks leaving little room for meaningful human connection. At the same time, increasing expectations for personalized experiences are putting pressure on talent teams who don't have enough hours in the day.


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?



Follow this podcast on Apple Podcast.


Follow this podcast on Spotify.

]]> 2266 no Ep 695: How To Thrive In The AI Revolution https://recruitingfuture.com/ I firmly believe that AI is the most significant technological transformation of our lifetime. What will separate talent acquisition professionals who'll thrive in this new world from those who'll get left behind? The answer isn't about the technology itself, but our mindset towards it.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 11 Apr 2025 12:55:00 -0000 How To Thrive In The AI Revolution full 695 Matt Alder Ronsley Vaz, computer scientist, entrepreneur and author, talks to Matt Alder I firmly believe that AI is the most significant technological transformation of our lifetime. What will separate talent acquisition professionals who'll thrive in this new world from those who'll get left behind? The answer isn't about the technology itself, but our mindset towards it.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. I firmly believe that AI is the most significant technological transformation of our lifetime. What will separate talent acquisition professionals who'll thrive in this new world from those who'll get left behind? The answer isn't about the technology itself, but our mindset towards it. 


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?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2163 no Ep 694: Supercharging Talent Mobility With Science https://recruitingfuture.com Internal talent mobility remains a significant challenge for organizations despite widespread recognition of its importance. While companies understand the value of deploying existing talent to meet changing business needs, they often lack the scientific approach needed to make this work at scale. Many organizations collect a lot of data on people during their hiring process but fail to use it throughout the employee lifecycle, creating artificial barriers between departments and limiting career movement when it's needed most. So, how can organizations apply scientific principles to talent mobility to create more dynamic internal labor markets that benefit everyone? My guest this week is Lucy Beaumont, Solutions Lead, Talent Management at SHL. In our conversation, Lucy shares valuable insights from her work applying scientific assessment methodologies to internal mobility challenges.  In the interview, we discuss: How are we defining "skills-based hiring"? The difference between perishable skills, semi-durable skills, and durable skills The three main barriers preventing effective internal mobility Mapping skills across the organization in a scaleable way Scientific approaches to balancing build, buy and borrow talent strategies. Building workforce resilience through talent intelligence What does the future look like for talent mobility? Follow this podcast on Apple Podcasts Follow this podcast on Spotify. Thu, 10 Apr 2025 13:48:00 -0000 Supercharging Talent Mobility with Science full 694 Matt Alder Lucy Beaumont, Solutions Lead and Talent Management at SHL, talks to Matt Alder Internal talent mobility remains a significant challenge for organizations despite widespread recognition of its importance. While companies understand the value of deploying existing talent to meet changing business needs, they often lack the scientific approach needed to make this work at scale. Many organizations collect a lot of data on people during their hiring process but fail to use it throughout the employee lifecycle, creating artificial barriers between departments and limiting career movement when it's needed most. So, how can organizations apply scientific principles to talent mobility to create more dynamic internal labor markets that benefit everyone? My guest this week is Lucy Beaumont, Solutions Lead, Talent Management at SHL. In our conversation, Lucy shares valuable insights from her work applying scientific assessment methodologies to internal mobility challenges.  In the interview, we discuss: How are we defining "skills-based hiring"? The difference between perishable skills, semi-durable skills, and durable skills The three main barriers preventing effective internal mobility Mapping skills across the organization in a scaleable way Scientific approaches to balancing build, buy and borrow talent strategies. Building workforce resilience through talent intelligence What does the future look like for talent mobility? Follow this podcast on Apple Podcasts Follow this podcast on Spotify. Internal talent mobility remains a significant challenge for organizations despite widespread recognition of its importance. While companies understand the value of deploying existing talent to meet changing business needs, they often lack the scientific approach needed to make this work at scale. Many organizations collect a lot of data on people during their hiring process but fail to use it throughout the employee lifecycle, creating artificial barriers between departments and limiting career movement when it's needed most.


So, how can organizations apply scientific principles to talent mobility to create more dynamic internal labor markets that benefit everyone?


My guest this week is Lucy Beaumont, Solutions Lead, Talent Management at SHL. In our conversation, Lucy shares valuable insights from her work applying scientific assessment methodologies to internal mobility challenges. 


In the interview, we discuss:


  • How are we defining "skills-based hiring"?


  • The difference between perishable skills, semi-durable skills, and durable skills


  • The three main barriers preventing effective internal mobility


  • Mapping skills across the organization in a scaleable way


  • Scientific approaches to balancing build, buy and borrow talent strategies.


  • Building workforce resilience through talent intelligence


  • What does the future look like for talent mobility?



Follow this podcast on Apple Podcasts


Follow this podcast on Spotify.

]]> 1546 no Ep 693: Are We Getting Happier At Work? https://recruitingfuture.com Research consistently shows that happy employees are more engaged, more productive, and stay with their companies longer. While many organizations recognize this connection, they often lack the data and insights needed to make meaningful improvements in their workplace culture. With different generations having different expectations from work and regional variations in what contributes to happiness, reliable metrics are essential for making the right decisions. 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? Follow this podcast on Apple Podcasts Follow this podcast on Spotify Fri, 04 Apr 2025 13:30:00 -0000 Are We Getting Happier At Work? full 693 Matt Alder Matt Ward, Head of Recruitment Services at WorkL, talks to Matt Alder. Research consistently shows that happy employees are more engaged, more productive, and stay with their companies longer. While many organizations recognize this connection, they often lack the data and insights needed to make meaningful improvements in their workplace culture. With different generations having different expectations from work and regional variations in what contributes to happiness, reliable metrics are essential for making the right decisions. 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? Follow this podcast on Apple Podcasts Follow this podcast on Spotify Research consistently shows that happy employees are more engaged, more productive, and stay with their companies longer. While many organizations recognize this connection, they often lack the data and insights needed to make meaningful improvements in their workplace culture. With different generations having different expectations from work and regional variations in what contributes to happiness, reliable metrics are essential for making the right decisions.


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?


Follow this podcast on Apple Podcasts


Follow this podcast on Spotify

]]> 1294 no Ep 692: Labour Markets In Transition https://recruitingfuture.com Understanding today's complex labor market requires accurate data rather than just following headlines or anecdotes. For businesses and talent professionals, having reliable insights into hiring trends, wage movements, and worker expectations is essential for making informed decisions in these uncertain times. 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 Follow this podcast on Spotify Follow this podcast on Apple Podcasts. Fri, 04 Apr 2025 08:51:00 -0000 Labour Markets In Transition full 692 Matt Alder Jack Kennedy, Senior Economist at Indeed, talks to Matt Alder. Understanding today's complex labor market requires accurate data rather than just following headlines or anecdotes. For businesses and talent professionals, having reliable insights into hiring trends, wage movements, and worker expectations is essential for making informed decisions in these uncertain times. 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 Follow this podcast on Spotify Follow this podcast on Apple Podcasts. Understanding today's complex labor market requires accurate data rather than just following headlines or anecdotes. For businesses and talent professionals, having reliable insights into hiring trends, wage movements, and worker expectations is essential for making informed decisions in these uncertain times.


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


Follow this podcast on Spotify


Follow this podcast on Apple Podcasts.

]]> 1858 no Ep 691: Are We Thinking Big Enough About AI? https://recruitingfuture.com The pace of AI adoption is accelerating rapidly, yet most organizations aren't integrating it effectively into talent acquisition—and they certainly aren't thinking big enough about its implications. Many companies are simply automating existing processes rather than reimagining what recruitment could become in an AI-driven world.  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  Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 02 Apr 2025 09:54:00 -0000 Are We Thinking Big Enough About AI? full 691 Matt Alder Richard Bradley, an expert in the RPO space and the wider staffing and TA ecosystem, talks to Matt Alder. The pace of AI adoption is accelerating rapidly, yet most organizations aren't integrating it effectively into talent acquisition—and they certainly aren't thinking big enough about its implications. Many companies are simply automating existing processes rather than reimagining what recruitment could become in an AI-driven world.  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  Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The pace of AI adoption is accelerating rapidly, yet most organizations aren't integrating it effectively into talent acquisition—and they certainly aren't thinking big enough about its implications. Many companies are simply automating existing processes rather than reimagining what recruitment could become in an AI-driven world. 


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 


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1716 no Round Up March 2025 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Foresight Ep 690: How Can TA Make A Measurable Impact? Influence Ep 689: How TA Can Adopt A Change Mindset Ep 687: Agile EVPs For Faster Employer Brand Impact Ep 684: Are We Now Living In A Video First World? Talent & Skills Ep 685: Rethinking Skills In An AI-Powered Workplace Ep 686: Personalizing The Employee Experience Technology Ep 688: Is AI’s Impact On TA Underhyped? Follow this podcast on Apple Podcasts Follow this podcast on Spotify Tue, 01 Apr 2025 23:33:00 -0000 Round Up March 2025 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during March 2025 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Foresight Ep 690: How Can TA Make A Measurable Impact? Influence Ep 689: How TA Can Adopt A Change Mindset Ep 687: Agile EVPs For Faster Employer Brand Impact Ep 684: Are We Now Living In A Video First World? Talent & Skills Ep 685: Rethinking Skills In An AI-Powered Workplace Ep 686: Personalizing The Employee Experience Technology Ep 688: Is AI’s Impact On TA Underhyped? Follow this podcast on Apple Podcasts Follow this podcast on Spotify Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Foresight


Ep 690: How Can TA Make A Measurable Impact?



Influence


Ep 689: How TA Can Adopt A Change Mindset



Ep 687: Agile EVPs For Faster Employer Brand Impact



Ep 684: Are We Now Living In A Video First World?



Talent & Skills


Ep 685: Rethinking Skills In An AI-Powered Workplace



Ep 686: Personalizing The Employee Experience



Technology


Ep 688: Is AI’s Impact On TA Underhyped?



Follow this podcast on Apple Podcasts


Follow this podcast on Spotify

]]> 733 no Ep 690: How Can TA Make A Measurable Impact? https://recruitingfuture.com There have never been as many forces driving change in Talent Acquisition as there are in 2025. Skills-based thinking, economic pressures, the rise of AI, and the resulting change in both C-Suite expectations and Job Seeker behavior, to name a few. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 31 Mar 2025 00:22:00 -0000 How Can TA Make A Measurable Impact? full 690 Matt Alder In this episode, recorded live at Transform, Matt Alder asks six industry leaders how they think TA Teams can make a measurable impact in 2025 There have never been as many forces driving change in Talent Acquisition as there are in 2025. Skills-based thinking, economic pressures, the rise of AI, and the resulting change in both C-Suite expectations and Job Seeker behavior, to name a few. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. There have never been as many forces driving change in Talent Acquisition as there are in 2025. Skills-based thinking, economic pressures, the rise of AI, and the resulting change in both C-Suite expectations and Job Seeker behavior, to name a few.


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.


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2293 no Ep 689: How TA Can Adopt A Change Mindset https://recruitingfuture.com The talent acquisition landscape is fundamentally transforming. AI and automation are eliminating repetitive tasks and creating space for recruiters to become true strategic partners. This shift demands that TA professionals evolve beyond transaction-focused activities to provide consultative guidance backed by data and their unique expertise.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 27 Mar 2025 21:37:00 -0000 How TA Can Adopt A Change Mindset full 689 Matt Alder Mike Aronson, Global Head of Talent Acquisition Operations at Johnson Control, talks to Matt Alder The talent acquisition landscape is fundamentally transforming. AI and automation are eliminating repetitive tasks and creating space for recruiters to become true strategic partners. This shift demands that TA professionals evolve beyond transaction-focused activities to provide consultative guidance backed by data and their unique expertise.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The talent acquisition landscape is fundamentally transforming. AI and automation are eliminating repetitive tasks and creating space for recruiters to become true strategic partners. This shift demands that TA professionals evolve beyond transaction-focused activities to provide consultative guidance backed by data and their unique expertise. 


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?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1919 no Ep 688: Is AI’s Impact On TA Underhyped? https://recruitingfuture.com The conversation around AI in talent acquisition often focuses on incremental improvements and point solutions – better job descriptions, faster candidate matching, or automated interview scheduling. But this limited view dramatically underestimates the fundamental transformation that's already underway. While many are still debating whether AI is overhyped, there is growing evidence that it is actually significantly underhyped, with implications far beyond what most TA leaders are preparing for. 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 Follow this podcast in Apple Podcasts. Follow this podcast on Spotify. Thu, 27 Mar 2025 00:18:00 -0000 Is AI’s Impact On TA Underhyped? full 688 Matt Alder Jonathan Kestenbaum, Managing Director of Tech Strategy at AMS , talks to Matt Alder The conversation around AI in talent acquisition often focuses on incremental improvements and point solutions – better job descriptions, faster candidate matching, or automated interview scheduling. But this limited view dramatically underestimates the fundamental transformation that's already underway. While many are still debating whether AI is overhyped, there is growing evidence that it is actually significantly underhyped, with implications far beyond what most TA leaders are preparing for. 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 Follow this podcast in Apple Podcasts. Follow this podcast on Spotify. The conversation around AI in talent acquisition often focuses on incremental improvements and point solutions – better job descriptions, faster candidate matching, or automated interview scheduling. But this limited view dramatically underestimates the fundamental transformation that's already underway. While many are still debating whether AI is overhyped, there is growing evidence that it is actually significantly underhyped, with implications far beyond what most TA leaders are preparing for.


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



Follow this podcast in Apple Podcasts.


Follow this podcast on Spotify.

]]> 1547 no Ep 687: Agile EVPs For Faster Employer Brand Impact https://recruitingfuture.com The traditional approach to developing employer value propositions can often be complex and time-consuming. While this in-depth methodology might work well for large, complex organizations, many employers invest months or even years in exhaustive research and complex frameworks only to often end up with EVPs that sound remarkably similar to their competitors. At the same time, there's growing pressure to activate employer brands quickly to address immediate talent needs, leaving organizations vulnerable to missed opportunities if they get caught in endless cycles of research and refinement. 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 Follow this podcast on Apple Podcasts Follow this podcast on Spotify. Mon, 17 Mar 2025 06:29:00 -0000 Agile EVPs For Faster Employer Brand Impact full 687 Matt Alder Sam Monteath, founder of research and insights consultancy Reason Why, talks to Matt Alder The traditional approach to developing employer value propositions can often be complex and time-consuming. While this in-depth methodology might work well for large, complex organizations, many employers invest months or even years in exhaustive research and complex frameworks only to often end up with EVPs that sound remarkably similar to their competitors. At the same time, there's growing pressure to activate employer brands quickly to address immediate talent needs, leaving organizations vulnerable to missed opportunities if they get caught in endless cycles of research and refinement. 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 Follow this podcast on Apple Podcasts Follow this podcast on Spotify. The traditional approach to developing employer value propositions can often be complex and time-consuming. While this in-depth methodology might work well for large, complex organizations, many employers invest months or even years in exhaustive research and complex frameworks only to often end up with EVPs that sound remarkably similar to their competitors. At the same time, there's growing pressure to activate employer brands quickly to address immediate talent needs, leaving organizations vulnerable to missed opportunities if they get caught in endless cycles of research and refinement.


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


Follow this podcast on Apple Podcasts


Follow this podcast on Spotify.



]]> 1569 no Ep 686: Personalizing The Employee Experience https://recruitingfuture.com Technology-driven mass personalization has completely transformed how we engage with brands as consumers. However, while companies have raced to deliver tailored products and services to their customers, the employee experience has lagged behind, with most organizations still operating standardized processes that treat all employees the same. At the same time, technological, social, and generational shifts have dramatically raised expectations for personalized workplace experiences, leaving organizations vulnerable to disengagement and talent loss if they continue with outdated, uniform approaches. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 15 Mar 2025 13:47:00 -0000 Personalizing The Employee Experience full 686 Matt Alder Ayaskant Sarangi, CHRO at Mphasis Limited, talks to Matt Alder Technology-driven mass personalization has completely transformed how we engage with brands as consumers. However, while companies have raced to deliver tailored products and services to their customers, the employee experience has lagged behind, with most organizations still operating standardized processes that treat all employees the same. At the same time, technological, social, and generational shifts have dramatically raised expectations for personalized workplace experiences, leaving organizations vulnerable to disengagement and talent loss if they continue with outdated, uniform approaches. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Technology-driven mass personalization has completely transformed how we engage with brands as consumers. However, while companies have raced to deliver tailored products and services to their customers, the employee experience has lagged behind, with most organizations still operating standardized processes that treat all employees the same. At the same time, technological, social, and generational shifts have dramatically raised expectations for personalized workplace experiences, leaving organizations vulnerable to disengagement and talent loss if they continue with outdated, uniform approaches.


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


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1650 no Ep 685: Rethinking Skills In An AI-Powered Workplace https://recruitingfuture.com AI is starting to drive a profound shift in the workplace. The skills we've prioritized for decades are becoming automated, with uniquely human capabilities beginning to emerge as the true differentiators. So, are your hiring and development strategies still focused on what machines can already do, or are you investing in the skills that AI can't replicate? 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 Follow this episode on Apple Podcasts. Follow this episode on Spotify. Thu, 13 Mar 2025 23:31:00 -0000 Rethinking Skills In An AI-Powered Workplace full 675 Matt Alder Dan Haywood, Chief Customer Officer at Go1, talks to Matt Alder AI is starting to drive a profound shift in the workplace. The skills we've prioritized for decades are becoming automated, with uniquely human capabilities beginning to emerge as the true differentiators. So, are your hiring and development strategies still focused on what machines can already do, or are you investing in the skills that AI can't replicate? 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 Follow this episode on Apple Podcasts. Follow this episode on Spotify. AI is starting to drive a profound shift in the workplace. The skills we've prioritized for decades are becoming automated, with uniquely human capabilities beginning to emerge as the true differentiators. So, are your hiring and development strategies still focused on what machines can already do, or are you investing in the skills that AI can't replicate?


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


Follow this episode on Apple Podcasts.


Follow this episode on Spotify.

]]> 1453 no Ep 684: Are We Now Living In A Video First World? https://recruitingfuture.com Ep 684: Are We Now Living In A Video First World? 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 Follow this podcast on Apple Podcasts Follow this podcast on Spotify. Wed, 05 Mar 2025 16:29:00 -0000 Are We Now Living In A Video First World? full 684 Matt Alder Rhona Pierce, founder and lead creative director of Perceptible Studios talks to Matt Alder Ep 684: Are We Now Living In A Video First World? 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 Follow this podcast on Apple Podcasts Follow this podcast on Spotify. Ep 684: Are We Now Living In A Video First World?


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



Follow this podcast on Apple Podcasts


Follow this podcast on Spotify.

]]> 1829 no Round Up February 2025 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: 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 Follow this podcast on Apple Podcasts Follow this podcast on Spotify Mon, 03 Mar 2025 09:55:00 -0000 Round Up February 2025 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during February 2025 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: 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 Follow this podcast on Apple Podcasts Follow this podcast on Spotify Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.



Episodes mentioned in this Round Up:


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



Follow this podcast on Apple Podcasts


Follow this podcast on Spotify

]]> 1106 no Ep 683: The AI Revolution Is About People, Not Technology https://recruitingfuture.com AI isn't just a technology revolution—it's a people and talent revolution. AI could transform businesses at every level, but many HR and TA teams are still on the sidelines. The reality is that AI adoption, workforce transformation, and enterprise strategy aren't just IT or executive priorities—they're fundamentally people challenges. So, how are CPOs and CHROs currently thinking, and what should they do to shape the future? Keep listening to find out. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 01 Mar 2025 19:19:00 -0000 The AI Revolution Is About People, Not Technology full 683 Matt Alder Laura Coccaro, Chief People Officer at iCIMS, talks to Matt Alder AI isn't just a technology revolution—it's a people and talent revolution. AI could transform businesses at every level, but many HR and TA teams are still on the sidelines. The reality is that AI adoption, workforce transformation, and enterprise strategy aren't just IT or executive priorities—they're fundamentally people challenges. So, how are CPOs and CHROs currently thinking, and what should they do to shape the future? Keep listening to find out. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. AI isn't just a technology revolution—it's a people and talent revolution. AI could transform businesses at every level, but many HR and TA teams are still on the sidelines. The reality is that AI adoption, workforce transformation, and enterprise strategy aren't just IT or executive priorities—they're fundamentally people challenges. So, how are CPOs and CHROs currently thinking, and what should they do to shape the future? Keep listening to find out.


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?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1210 no Ep 682: What Can Talent Acquisition Learn From Network Science? https://recruitingfuture.com What if everything we thought about how organizations function was wrong? For decades, businesses have been structured around hierarchies and rigid processes, assuming this was the best way to manage talent, collaboration, and leadership. But what if the real key to high performance and better talent acquisition lies not in org charts but in networks? The emerging disciple of Network Science has quietly been reshaping everything from social media to healthcare, so what happens when we apply it to how we work, lead, and hire? 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 27 Feb 2025 23:27:00 -0000 What Can Talent Acquisition Learn From Network Science? full 682 Matt Alder Jeffrey Beeson, a leadership strategist and expert in organizational networks, talks to Matt Alder What if everything we thought about how organizations function was wrong? For decades, businesses have been structured around hierarchies and rigid processes, assuming this was the best way to manage talent, collaboration, and leadership. But what if the real key to high performance and better talent acquisition lies not in org charts but in networks? The emerging disciple of Network Science has quietly been reshaping everything from social media to healthcare, so what happens when we apply it to how we work, lead, and hire? 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. What if everything we thought about how organizations function was wrong? For decades, businesses have been structured around hierarchies and rigid processes, assuming this was the best way to manage talent, collaboration, and leadership. But what if the real key to high performance and better talent acquisition lies not in org charts but in networks? The emerging disciple of Network Science has quietly been reshaping everything from social media to healthcare, so what happens when we apply it to how we work, lead, and hire?


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1685 no Ep 681: Can AI Fix TA's Biggest Problem? https://recruitingfuture.com People are worried about the use of AI in recruiting. Headlines warn us that artificial intelligence might amplify biases and automate unfairness. Regulators are scrambling to introduce legislation, and talent acquisition leaders are cautious about adopting these new tools. But is this fear causing us to miss the bigger picture? When implemented intentionally and responsibly, could AI become one of the most powerful tools we've ever had for reducing systemic bias and creating fairer hiring practices? Keep listening to find out. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 27 Feb 2025 09:53:00 -0000 Can AI Fix TA's Biggest Problem? full 681 Matt Alder Torin Ellis talks to Matt Alder People are worried about the use of AI in recruiting. Headlines warn us that artificial intelligence might amplify biases and automate unfairness. Regulators are scrambling to introduce legislation, and talent acquisition leaders are cautious about adopting these new tools. But is this fear causing us to miss the bigger picture? When implemented intentionally and responsibly, could AI become one of the most powerful tools we've ever had for reducing systemic bias and creating fairer hiring practices? Keep listening to find out. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. People are worried about the use of AI in recruiting. Headlines warn us that artificial intelligence might amplify biases and automate unfairness. Regulators are scrambling to introduce legislation, and talent acquisition leaders are cautious about adopting these new tools. But is this fear causing us to miss the bigger picture? When implemented intentionally and responsibly, could AI become one of the most powerful tools we've ever had for reducing systemic bias and creating fairer hiring practices? Keep listening to find out.


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1686 no Ep 680: How To Secure A Budget For TA Technology https://recruitingfuture.com According to Gartner 83% of HR technology buying decisions end in regret. In a world where talent acquisition is more complex and business-critical than ever, why are so many organizations making technology investments they later wish they hadn't? The challenge isn't just about picking the right tools; it's about proving its value, winning stakeholder buy-in, and ensuring it delivers tangible business outcomes. Buying talent acquisition technology has never been more challenging. Economic uncertainty, increasing stakeholder scrutiny, and the rapid pace of innovation mean that making the right decision—and proving its value—can feel like an uphill battle. With so much information available, how do TA leaders ensure they're making the best possible choice while also securing the budget and support they need? My guest this week is Matt Sharp, SVP of Go-To-Market and General Manager of EMEA at iCIMS. Matt shares expert insights into how organizations can navigate the complexities of building a compelling business case, engage vendors more strategically, and ultimately make technology decisions they won't regret. In the interview, we discuss: The difficulties and complexity of the current tech procurement landscape The increasing number of stakeholders involved in making a decision Mitigating risk through better research Involving vendors in the process in a strategic way Understanding what different stakeholders care about Dealing with mandated software that is not fit for purpose The business case isn't the process. It is the output of the process. Value journeys and value engineering What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify Sun, 23 Feb 2025 21:41:00 -0000 How To Secure A Budget For TA Technology full 680 Matt Alder Matt Sharp, SVP of GTM and GM of EMEA at iCIMS, talks to Matt Alder According to Gartner 83% of HR technology buying decisions end in regret. In a world where talent acquisition is more complex and business-critical than ever, why are so many organizations making technology investments they later wish they hadn't? The challenge isn't just about picking the right tools; it's about proving its value, winning stakeholder buy-in, and ensuring it delivers tangible business outcomes. Buying talent acquisition technology has never been more challenging. Economic uncertainty, increasing stakeholder scrutiny, and the rapid pace of innovation mean that making the right decision—and proving its value—can feel like an uphill battle. With so much information available, how do TA leaders ensure they're making the best possible choice while also securing the budget and support they need? My guest this week is Matt Sharp, SVP of Go-To-Market and General Manager of EMEA at iCIMS. Matt shares expert insights into how organizations can navigate the complexities of building a compelling business case, engage vendors more strategically, and ultimately make technology decisions they won't regret. In the interview, we discuss: The difficulties and complexity of the current tech procurement landscape The increasing number of stakeholders involved in making a decision Mitigating risk through better research Involving vendors in the process in a strategic way Understanding what different stakeholders care about Dealing with mandated software that is not fit for purpose The business case isn't the process. It is the output of the process. Value journeys and value engineering What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify According to Gartner 83% of HR technology buying decisions end in regret. In a world where talent acquisition is more complex and business-critical than ever, why are so many organizations making technology investments they later wish they hadn't? The challenge isn't just about picking the right tools; it's about proving its value, winning stakeholder buy-in, and ensuring it delivers tangible business outcomes.


Buying talent acquisition technology has never been more challenging. Economic uncertainty, increasing stakeholder scrutiny, and the rapid pace of innovation mean that making the right decision—and proving its value—can feel like an uphill battle. With so much information available, how do TA leaders ensure they're making the best possible choice while also securing the budget and support they need?


My guest this week is Matt Sharp, SVP of Go-To-Market and General Manager of EMEA at iCIMS. Matt shares expert insights into how organizations can navigate the complexities of building a compelling business case, engage vendors more strategically, and ultimately make technology decisions they won't regret.


In the interview, we discuss:


  • The difficulties and complexity of the current tech procurement landscape


  • The increasing number of stakeholders involved in making a decision


  • Mitigating risk through better research


  • Involving vendors in the process in a strategic way


  • Understanding what different stakeholders care about


  • Dealing with mandated software that is not fit for purpose


  • The business case isn't the process. It is the output of the process.


  • Value journeys and value engineering


  • What does the future look like?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify

]]> 2262 no Ep 679: The Future of TA - Breaking Silos and Embracing Change https://recruitingfuture.com Talent acquisition is evolving faster than ever. With AI reshaping the hiring landscape, skill gaps widening across industries, and businesses facing constant disruption, the role of TA leaders is shifting significantly. It’s no longer just about hiring—it’s about breaking down silos, driving workforce transformation, and ensuring companies have the right talent to stay competitive. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 18 Feb 2025 23:23:00 -0000 The Future of TA - Breaking Silos and Embracing Change full 679 Matt Alder Virginia Tirado, Co-Founder of Reku, talks to Matt Alder Talent acquisition is evolving faster than ever. With AI reshaping the hiring landscape, skill gaps widening across industries, and businesses facing constant disruption, the role of TA leaders is shifting significantly. It’s no longer just about hiring—it’s about breaking down silos, driving workforce transformation, and ensuring companies have the right talent to stay competitive. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Talent acquisition is evolving faster than ever. With AI reshaping the hiring landscape, skill gaps widening across industries, and businesses facing constant disruption, the role of TA leaders is shifting significantly. It’s no longer just about hiring—it’s about breaking down silos, driving workforce transformation, and ensuring companies have the right talent to stay competitive.


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


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1492 no Ep 678: Assessing Durable Skills To Future Proof Hiring https://recruitingfuture.com For as long as we can all remember, hiring has been built around resumes detailing previous experience, qualifications, job titles, and technical skills. But in a world where jobs are changing faster than ever, the skills that seem essential today can quickly become obsolete tomorrow. Hard skills are perishable, but durable skills like adaptability, problem-solving, and teamwork are now the real predictors of long-term success.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify Fri, 14 Feb 2025 23:24:00 -0000 Assessing Durable Skills To Future Proof Hiring full 678 Matt Alder Caitlin MacGregor, CEO and co-founder of Plum, talks to Matt Alder For as long as we can all remember, hiring has been built around resumes detailing previous experience, qualifications, job titles, and technical skills. But in a world where jobs are changing faster than ever, the skills that seem essential today can quickly become obsolete tomorrow. Hard skills are perishable, but durable skills like adaptability, problem-solving, and teamwork are now the real predictors of long-term success.  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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify For as long as we can all remember, hiring has been built around resumes detailing previous experience, qualifications, job titles, and technical skills. But in a world where jobs are changing faster than ever, the skills that seem essential today can quickly become obsolete tomorrow. Hard skills are perishable, but durable skills like adaptability, problem-solving, and teamwork are now the real predictors of long-term success.


 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?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify

]]> 1737 no Ep 677: Rethinking Recruiting For AI https://recruitingfuture.com Eleven years ago, I wrote a blog post with a title that asked the question, “Can you replace a recruiter with an algorithm?”. It provoked an instant reaction and a resounding no from everyone who read it. Fast forward to the present day, and technology has moved on exponentially, but the debate about technology replacing what have always been considered very human aspects of recruiting remains as emotionally charged as it has always been. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 13 Feb 2025 22:35:00 -0000 Rethinking Recruiting For AI full 677 Matt Alder Nikos Moraitakis, CEO of Workable, talks to Matt Alder Eleven years ago, I wrote a blog post with a title that asked the question, “Can you replace a recruiter with an algorithm?”. It provoked an instant reaction and a resounding no from everyone who read it. Fast forward to the present day, and technology has moved on exponentially, but the debate about technology replacing what have always been considered very human aspects of recruiting remains as emotionally charged as it has always been. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Eleven years ago, I wrote a blog post with a title that asked the question, “Can you replace a recruiter with an algorithm?”. It provoked an instant reaction and a resounding no from everyone who read it. Fast forward to the present day, and technology has moved on exponentially, but the debate about technology replacing what have always been considered very human aspects of recruiting remains as emotionally charged as it has always been.


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1402 no Ep 676: Why Behavioral Science Is The Future Of Talent Acquisition https://recruitingfuture.com/ Talent acquisition is fundamentally about people making decisions, but how often do we stop to consider why people make the decisions they do? Whether it’s a recruiter screening a resume, a hiring manager assessing a candidate or a successful applicant deciding whether to accept the role, behavioral science plays a role in every step of the process. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 09 Feb 2025 14:00:00 -0000 Why Behavioral Science Is The Future Of Talent Acquisition full 676 Matt Alder Global Talent Acquisition & Talent Transformation Specialist Stephen Reilly, talks to Matt Alder Talent acquisition is fundamentally about people making decisions, but how often do we stop to consider why people make the decisions they do? Whether it’s a recruiter screening a resume, a hiring manager assessing a candidate or a successful applicant deciding whether to accept the role, behavioral science plays a role in every step of the process. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Talent acquisition is fundamentally about people making decisions, but how often do we stop to consider why people make the decisions they do? Whether it’s a recruiter screening a resume, a hiring manager assessing a candidate or a successful applicant deciding whether to accept the role, behavioral science plays a role in every step of the process.


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


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2168 no Ep 675: Hiring Without Limits: Why Accessibility Matters https://recruitingfuture.com/ At a time when DE&I initiatives are facing increasing hostility, it's more important than ever to highlight the real value of inclusive hiring. Beyond being the right thing to do, inclusive hiring broadens talent pools, fosters innovation, and ensures that organizations tap into the full spectrum of people's skills and potential. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 09 Feb 2025 13:48:00 -0000 Hiring Without Limits: Why Accessibility Matters full 675 Matt Alder Ron Fish, Global Talent Acquisition Leader at Ivanti , talks to Matt Alder At a time when DE&I initiatives are facing increasing hostility, it's more important than ever to highlight the real value of inclusive hiring. Beyond being the right thing to do, inclusive hiring broadens talent pools, fosters innovation, and ensures that organizations tap into the full spectrum of people's skills and potential. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. At a time when DE&I initiatives are facing increasing hostility, it's more important than ever to highlight the real value of inclusive hiring. Beyond being the right thing to do, inclusive hiring broadens talent pools, fosters innovation, and ensures that organizations tap into the full spectrum of people's skills and potential.


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1509 no Ep 674: Seeing Skills Differently: Lessons from Elite Sports https://recruitingfuture.com/ Have you ever wondered how an elite baseball player can track a 95-mile-per-hour fastball and actually connect? Or how a Premier League footballer can deliver a perfect pass over half the pitch to a moving teammate? The way elite athletes develop their attributes and build skills has big lessons for how we need to think about talent and hiring in the workplace. 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 Follow this podcast on Apple Podcasts Follow this podcast on Spotify. A full transcript will appear here shortly Fri, 07 Feb 2025 22:31:00 -0000 Seeing Skills Differently: Lessons from Elite Sports full 674 Matt Alder Sports Vision Ophthalmologist Dr Daniel Laby, talks to Matt Alder Have you ever wondered how an elite baseball player can track a 95-mile-per-hour fastball and actually connect? Or how a Premier League footballer can deliver a perfect pass over half the pitch to a moving teammate? The way elite athletes develop their attributes and build skills has big lessons for how we need to think about talent and hiring in the workplace. 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 Follow this podcast on Apple Podcasts Follow this podcast on Spotify. A full transcript will appear here shortly Have you ever wondered how an elite baseball player can track a 95-mile-per-hour fastball and actually connect? Or how a Premier League footballer can deliver a perfect pass over half the pitch to a moving teammate? The way elite athletes develop their attributes and build skills has big lessons for how we need to think about talent and hiring in the workplace.


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



Follow this podcast on Apple Podcasts


Follow this podcast on Spotify.


A full transcript will appear here shortly

]]> 1567 no Round Up January 2025 https://recruitingfuture.com/ Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 666: The ROI Of Employer Branding Ep 667: Traditional HR is Dead, Here’s What’s Next Ep 668: Strategic Budgeting For TA Leaders Ep 669: How L’Oréal Group is Using AI To Evolve Talent Acquisition Ep 670: Jeff Taylor: Rethinking Hiring for the AI Age Ep 671: Balancing AI & The Human Touch Ep 672: Are Career Sites Evolving Quickly Enough? Ep 673: The Route To Skills-Based Hiring Follow this podcast on Apple Podcasts Follow this podcast on Spotify Thu, 06 Feb 2025 12:39:00 -0000 Round Up January 2025 full Matt Alder Round Up looks back on interviews from Recruiting Future published during January 2025 Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 666: The ROI Of Employer Branding Ep 667: Traditional HR is Dead, Here’s What’s Next Ep 668: Strategic Budgeting For TA Leaders Ep 669: How L’Oréal Group is Using AI To Evolve Talent Acquisition Ep 670: Jeff Taylor: Rethinking Hiring for the AI Age Ep 671: Balancing AI & The Human Touch Ep 672: Are Career Sites Evolving Quickly Enough? Ep 673: The Route To Skills-Based Hiring Follow this podcast on Apple Podcasts Follow this podcast on Spotify Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.



Episodes mentioned in this Round Up:


Ep 666: The ROI Of Employer Branding


Ep 667: Traditional HR is Dead, Here’s What’s Next


Ep 668: Strategic Budgeting For TA Leaders


Ep 669: How L’Oréal Group is Using AI To Evolve Talent Acquisition


Ep 670: Jeff Taylor: Rethinking Hiring for the AI Age


Ep 671: Balancing AI & The Human Touch


Ep 672: Are Career Sites Evolving Quickly Enough?


Ep 673: The Route To Skills-Based Hiring



Follow this podcast on Apple Podcasts


Follow this podcast on Spotify

]]> 888 no Ep 673: The Route To Skills-Based Hiring https://recruitingfuture.com The move towards skills-based strategies in organizations is still a big topic. This is unsurprising, as the advantages are significant. Skills-based thinking solves critical business challenges by better aligning talent strategies to business goals and offering the skills agility many employers badly need. Skills-based hiring also widens talent pools and challenges the entrenched mental models that sometimes form barriers to companies hiring the talent they actually need. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 03 Feb 2025 17:44:00 -0000 The Route To Skills-Based Hiring full 673 Matt Alder Jen Cunningham, VP of Global Talent Acquisition at Pearson, talks to Matt Alder The move towards skills-based strategies in organizations is still a big topic. This is unsurprising, as the advantages are significant. Skills-based thinking solves critical business challenges by better aligning talent strategies to business goals and offering the skills agility many employers badly need. Skills-based hiring also widens talent pools and challenges the entrenched mental models that sometimes form barriers to companies hiring the talent they actually need. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The move towards skills-based strategies in organizations is still a big topic. This is unsurprising, as the advantages are significant. Skills-based thinking solves critical business challenges by better aligning talent strategies to business goals and offering the skills agility many employers badly need. Skills-based hiring also widens talent pools and challenges the entrenched mental models that sometimes form barriers to companies hiring the talent they actually need.


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?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1811 no Ep 672: Are Career Sites Evolving Quickly Enough? https://recruitingfuture.com/ Career Sites still play a central role in talent acquisition, but are they evolving quickly enough? With many employers still working in career site redevelopment cycles that take years rather than months, are they keeping pace with candidate expectations and rapid advances in technology? 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 Follow this podcast on Apple Podcasts. Following this podcast on Spotify A full transcript will appear here shortly. Fri, 31 Jan 2025 22:20:00 -0000 Are Career Sites Evolving Quickly Enough? full 672 Matt Alder Career Site expert Bas van de Haterd talks to Matt Alder Career Sites still play a central role in talent acquisition, but are they evolving quickly enough? With many employers still working in career site redevelopment cycles that take years rather than months, are they keeping pace with candidate expectations and rapid advances in technology? 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 Follow this podcast on Apple Podcasts. Following this podcast on Spotify A full transcript will appear here shortly. Career Sites still play a central role in talent acquisition, but are they evolving quickly enough? With many employers still working in career site redevelopment cycles that take years rather than months, are they keeping pace with candidate expectations and rapid advances in technology?


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



Follow this podcast on Apple Podcasts.


Following this podcast on Spotify


A full transcript will appear here shortly.

]]> 1363 no Ep 671: Balancing AI & The Human Touch https://recruitingfuture.com/ Frontline hiring is more competitive than ever, with speed and efficiency now critical for success. However, the challenge doesn't stop at making the hiring process faster; employers also need to stand out from their competition by offering a high-quality candidate experience and having a recruiting process that allows them to showcase what makes their organization unique. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 28 Jan 2025 14:37:00 -0000 Balancing AI & The Human Touch full 671 Matt Alder Sonja Breuer, SVP of HR, and Aaron Einhorn, Senior HR Business Partner at Hamra Enterprises, talk to Matt Alder Frontline hiring is more competitive than ever, with speed and efficiency now critical for success. However, the challenge doesn't stop at making the hiring process faster; employers also need to stand out from their competition by offering a high-quality candidate experience and having a recruiting process that allows them to showcase what makes their organization unique. 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Frontline hiring is more competitive than ever, with speed and efficiency now critical for success. However, the challenge doesn't stop at making the hiring process faster; employers also need to stand out from their competition by offering a high-quality candidate experience and having a recruiting process that allows them to showcase what makes their organization unique.


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


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1682 no Ep 670: Jeff Taylor: Rethinking Hiring for the AI Age https://recruitingfuture.com/ It feels like Recruiting has come a long way since the days of help-wanted ads in newspapers, but are we genuinely innovating or just consistently repackaging outdated ways of doing things? For well over a century, versions of the resume and job ad have been the foundation of hiring, but as technology and work itself move on at an ever-increasing pace, it's clear these tools weren't designed for the world we are now in. So, can we finally move beyond them to build a solid foundation for an AI-powered approach?  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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Wed, 22 Jan 2025 19:13:00 -0000 Jeff Taylor: Rethinking Hiring for the AI Age full 670 Matt Alder Matt Alder talks to one of the original pioneers of online recruiting, Jeff Taylor founder of Monster It feels like Recruiting has come a long way since the days of help-wanted ads in newspapers, but are we genuinely innovating or just consistently repackaging outdated ways of doing things? For well over a century, versions of the resume and job ad have been the foundation of hiring, but as technology and work itself move on at an ever-increasing pace, it's clear these tools weren't designed for the world we are now in. So, can we finally move beyond them to build a solid foundation for an AI-powered approach?  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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. It feels like Recruiting has come a long way since the days of help-wanted ads in newspapers, but are we genuinely innovating or just consistently repackaging outdated ways of doing things? For well over a century, versions of the resume and job ad have been the foundation of hiring, but as technology and work itself move on at an ever-increasing pace, it's clear these tools weren't designed for the world we are now in. So, can we finally move beyond them to build a solid foundation for an AI-powered approach? 


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 3691 no Ep 669: How L'Oréal Group is Using AI To Evolve Talent Acquisition https://recruitingfuture.com/ With 1.5 million applications each year, L'Oréal Group's talent acquisition team faces challenges on a scale most organizations would never experience. Managing this volume while ensuring a high-quality candidate experience demands innovation, agility, and the right balance between humans and technology 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 17 Jan 2025 19:53:00 -0000 How L'Oréal Group is Using AI To Evolve Talent Acquisition full 663 Matt Alder Michael Kienle, Global VP of Talent Acquisition at L'Oréal Group, talks to Matt Alder With 1.5 million applications each year, L'Oréal Group's talent acquisition team faces challenges on a scale most organizations would never experience. Managing this volume while ensuring a high-quality candidate experience demands innovation, agility, and the right balance between humans and technology 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. With 1.5 million applications each year, L'Oréal Group's talent acquisition team faces challenges on a scale most organizations would never experience. Managing this volume while ensuring a high-quality candidate experience demands innovation, agility, and the right balance between humans and technology


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?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1808 no Ep 667: Traditional HR is Dead, Here's What's Next https://recruitingfuture.com HR is at a crossroads. The rapid pace of change, shifting employee expectations, and technological disruption have rendered traditional approaches ineffective. After years of being viewed as the department of policy and paperwork, HR must now become more agile, personalized, and human-centered to meet the challenges of the modern workplace. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 12 Jan 2025 10:14:00 -0000 Traditional HR is Dead, Here's What's Next full 667 Matt Alder Lucy Adams, CEO of Disruptive HR, talks to Matt Alder HR is at a crossroads. The rapid pace of change, shifting employee expectations, and technological disruption have rendered traditional approaches ineffective. After years of being viewed as the department of policy and paperwork, HR must now become more agile, personalized, and human-centered to meet the challenges of the modern workplace. 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? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. HR is at a crossroads. The rapid pace of change, shifting employee expectations, and technological disruption have rendered traditional approaches ineffective. After years of being viewed as the department of policy and paperwork, HR must now become more agile, personalized, and human-centered to meet the challenges of the modern workplace.


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?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2237 no Ep 666: The ROI Of Employer Branding https://recruitingfuture.com Employer branding is often misunderstood or undervalued, especially in a landscape of shrinking budgets and rising expectations. Yet, in today’s competitive environment, the ability to measure and communicate its value is more critical than ever. 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? Follow this podcast in Apple Podcasts. Follow this podcast on Spotify. Sat, 11 Jan 2025 11:00:00 -0000 The ROI Of Employer Branding full 666 Matt Alder Ben Phillips, Global Employer Brand Lead at Booksy talks to Matt Alder Employer branding is often misunderstood or undervalued, especially in a landscape of shrinking budgets and rising expectations. Yet, in today’s competitive environment, the ability to measure and communicate its value is more critical than ever. 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? Follow this podcast in Apple Podcasts. Follow this podcast on Spotify. Employer branding is often misunderstood or undervalued, especially in a landscape of shrinking budgets and rising expectations. Yet, in today’s competitive environment, the ability to measure and communicate its value is more critical than ever.


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?



Follow this podcast in Apple Podcasts.


Follow this podcast on Spotify.

]]> 2700 no Round Up December 2024 https://recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 660: Recruiting Rewired by AI Ep 661: Auditing AI For Fairer Hiring Ep 662: Talent Acquisition On The Brink Ep 663: Personalizing The Candidate Experience At Scale Ep 664: Failure and Authenticity In Employer Branding Ep 665: Aligning HR With Business Strategy Follow this podcast on Apple Podcasts Follow this podcast on Spotify Tue, 07 Jan 2025 23:52:00 -0000 Round Up December 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during December 2024 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 660: Recruiting Rewired by AI Ep 661: Auditing AI For Fairer Hiring Ep 662: Talent Acquisition On The Brink Ep 663: Personalizing The Candidate Experience At Scale Ep 664: Failure and Authenticity In Employer Branding Ep 665: Aligning HR With Business Strategy Follow this podcast on Apple Podcasts Follow this podcast on Spotify Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.



Episodes mentioned in this Round Up:


Ep 660: Recruiting Rewired by AI


Ep 661: Auditing AI For Fairer Hiring


Ep 662: Talent Acquisition On The Brink


Ep 663: Personalizing The Candidate Experience At Scale


Ep 664: Failure and Authenticity In Employer Branding


Ep 665: Aligning HR With Business Strategy



Follow this podcast on Apple Podcasts


Follow this podcast on Spotify

]]> 553 Ep 665: Aligning HR With Business Strategy https://recruitingfuture.com In this disruptive time, HR and Talent Acquisition must be perfectly aligned with organizations’ business strategies. However, recent research from Eightfold AI and 3Sixty Insights highlights a significant misalignment between the two. This misalignment creates challenges that impact everything from hiring to employee satisfaction and ultimately negatively impact long-term organizational success. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 29 Dec 2024 19:53:28 -0000 Aligning HR With Business Strategy full 665 Matt Alder Teresa Wykes, Senior Director of Talent-Centered Transformation at Eightfold AI, talks to Matt Alder In this disruptive time, HR and Talent Acquisition must be perfectly aligned with organizations’ business strategies. However, recent research from Eightfold AI and 3Sixty Insights highlights a significant misalignment between the two. This misalignment creates challenges that impact everything from hiring to employee satisfaction and ultimately negatively impact long-term organizational success. 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. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. In this disruptive time, HR and Talent Acquisition must be perfectly aligned with organizations’ business strategies. However, recent research from Eightfold AI and 3Sixty Insights highlights a significant misalignment between the two. This misalignment creates challenges that impact everything from hiring to employee satisfaction and ultimately negatively impact long-term organizational success.


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.


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1537 no Ep 664: Failure and Authenticity In Employer Branding https://recruitingfuture.com There has probably never been a more difficult time to work in employer branding. Survey after survey shows that employers consider it vitally important to have an effective employer branding strategy; however, employer brand functions and budgets have been scaled back significantly in the last two years. 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 de 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 23 Dec 2024 17:18:00 -0000 Failure and Authenticity In Employer Branding full 664 Matt Alder Claire de Souza, co-founder of the EB Space, talks to Matt Alder There has probably never been a more difficult time to work in employer branding. Survey after survey shows that employers consider it vitally important to have an effective employer branding strategy; however, employer brand functions and budgets have been scaled back significantly in the last two years. 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 de 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 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. There has probably never been a more difficult time to work in employer branding. Survey after survey shows that employers consider it vitally important to have an effective employer branding strategy; however, employer brand functions and budgets have been scaled back significantly in the last two years.


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 de 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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1874 no Ep 663: Personalizing The Candidate Experience At Scale https://recruitingfuture.com For years, a candidate experience that delivers truly personalized feedback at scale has been an unattainable dream for talent acquisition teams. Candidates have always wanted tailored feedback, advice, and the opportunity to ask questions, but the sheer volume of applications has made this impossible So, is AI now revolutionizing the candidate experience and finally making mass personalization a reality? What does it take to create an ethical, transparent system that provides candidates with two-way interactions and personalized feedback, all while improving efficiency and reducing workload for TA teams? My guest this week is Sam Dhesi, CEO of Popp AI. Despite only being 18 months old, Popp AI is already partnering with FTSE 100 companies and global staffing organizations. In our conversation, Sam shares real-world results on how AI enables conversational assessment, provides personalized candidate feedback, drives engagement, and vastly improves hiring efficiency. In the interview, we discuss: How AI is changing the way employers interact with assess candidates Building in an ethically and responsible way The importance of human oversight and explainability Delivering constructive personalized feedback at scale Facilitating mass candidate engagement Using assessment via conversational AI as a replacement for the resume Which employers are doing all of this well, and what tangible results have they achieved What does the future look like? Where will hiring be in five years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 20 Dec 2024 22:46:45 -0000 Personalizing The Candidate Experience At Scale full 663 Matt Alder Sam Dhesi, CEO of Popp AI, talks to Matt Alder For years, a candidate experience that delivers truly personalized feedback at scale has been an unattainable dream for talent acquisition teams. Candidates have always wanted tailored feedback, advice, and the opportunity to ask questions, but the sheer volume of applications has made this impossible So, is AI now revolutionizing the candidate experience and finally making mass personalization a reality? What does it take to create an ethical, transparent system that provides candidates with two-way interactions and personalized feedback, all while improving efficiency and reducing workload for TA teams? My guest this week is Sam Dhesi, CEO of Popp AI. Despite only being 18 months old, Popp AI is already partnering with FTSE 100 companies and global staffing organizations. In our conversation, Sam shares real-world results on how AI enables conversational assessment, provides personalized candidate feedback, drives engagement, and vastly improves hiring efficiency. In the interview, we discuss: How AI is changing the way employers interact with assess candidates Building in an ethically and responsible way The importance of human oversight and explainability Delivering constructive personalized feedback at scale Facilitating mass candidate engagement Using assessment via conversational AI as a replacement for the resume Which employers are doing all of this well, and what tangible results have they achieved What does the future look like? Where will hiring be in five years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. For years, a candidate experience that delivers truly personalized feedback at scale has been an unattainable dream for talent acquisition teams. Candidates have always wanted tailored feedback, advice, and the opportunity to ask questions, but the sheer volume of applications has made this impossible


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


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


In the interview, we discuss:


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


  • Building in an ethically and responsible way


  • The importance of human oversight and explainability


  • Delivering constructive personalized feedback at scale


  • Facilitating mass candidate engagement


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


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


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1846 no Ep 661: Auditing AI For Fairer Hiring https://recruitingfuture.com The adoption of AI in talent acquisition continues to accelerate, promising efficiencies and new possibilities for hiring. However, as AI tools become central to recruiting processes, they bring significant challenges, particularly around bias, compliance, and trust. Without clear oversight, these systems risk entrenching inequalities rather than addressing them. So, how can talent acquisition leaders ensure that AI supports fairer hiring while safeguarding compliance and trust? And what role does auditing play in this critical process? My guest this week is Jeff Pole, Co-founder and CEO of Warden AI, a company specializing in AI auditing for HR and TA Technologies. In our conversation, Jeff shares his insights on the importance of auditing AI systems, the emerging regulatory landscape, and how talent acquisition leaders can better understand and navigate the risks and opportunities of AI-powered hiring. In the interview, we discuss: Is the current pace of innovation in AI set to continue? What are the main risks? Regulation, Legislation, and Ethics Is there a difference between AI influencing a hiring decision and AI making a hiring decision? How AI can be less biased and fairer than humans Holding machines to a higher standard than humans Shining a light on the AI systems used in recruiting and TA technology Continuous testing and monitoring How widespread is the issue, and how much AI bias has actually been found? What should TA leaders be considering when assessing AI solutions What does the future look like? How will AI change talent acquisition in the long term? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sun, 15 Dec 2024 14:18:00 -0000 Auditing AI For Fairer Hiring full 661 Matt Alder Jeff Pole, Co-founder and CEO of Warden AI, talks to Matt Alder The adoption of AI in talent acquisition continues to accelerate, promising efficiencies and new possibilities for hiring. However, as AI tools become central to recruiting processes, they bring significant challenges, particularly around bias, compliance, and trust. Without clear oversight, these systems risk entrenching inequalities rather than addressing them. So, how can talent acquisition leaders ensure that AI supports fairer hiring while safeguarding compliance and trust? And what role does auditing play in this critical process? My guest this week is Jeff Pole, Co-founder and CEO of Warden AI, a company specializing in AI auditing for HR and TA Technologies. In our conversation, Jeff shares his insights on the importance of auditing AI systems, the emerging regulatory landscape, and how talent acquisition leaders can better understand and navigate the risks and opportunities of AI-powered hiring. In the interview, we discuss: Is the current pace of innovation in AI set to continue? What are the main risks? Regulation, Legislation, and Ethics Is there a difference between AI influencing a hiring decision and AI making a hiring decision? How AI can be less biased and fairer than humans Holding machines to a higher standard than humans Shining a light on the AI systems used in recruiting and TA technology Continuous testing and monitoring How widespread is the issue, and how much AI bias has actually been found? What should TA leaders be considering when assessing AI solutions What does the future look like? How will AI change talent acquisition in the long term? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. The adoption of AI in talent acquisition continues to accelerate, promising efficiencies and new possibilities for hiring. However, as AI tools become central to recruiting processes, they bring significant challenges, particularly around bias, compliance, and trust. Without clear oversight, these systems risk entrenching inequalities rather than addressing them.


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


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


In the interview, we discuss:


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


  • What are the main risks?


  • Regulation, Legislation, and Ethics


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


  • How AI can be less biased and fairer than humans


  • Holding machines to a higher standard than humans


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


  • Continuous testing and monitoring


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


  • What should TA leaders be considering when assessing AI solutions


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1856 no Ep 660: Recruiting Rewired by AI https://recruitingfuture.com AI has profoundly impacted talent acquisition in 2024, but its influence has been far from uniform. In some areas, little has changed, while in others—such as high-volume hiring—there has been nothing short of a revolution. Automation has dramatically accelerated recruiting processes, improving the candidate and hiring manager experience in ways previously unimaginable. These advancements are signals of what's to come, with sweeping changes across talent acquisition potentially just months away. With technology increasingly automating processes, the role of recruiters is evolving, raising urgent questions about what TA teams must do to stay relevant and strategic. Those who fail to adapt risk being left behind as automation reshapes our industry. So, how can TA leaders and recruiters navigate this transformation, address challenges like bias, and embrace the opportunities AI presents to redefine their roles? My guest this week is John Vlastelica, CEO of Recruiting Toolbox and a trusted advisor to some of the world's most innovative companies. John shares his insights on the key shifts happening in recruiting, the evolving role of recruiters, and how leaders can future-proof their teams in an AI-driven world. In the interview, we discuss: How AI is impacting recruiting right now How does it change the jobs we recruit for? Unchecked human bias in traditional recruiting process Automation in high-volume and front-line hiring Segmentation of roles between automated and high-touch recruiting processes Inefficiency by design From talent acquisition to talent advisor, breaking the silos in HR Insights, Influence, and Impact Candidate "cheating" TA Tech vendors selling directly to the C-Suite The importance of having a plan to rationalize TA What is going to happen in 2025? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Thu, 12 Dec 2024 23:12:00 -0000 Recruiting Rewired by AI full 660 Matt Alder John Vlastelica, CEO of Recruiting Toolbox, talks to Matt Alder AI has profoundly impacted talent acquisition in 2024, but its influence has been far from uniform. In some areas, little has changed, while in others—such as high-volume hiring—there has been nothing short of a revolution. Automation has dramatically accelerated recruiting processes, improving the candidate and hiring manager experience in ways previously unimaginable. These advancements are signals of what's to come, with sweeping changes across talent acquisition potentially just months away. With technology increasingly automating processes, the role of recruiters is evolving, raising urgent questions about what TA teams must do to stay relevant and strategic. Those who fail to adapt risk being left behind as automation reshapes our industry. So, how can TA leaders and recruiters navigate this transformation, address challenges like bias, and embrace the opportunities AI presents to redefine their roles? My guest this week is John Vlastelica, CEO of Recruiting Toolbox and a trusted advisor to some of the world's most innovative companies. John shares his insights on the key shifts happening in recruiting, the evolving role of recruiters, and how leaders can future-proof their teams in an AI-driven world. In the interview, we discuss: How AI is impacting recruiting right now How does it change the jobs we recruit for? Unchecked human bias in traditional recruiting process Automation in high-volume and front-line hiring Segmentation of roles between automated and high-touch recruiting processes Inefficiency by design From talent acquisition to talent advisor, breaking the silos in HR Insights, Influence, and Impact Candidate "cheating" TA Tech vendors selling directly to the C-Suite The importance of having a plan to rationalize TA What is going to happen in 2025? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. AI has profoundly impacted talent acquisition in 2024, but its influence has been far from uniform. In some areas, little has changed, while in others—such as high-volume hiring—there has been nothing short of a revolution. Automation has dramatically accelerated recruiting processes, improving the candidate and hiring manager experience in ways previously unimaginable. These advancements are signals of what's to come, with sweeping changes across talent acquisition potentially just months away.


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


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


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


In the interview, we discuss:


  • How AI is impacting recruiting right now


  • How does it change the jobs we recruit for?


  • Unchecked human bias in traditional recruiting process


  • Automation in high-volume and front-line hiring


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


  • Inefficiency by design


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


  • Insights, Influence, and Impact


  • Candidate "cheating"


  • TA Tech vendors selling directly to the C-Suite


  • The importance of having a plan to rationalize TA


  • What is going to happen in 2025?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 2202 no Round Up November 2024 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 651: Navigating TA’s Perfect Storm Ep 652: Unlocking Global Talent Pools Ep 653: Assessing the impact of AI Ep 654: The Power Of Great Questions Ep 655: Using Culture As A Talent Magnet Ep 656: Strategic Transformation in TA Ep 657: The Future Of TA Technology Ep 658: TA As A Service Ep 659: Talent Complexity Follow this podcast on Apple Podcasts Follow this podcast on Spotify Fri, 06 Dec 2024 20:18:04 -0000 Round Up November 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during November 2024 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 651: Navigating TA’s Perfect Storm Ep 652: Unlocking Global Talent Pools Ep 653: Assessing the impact of AI Ep 654: The Power Of Great Questions Ep 655: Using Culture As A Talent Magnet Ep 656: Strategic Transformation in TA Ep 657: The Future Of TA Technology Ep 658: TA As A Service Ep 659: Talent Complexity Follow this podcast on Apple Podcasts Follow this podcast on Spotify Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:


Ep 651: Navigating TA’s Perfect Storm


Ep 652: Unlocking Global Talent Pools


Ep 653: Assessing the impact of AI


Ep 654: The Power Of Great Questions


Ep 655: Using Culture As A Talent Magnet


Ep 656: Strategic Transformation in TA


Ep 657: The Future Of TA Technology


Ep 658: TA As A Service


Ep 659: Talent Complexity


Follow this podcast on Apple Podcasts


Follow this podcast on Spotify

]]> 777 no Ep 659: Talent Complexity https://recruitingfuture.com With organizations now having to navigate the rapid changes brought about by geopolitical instability, economic uncertainty, the ongoing climate emergency, and the surge in technology, it is clear that different ways of thinking about talent are needed.  So, how can organizations adapt to this complexity and prepare for a future where the old rules no longer apply? What should they consider when redefining their talent strategies in such a dynamic context? My guest this is week is Graham Abbey, Professor in Practice at The University of Bristol Business School and CEO of Farleigh Performance. From the importance of understanding the difference between complicated and complex systems to the potential of AI in reconnecting us to our humanity, Graham provides deep insights into creating the conditions for engagement, leadership, and performance and building an antifragile organization.  In the interview, we discuss: Challenges and forces driving change Thinking differently about talent Changing to the organization metaphor The difference between a complicated and complex system How well are employers responding to change and uncertainty? Skills based organizations Discovery connectivity with AI Talent Acquisition and hiring Higher purpose, agency, relationships, and disruptive learning Building an antifragile organization How will we be talking about talent in five years time Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 30 Nov 2024 11:32:00 -0000 Talent Complexity full 659 Matt Alder Graham Abbey, Professor in Practice at The University of Bristol Business School and CEO of Farleigh Performance, talks to Matt Alder With organizations now having to navigate the rapid changes brought about by geopolitical instability, economic uncertainty, the ongoing climate emergency, and the surge in technology, it is clear that different ways of thinking about talent are needed.  So, how can organizations adapt to this complexity and prepare for a future where the old rules no longer apply? What should they consider when redefining their talent strategies in such a dynamic context? My guest this is week is Graham Abbey, Professor in Practice at The University of Bristol Business School and CEO of Farleigh Performance. From the importance of understanding the difference between complicated and complex systems to the potential of AI in reconnecting us to our humanity, Graham provides deep insights into creating the conditions for engagement, leadership, and performance and building an antifragile organization.  In the interview, we discuss: Challenges and forces driving change Thinking differently about talent Changing to the organization metaphor The difference between a complicated and complex system How well are employers responding to change and uncertainty? Skills based organizations Discovery connectivity with AI Talent Acquisition and hiring Higher purpose, agency, relationships, and disruptive learning Building an antifragile organization How will we be talking about talent in five years time Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. With organizations now having to navigate the rapid changes brought about by geopolitical instability, economic uncertainty, the ongoing climate emergency, and the surge in technology, it is clear that different ways of thinking about talent are needed. 


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


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


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


In the interview, we discuss:


  • Challenges and forces driving change


  • Thinking differently about talent


  • Changing to the organization metaphor


  • The difference between a complicated and complex system


  • How well are employers responding to change and uncertainty?


  • Skills based organizations


  • Discovery connectivity with AI


  • Talent Acquisition and hiring


  • Higher purpose, agency, relationships, and disruptive learning


  • Building an antifragile organization


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1816 no Ep 658: TA As A Service https://recruitingfuture.com/ Transforming a business function is a difficult process. It can become impossible if no one knows what the function is transforming into. It is vital that anyone undertaking a TA Transformation develops a clear vision to generate buy-in and set the direction of travel. With so much disruption going on, there has never been a better time to create bold, innovative visions that take TA Acquisition in new directions. My guest this week is Jill Leonard, Global Senior Director of Talent at Hello Fresh. Hello Fresh has developed a vision for talent acquisition that they call "TA As A Service." In addition to discussing Hello Fresh's TA Transformation, Jill also talks about her experience implementing video interviewing and the benefits of embracing new technology early. In the interview, we discuss: Current TA challenges TA Transformation at Hello Fresh Recruiters as Talent Advisors TA as a service Agility and change management Upskilling and professional development for TA teams How video interviewing has evolved to solve specific business needs The benefits of embracing new technology early How to drive adoption. How should TA leaders respond to AI? Optimizing the candidate experience How will TA evolve over the next five years? Follow this podcast in Apple Podcasts. Follow this podcast on Spotify. Fri, 29 Nov 2024 19:30:07 -0000 TA As A Service full 658 Matt Alder Jill Leonard, Global Senior Director of Talent at Hello Fresh, talks to Matt Alder Transforming a business function is a difficult process. It can become impossible if no one knows what the function is transforming into. It is vital that anyone undertaking a TA Transformation develops a clear vision to generate buy-in and set the direction of travel. With so much disruption going on, there has never been a better time to create bold, innovative visions that take TA Acquisition in new directions. My guest this week is Jill Leonard, Global Senior Director of Talent at Hello Fresh. Hello Fresh has developed a vision for talent acquisition that they call "TA As A Service." In addition to discussing Hello Fresh's TA Transformation, Jill also talks about her experience implementing video interviewing and the benefits of embracing new technology early. In the interview, we discuss: Current TA challenges TA Transformation at Hello Fresh Recruiters as Talent Advisors TA as a service Agility and change management Upskilling and professional development for TA teams How video interviewing has evolved to solve specific business needs The benefits of embracing new technology early How to drive adoption. How should TA leaders respond to AI? Optimizing the candidate experience How will TA evolve over the next five years? Follow this podcast in Apple Podcasts. Follow this podcast on Spotify. Transforming a business function is a difficult process. It can become impossible if no one knows what the function is transforming into. It is vital that anyone undertaking a TA Transformation develops a clear vision to generate buy-in and set the direction of travel.


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


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


In the interview, we discuss:


  • Current TA challenges


  • TA Transformation at Hello Fresh


  • Recruiters as Talent Advisors


  • TA as a service


  • Agility and change management


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


  • The benefits of embracing new technology early


  • How to drive adoption.


  • How should TA leaders respond to AI?


  • Optimizing the candidate experience


  • How will TA evolve over the next five years?



Follow this podcast in Apple Podcasts.


Follow this podcast on Spotify.

]]> 1593 no Ep 657: The Future Of TA Technology https://recruitingfuture.com After all the commentary and debate about AI and talent acquisition over the last two years, we are finally starting to see what this brave new world might look like as many technology providers roll out new AI-driven products and services. While it is clear that massive changes are coming to the way companies hire talent, there are still many unanswered questions and contradictory views on what the future will look like. I wanted to get a different perspective on things, so this week, my guest is Shashank Saxena, a Managing Partner at Sierra Ventures. Sierra Ventures is an early-stage VC firm that has made several investments in AI-driven HR software companies. In our conversation, Shashank gives us some alternative visions of what the future of work might look like and implications for talent acquisition. In the interview, we discuss: How is the world of work changing AI use cases and the speed of adoption Does AI make TA more efficient, or does it completely disrupt it? Are AI-powered job seekers cheating? Can AI make hiring decisions? The implications of AI agents on white collar work What does the future of HR and Recruiting Technology look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Tue, 26 Nov 2024 10:41:07 -0000 The Future Of TA Technology full 657 Matt Alder Shashank Saxena, Managing Partner at Sierra Ventures, talks to Matt Alder After all the commentary and debate about AI and talent acquisition over the last two years, we are finally starting to see what this brave new world might look like as many technology providers roll out new AI-driven products and services. While it is clear that massive changes are coming to the way companies hire talent, there are still many unanswered questions and contradictory views on what the future will look like. I wanted to get a different perspective on things, so this week, my guest is Shashank Saxena, a Managing Partner at Sierra Ventures. Sierra Ventures is an early-stage VC firm that has made several investments in AI-driven HR software companies. In our conversation, Shashank gives us some alternative visions of what the future of work might look like and implications for talent acquisition. In the interview, we discuss: How is the world of work changing AI use cases and the speed of adoption Does AI make TA more efficient, or does it completely disrupt it? Are AI-powered job seekers cheating? Can AI make hiring decisions? The implications of AI agents on white collar work What does the future of HR and Recruiting Technology look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. After all the commentary and debate about AI and talent acquisition over the last two years, we are finally starting to see what this brave new world might look like as many technology providers roll out new AI-driven products and services.


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


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


In the interview, we discuss:


  • How is the world of work changing


  • AI use cases and the speed of adoption


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


  • Are AI-powered job seekers cheating?


  • Can AI make hiring decisions?


  • The implications of AI agents on white collar work


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1351 no Ep 656: Strategic Transformation in TA https://recruitingfuture.com After many years of being seen as tactical, TA has the unique opportunity to reposition itself as a strategic function with insights to shape business strategy. However, this will only happen with a significant degree of transformation, and those TA teams that stick to doing what they have always done are at risk of further downsizing or being automated away altogether.  So, what do TA Leaders need to do to harness the current forces of change and reinvent their function My guest this week is Lyndsey Taylor, head of Global Talent Attraction at Brooks Automation. Lyndsey has a wealth of experience in TA transformation, strategic workforce planning, and driving change. She shares her perspectives on the future of TA, the rise of strategic workforce planning, and breaking down traditional HR silos. In the Interview, we discuss: How the work of TA is changing and the forces driving that change How can TA influence business outcomes? Aligning metrics to business goals Internal mobility and reskilling  What role can TA play in Strategic Workforce Planning How to be more strategic What does AI make possible Enhancing the candidate experience Reducing bias Breaking the silos in HR What should TA look like in 3 years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Mon, 25 Nov 2024 22:20:00 -0000 Strategic Transformation in TA full 656 Matt Alder Lyndsey Taylor, head of Global Talent Attraction at Brooks Automation talks to Matt Alder After many years of being seen as tactical, TA has the unique opportunity to reposition itself as a strategic function with insights to shape business strategy. However, this will only happen with a significant degree of transformation, and those TA teams that stick to doing what they have always done are at risk of further downsizing or being automated away altogether.  So, what do TA Leaders need to do to harness the current forces of change and reinvent their function My guest this week is Lyndsey Taylor, head of Global Talent Attraction at Brooks Automation. Lyndsey has a wealth of experience in TA transformation, strategic workforce planning, and driving change. She shares her perspectives on the future of TA, the rise of strategic workforce planning, and breaking down traditional HR silos. In the Interview, we discuss: How the work of TA is changing and the forces driving that change How can TA influence business outcomes? Aligning metrics to business goals Internal mobility and reskilling  What role can TA play in Strategic Workforce Planning How to be more strategic What does AI make possible Enhancing the candidate experience Reducing bias Breaking the silos in HR What should TA look like in 3 years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. After many years of being seen as tactical, TA has the unique opportunity to reposition itself as a strategic function with insights to shape business strategy. However, this will only happen with a significant degree of transformation, and those TA teams that stick to doing what they have always done are at risk of further downsizing or being automated away altogether. 


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


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


In the Interview, we discuss:


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


  • How can TA influence business outcomes?


  • Aligning metrics to business goals


  • Internal mobility and reskilling 


  • What role can TA play in Strategic Workforce Planning


  • How to be more strategic


  • What does AI make possible


  • Enhancing the candidate experience


  • Reducing bias


  • Breaking the silos in HR


  • What should TA look like in 3 years time?


Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1408 no Ep 655: Using Culture As A Talent Magnet https://recruitingfuture.com Company culture is a fundamental selling point for attracting the right talent to an organization. However, in many cases, it is talked about in a cliched, inauthentic way during the hiring process. Culture is also often portrayed in terms of the working environment or via specific perks rather than being something that holistically represents the organization. So, how can TA teams use culture as a genuine magnet to attract talent in a post-pandemic world where work has fundamentally changed? My guest this week is Kirstie Eustace, Chief Admin Officer at Steward Partners. Steward Partners is an excellent example of an organization that puts their culture front and centre in there hiring process, and Kirstie has some excellent insights and advice to share In the interview, we discuss: The definition of culture in a corporate context How does culture translate into employee and candidate experience? Prioritising wellbeing Using culture to stand out in talent acquisition Storytelling with real examples Giving candidates direct access to existing employees and the leadership team The role of technology What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 22 Nov 2024 23:03:00 -0000 Using Culture As A Talent Magnet full 655 Matt Alder Kirstie Eustace, Chief Admin Officer at Steward Partners, talks to Matt Alder Company culture is a fundamental selling point for attracting the right talent to an organization. However, in many cases, it is talked about in a cliched, inauthentic way during the hiring process. Culture is also often portrayed in terms of the working environment or via specific perks rather than being something that holistically represents the organization. So, how can TA teams use culture as a genuine magnet to attract talent in a post-pandemic world where work has fundamentally changed? My guest this week is Kirstie Eustace, Chief Admin Officer at Steward Partners. Steward Partners is an excellent example of an organization that puts their culture front and centre in there hiring process, and Kirstie has some excellent insights and advice to share In the interview, we discuss: The definition of culture in a corporate context How does culture translate into employee and candidate experience? Prioritising wellbeing Using culture to stand out in talent acquisition Storytelling with real examples Giving candidates direct access to existing employees and the leadership team The role of technology What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Company culture is a fundamental selling point for attracting the right talent to an organization. However, in many cases, it is talked about in a cliched, inauthentic way during the hiring process. Culture is also often portrayed in terms of the working environment or via specific perks rather than being something that holistically represents the organization.


So, how can TA teams use culture as a genuine magnet to attract talent in a post-pandemic world where work has fundamentally changed?


My guest this week is Kirstie Eustace, Chief Admin Officer at Steward Partners. Steward Partners is an excellent example of an organization that puts their culture front and centre in there hiring process, and Kirstie has some excellent insights and advice to share


In the interview, we discuss:


  • The definition of culture in a corporate context


  • How does culture translate into employee and candidate experience?


  • Prioritising wellbeing


  • Using culture to stand out in talent acquisition


  • Storytelling with real examples


  • Giving candidates direct access to existing employees and the leadership team


  • The role of technology


  • What does the future look like



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.


]]> 1486 no Ep 654: The Power Of Great Questions https://recruitingfuture.com Whenever we talk about recruiting automation, there is always a persistent narrative in favor of retaining the human touch in some way, shape, or form. While technology now enables us to interact in increasingly conversational ways, there's still an irreplaceable quality in human-to-human, face-to-face dialogue that no machine or video can fully replicate. So, how can we enhance the effectiveness of our conversations in both professional and personal settings? And could asking more powerful, thoughtful questions lead to better hiring outcomes?  My guest this week is Emmy Award-winning filmmaker Topaz Adizes, founder of experience design studio The Skin Deep. Having conducted over 1,200 filmed conversations exploring human connection, Topaz has gained profound insights into what makes questions transformative. In our discussion, he shares what his work has taught him about crafting questions that break down barriers and foster authentic dialogue—lessons that can help us all engage more meaningfully in the workplace and beyond. In the interview, we discuss: Lessons learned from filming 1,200 conversations How conversations build relationships Avoiding power plays and making a safe space for conversation The importance of well-constructed questions Curiosity and openness in job interviews The power of bringing unrelated concepts together Connective questions Listening versus speaking Can AI write effective questions? The differences between face-to-face and virtual conversations What's the future of workplace conversations? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify Sun, 17 Nov 2024 13:04:00 -0000 The Power Of Great Questions full 654 Matt Alder Emmy Award-winning filmmaker Topaz Adizes, talks to Matt Alder Whenever we talk about recruiting automation, there is always a persistent narrative in favor of retaining the human touch in some way, shape, or form. While technology now enables us to interact in increasingly conversational ways, there's still an irreplaceable quality in human-to-human, face-to-face dialogue that no machine or video can fully replicate. So, how can we enhance the effectiveness of our conversations in both professional and personal settings? And could asking more powerful, thoughtful questions lead to better hiring outcomes?  My guest this week is Emmy Award-winning filmmaker Topaz Adizes, founder of experience design studio The Skin Deep. Having conducted over 1,200 filmed conversations exploring human connection, Topaz has gained profound insights into what makes questions transformative. In our discussion, he shares what his work has taught him about crafting questions that break down barriers and foster authentic dialogue—lessons that can help us all engage more meaningfully in the workplace and beyond. In the interview, we discuss: Lessons learned from filming 1,200 conversations How conversations build relationships Avoiding power plays and making a safe space for conversation The importance of well-constructed questions Curiosity and openness in job interviews The power of bringing unrelated concepts together Connective questions Listening versus speaking Can AI write effective questions? The differences between face-to-face and virtual conversations What's the future of workplace conversations? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify Whenever we talk about recruiting automation, there is always a persistent narrative in favor of retaining the human touch in some way, shape, or form. While technology now enables us to interact in increasingly conversational ways, there's still an irreplaceable quality in human-to-human, face-to-face dialogue that no machine or video can fully replicate.


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


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


In the interview, we discuss:


  • Lessons learned from filming 1,200 conversations


  • How conversations build relationships


  • Avoiding power plays and making a safe space for conversation


  • The importance of well-constructed questions


  • Curiosity and openness in job interviews


  • The power of bringing unrelated concepts together


  • Connective questions


  • Listening versus speaking


  • Can AI write effective questions?


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


  • What's the future of workplace conversations?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify

]]> 1870 no Ep 653: Assessing the impact of AI https://recruitingfuture.com I know that many of you would agree that we are now beyond saturation point with the hype around AI in TA. It's clear that one way or another, gen AI is going to become ubiquitous in the software that we use. So, rather than discussing it as a topic on its own, we need to look carefully at the current and future impact on TA in terms of use cases, innovation, and the potential to rethink hiring. So what are the proven use cases for AI right now, where are we missing opportunities, and how will things develop in the short term? My guest this week is Mark Chaffey, Co-Founder and CEO of Hackajob. We discuss current AI use cases and lessons TA can learn from Gen AI's impact on software engineering. In the interview, we discuss: The current state of the tech hiring market Concerns over developing early career talent The impact of AI on software engineering AI isn't just about automation. It's about being ten times better. Why AI will always match better than humans The role of TA The hype cycle Critical questions to ask vendors Data governance and integration What will things be like in both the short and long-term future? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 15 Nov 2024 13:09:22 -0000 Assessing the impact of AI full 653 Matt Alder Mark Chaffey, Co-Founder and CEO of Hackajob, talks to Matt Alder I know that many of you would agree that we are now beyond saturation point with the hype around AI in TA. It's clear that one way or another, gen AI is going to become ubiquitous in the software that we use. So, rather than discussing it as a topic on its own, we need to look carefully at the current and future impact on TA in terms of use cases, innovation, and the potential to rethink hiring. So what are the proven use cases for AI right now, where are we missing opportunities, and how will things develop in the short term? My guest this week is Mark Chaffey, Co-Founder and CEO of Hackajob. We discuss current AI use cases and lessons TA can learn from Gen AI's impact on software engineering. In the interview, we discuss: The current state of the tech hiring market Concerns over developing early career talent The impact of AI on software engineering AI isn't just about automation. It's about being ten times better. Why AI will always match better than humans The role of TA The hype cycle Critical questions to ask vendors Data governance and integration What will things be like in both the short and long-term future? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. I know that many of you would agree that we are now beyond saturation point with the hype around AI in TA. It's clear that one way or another, gen AI is going to become ubiquitous in the software that we use. So, rather than discussing it as a topic on its own, we need to look carefully at the current and future impact on TA in terms of use cases, innovation, and the potential to rethink hiring.


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


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


In the interview, we discuss:


  • The current state of the tech hiring market


  • Concerns over developing early career talent


  • The impact of AI on software engineering


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


  • Why AI will always match better than humans


  • The role of TA


  • The hype cycle


  • Critical questions to ask vendors


  • Data governance and integration


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



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1572 no Ep 652: Unlocking Global Talent Pools https://recruitingfuture.com One of the pandemic's legacies is the opening of genuinely global markets for talent. The trend of moving work to people, rather than people to work, is set to grow as effectively tapping into international talent pools can offer a huge competitive advantage for the employers that get it right. At the same time, though, recruiting globally can be daunting, with companies having to negotiate the previously unfamiliar cultural, financial, and legal complexities. My guest this week is Jonathan Romley, founder and CEO of Lundy. Jonathan shares his extensive experience in mapping out international hiring plans and highlights why he sees the globalization of talent as a huge strategic opportunity for talent acquisition. In the interview, we discuss: The shifting global workforce landscape Why global hiring is a strategic opportunity for Talent Acquisition Understanding the business case Assessing whether a role should be based in another country Strategy roles versus execution roles The vital importance of research The disruptive force of AI Trust and the candidate experience What will TA look like in five years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Sat, 09 Nov 2024 22:39:00 -0000 Unlocking Global Talent Pools full 652 Matt Alder Jonathan Romley, Founder and CEO of Lundy, talks to Matt Alder One of the pandemic's legacies is the opening of genuinely global markets for talent. The trend of moving work to people, rather than people to work, is set to grow as effectively tapping into international talent pools can offer a huge competitive advantage for the employers that get it right. At the same time, though, recruiting globally can be daunting, with companies having to negotiate the previously unfamiliar cultural, financial, and legal complexities. My guest this week is Jonathan Romley, founder and CEO of Lundy. Jonathan shares his extensive experience in mapping out international hiring plans and highlights why he sees the globalization of talent as a huge strategic opportunity for talent acquisition. In the interview, we discuss: The shifting global workforce landscape Why global hiring is a strategic opportunity for Talent Acquisition Understanding the business case Assessing whether a role should be based in another country Strategy roles versus execution roles The vital importance of research The disruptive force of AI Trust and the candidate experience What will TA look like in five years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. One of the pandemic's legacies is the opening of genuinely global markets for talent. The trend of moving work to people, rather than people to work, is set to grow as effectively tapping into international talent pools can offer a huge competitive advantage for the employers that get it right. At the same time, though, recruiting globally can be daunting, with companies having to negotiate the previously unfamiliar cultural, financial, and legal complexities.


My guest this week is Jonathan Romley, founder and CEO of Lundy. Jonathan shares his extensive experience in mapping out international hiring plans and highlights why he sees the globalization of talent as a huge strategic opportunity for talent acquisition.


In the interview, we discuss:


  • The shifting global workforce landscape


  • Why global hiring is a strategic opportunity for Talent Acquisition


  • Understanding the business case


  • Assessing whether a role should be based in another country


  • Strategy roles versus execution roles


  • The vital importance of research


  • The disruptive force of AI


  • Trust and the candidate experience


  • What will TA look like in five years time?



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1932 no Ep 651: Navigating TA's Perfect Storm https://recruitingfuture.com Talent Acquisition appears to be facing the perfect storm. The volume of inbound applications is increasing at unprecedented levels; however, at the same time, budgets are being reduced, and TA teams are getting smaller. On top of that, hiring for specialist talent is getting harder with remote work, making talent markets truly global and increasing competition for the hardest-to-find skills. So, how can TA Leaders navigate these disruptive waters? AI is often positioned as a magic solution, but cutting through the cacophony of marketing noise it generates is a real challenge. My guest this week is Steve Bartel, Founder and CEO of Gem. Steve offers us insights and advice from the perspective of a vendor building solutions to the challenges TA teams face. As well as talking about the trends that matter and the long-term impact of AI, he also shares some valuable advice on properly assessing potential AI solutions and avoiding some of the common pitfalls currently out there. In the interview, we discuss: The challenges TA faces Noise versus signal What are the real game-changing trends? Single vendor versus point solutions Navigating the Gen AI revolution as a vendor The long term impact of AI on Talent Acquisition The AI hype cycle Ranking and matching Delivering an exceptional candidate experience What should buyers be aware of Recruiting Nirvana Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Fri, 08 Nov 2024 21:47:19 -0000 Navigating TA's Perfect Storm full 651 Matt Alder Steve Bartel, Founder and CEO of Gem talks to Matt Alder Talent Acquisition appears to be facing the perfect storm. The volume of inbound applications is increasing at unprecedented levels; however, at the same time, budgets are being reduced, and TA teams are getting smaller. On top of that, hiring for specialist talent is getting harder with remote work, making talent markets truly global and increasing competition for the hardest-to-find skills. So, how can TA Leaders navigate these disruptive waters? AI is often positioned as a magic solution, but cutting through the cacophony of marketing noise it generates is a real challenge. My guest this week is Steve Bartel, Founder and CEO of Gem. Steve offers us insights and advice from the perspective of a vendor building solutions to the challenges TA teams face. As well as talking about the trends that matter and the long-term impact of AI, he also shares some valuable advice on properly assessing potential AI solutions and avoiding some of the common pitfalls currently out there. In the interview, we discuss: The challenges TA faces Noise versus signal What are the real game-changing trends? Single vendor versus point solutions Navigating the Gen AI revolution as a vendor The long term impact of AI on Talent Acquisition The AI hype cycle Ranking and matching Delivering an exceptional candidate experience What should buyers be aware of Recruiting Nirvana Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. Talent Acquisition appears to be facing the perfect storm. The volume of inbound applications is increasing at unprecedented levels; however, at the same time, budgets are being reduced, and TA teams are getting smaller. On top of that, hiring for specialist talent is getting harder with remote work, making talent markets truly global and increasing competition for the hardest-to-find skills.


So, how can TA Leaders navigate these disruptive waters? AI is often positioned as a magic solution, but cutting through the cacophony of marketing noise it generates is a real challenge.


My guest this week is Steve Bartel, Founder and CEO of Gem. Steve offers us insights and advice from the perspective of a vendor building solutions to the challenges TA teams face. As well as talking about the trends that matter and the long-term impact of AI, he also shares some valuable advice on properly assessing potential AI solutions and avoiding some of the common pitfalls currently out there.


In the interview, we discuss:


  • The challenges TA faces


  • Noise versus signal


  • What are the real game-changing trends?


  • Single vendor versus point solutions


  • Navigating the Gen AI revolution as a vendor


  • The long term impact of AI on Talent Acquisition


  • The AI hype cycle


  • Ranking and matching


  • Delivering an exceptional candidate experience


  • What should buyers be aware of


  • Recruiting Nirvana



Follow this podcast on Apple Podcasts.


Follow this podcast on Spotify.

]]> 1807 no Round Up October 2024 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 644: AI, Innovation & HR Tech Ep 645: Recruiting Nirvana Ep 646: Skills Intelligence Ep 647: Attributes Ep 648: Unstoppable Transformation Ep 649: Building A Personalized Candidate Experience Follow this podcast on Apple Podcasts Tue, 05 Nov 2024 16:46:37 -0000 Round Up October 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during October 2024 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 644: AI, Innovation & HR Tech Ep 645: Recruiting Nirvana Ep 646: Skills Intelligence Ep 647: Attributes Ep 648: Unstoppable Transformation Ep 649: Building A Personalized Candidate Experience Follow this podcast on Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 644: AI, Innovation & HR Tech


Ep 645: Recruiting Nirvana


Ep 646: Skills Intelligence


Ep 647: Attributes


Ep 648: Unstoppable Transformation


Ep 649: Building A Personalized Candidate Experience


Follow this podcast on Apple Podcasts

]]> 689 no Ep 650: A Strategic Approach To Skills https://recruitingfuture.com I've done a lot of research this year around the move to skills-based hiring and skills-based organizations. Having spoken to a large number of employers on this journey, it is very clear that success is predicated on looking at skills strategically, holistically, and in the context of both business and personal growth. Ultimately, employers need to think fundamentally differently about talent and reflect this new thinking in talent acquisition, talent mobility, and talent development. My guests this week have just published an excellent book encouraging CEOs to embrace this new mindset to build the adaptable, skilled workforce they need in a way that doesn't undermine personal growth and champions the employee experience. The book is called "The Talent-Fueled Enterprise," and it was great to be able to speak to all three of its authors, Mike Ohata, Larry Durham, and Eric Dingler, who between them have 85 years combined experience in leading talent at Fortune 15 companies. In the interview, we discuss: The current most common talent challenges The tension between people growth and business growth Shifting from tech skills to Skills, Attributes and Experience Skilling for human potential Building teams for growth, adaptability, and empathy Rethinking Talent Acquisition Becoming a skills-based organization The vital importance of talent mobility Employee experience The impact of AI What will work look like in 5 years time? You can get 30% off The Talent-Fueled Enterprise by following this link and using the code Recruiting24 Follow this podcast on Apple Podcasts. Sun, 03 Nov 2024 17:05:19 -0000 A Strategic Approach To Skills full 650 Matt Alder Mike Ohata, Larry Durham, and Eric Dingler, authors of "The Talent-Fueled Enterprise" talk to Matt Alder I've done a lot of research this year around the move to skills-based hiring and skills-based organizations. Having spoken to a large number of employers on this journey, it is very clear that success is predicated on looking at skills strategically, holistically, and in the context of both business and personal growth. Ultimately, employers need to think fundamentally differently about talent and reflect this new thinking in talent acquisition, talent mobility, and talent development. My guests this week have just published an excellent book encouraging CEOs to embrace this new mindset to build the adaptable, skilled workforce they need in a way that doesn't undermine personal growth and champions the employee experience. The book is called "The Talent-Fueled Enterprise," and it was great to be able to speak to all three of its authors, Mike Ohata, Larry Durham, and Eric Dingler, who between them have 85 years combined experience in leading talent at Fortune 15 companies. In the interview, we discuss: The current most common talent challenges The tension between people growth and business growth Shifting from tech skills to Skills, Attributes and Experience Skilling for human potential Building teams for growth, adaptability, and empathy Rethinking Talent Acquisition Becoming a skills-based organization The vital importance of talent mobility Employee experience The impact of AI What will work look like in 5 years time? You can get 30% off The Talent-Fueled Enterprise by following this link and using the code Recruiting24 Follow this podcast on Apple Podcasts. I've done a lot of research this year around the move to skills-based hiring and skills-based organizations. Having spoken to a large number of employers on this journey, it is very clear that success is predicated on looking at skills strategically, holistically, and in the context of both business and personal growth.


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


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


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


In the interview, we discuss:


  • The current most common talent challenges


  • The tension between people growth and business growth


  • Shifting from tech skills to Skills, Attributes and Experience


  • Skilling for human potential


  • Building teams for growth, adaptability, and empathy


  • Rethinking Talent Acquisition


  • Becoming a skills-based organization


  • The vital importance of talent mobility


  • Employee experience


  • The impact of AI


  • What will work look like in 5 years time?



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


Follow this podcast on Apple Podcasts.

]]> 2182 no Ep 649: Building A Personalized Candidate Experience https://recruitingfuture.com Improving the candidate experience has been a perpetual goal in recruiting. Despite the best intentions, the improvement process's effectiveness still ebbs and flows with the changes in supply and demand in the labor market. However, are things finally about to change? Ever since the exponential acceleration in the development of AI, I've been excited about the possibility of technology delivering a genuinely personalized candidate experience at scale. So, what does this vision look like? Which elements are already possible, and what do TA leaders need to do to make it a reality? My guest this week is Don Tomlinson, CTO at Daxtra. In our conversation, Don gives us a refreshingly pragmatic view of the AI use cases that can combine to build a personalized candidate experience and highlights pitfalls and dangers to be aware of. In the interview, we discuss: Using AI to diversify talent pools Taking out the background noise Personalizing the candidate's experience in real-time Bespoke communication at scale Automatically tailoring the hiring process to individual circumstances. Transparency The dangers of losing the human touch Efficiencies, investment, and ROI Build vs Buy, Core Vs Complementary AI self-auditing to improve strategy and process What will the future look like? Follow this podcast on Apple Podcasts. Fri, 01 Nov 2024 09:13:00 -0000 Building A Personalized Candidate Experience full 649 Matt Alder Don Tomlinson, CTO at Daxtra, talks to Matt Alder Improving the candidate experience has been a perpetual goal in recruiting. Despite the best intentions, the improvement process's effectiveness still ebbs and flows with the changes in supply and demand in the labor market. However, are things finally about to change? Ever since the exponential acceleration in the development of AI, I've been excited about the possibility of technology delivering a genuinely personalized candidate experience at scale. So, what does this vision look like? Which elements are already possible, and what do TA leaders need to do to make it a reality? My guest this week is Don Tomlinson, CTO at Daxtra. In our conversation, Don gives us a refreshingly pragmatic view of the AI use cases that can combine to build a personalized candidate experience and highlights pitfalls and dangers to be aware of. In the interview, we discuss: Using AI to diversify talent pools Taking out the background noise Personalizing the candidate's experience in real-time Bespoke communication at scale Automatically tailoring the hiring process to individual circumstances. Transparency The dangers of losing the human touch Efficiencies, investment, and ROI Build vs Buy, Core Vs Complementary AI self-auditing to improve strategy and process What will the future look like? Follow this podcast on Apple Podcasts. Improving the candidate experience has been a perpetual goal in recruiting. Despite the best intentions, the improvement process's effectiveness still ebbs and flows with the changes in supply and demand in the labor market. However, are things finally about to change?


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


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


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


In the interview, we discuss:


  • Using AI to diversify talent pools


  • Taking out the background noise


  • Personalizing the candidate's experience in real-time


  • Bespoke communication at scale


  • Automatically tailoring the hiring process to individual circumstances.


  • Transparency


  • The dangers of losing the human touch


  • Efficiencies, investment, and ROI


  • Build vs Buy, Core Vs Complementary


  • AI self-auditing to improve strategy and process


  • What will the future look like?



Follow this podcast on Apple Podcasts.

]]> 1468 no Ep 648: Unstoppable Transformation https://recruitingfuture.com In the last few weeks, many established software vendors have launched AI-augmented products, helping us move past the hype and get a much more hands-on view of what AI means for Talent Acquisition. There are still a massive amount of unknowns, but it is evident that AI is a chief catalyst in what is now an unstoppable transformation of TA and the broader talent function. AI and automation fundamentally alter the speed and scale at which TA can operate, constantly pushing the boundaries of what is possible. So, what does this mean for TA leaders and practitioners right now? How prepared are organizations for this level of transformation, and how can TA raise its game to drive more value for the organization? This week, my guests are Dr. Swathi Palasamudram, Enterprise Business Architect at Bosch, and Nazim Ünlü, Global People and Organization Lead at Novartis, in two interviews recorded at the Smartrecruiters Hiring Success event in Amsterdam in September. Swathi and Nazim shared insights that reveal why the transformation of talent acquisition is truly unstoppable—and how TA leaders can harness this momentum to not only keep pace but lead the way. In the interviews, we discuss: Fear, Adaptability, and the critical importance of strategic thinking Current AI use cases. How AI can raise the value of TA to the business Regional variations in AI adoption Retaining the vital human element of TA and HR Data literacy Building a personalized candidate experience The difference between Automation (efficiency through technology) and AI (insights and decision-making) Advice for TA Leaders Follow this podcast on Apple Podcasts. Mon, 28 Oct 2024 17:17:00 -0000 Unstoppable Transformation full 648 Matt Alder Dr. Swathi Palasamudram, Enterprise Business Architect at Bosch, and Nazim Ünlü, Global People and Organization Lead at Novartis, talk to Matt Alder In the last few weeks, many established software vendors have launched AI-augmented products, helping us move past the hype and get a much more hands-on view of what AI means for Talent Acquisition. There are still a massive amount of unknowns, but it is evident that AI is a chief catalyst in what is now an unstoppable transformation of TA and the broader talent function. AI and automation fundamentally alter the speed and scale at which TA can operate, constantly pushing the boundaries of what is possible. So, what does this mean for TA leaders and practitioners right now? How prepared are organizations for this level of transformation, and how can TA raise its game to drive more value for the organization? This week, my guests are Dr. Swathi Palasamudram, Enterprise Business Architect at Bosch, and Nazim Ünlü, Global People and Organization Lead at Novartis, in two interviews recorded at the Smartrecruiters Hiring Success event in Amsterdam in September. Swathi and Nazim shared insights that reveal why the transformation of talent acquisition is truly unstoppable—and how TA leaders can harness this momentum to not only keep pace but lead the way. In the interviews, we discuss: Fear, Adaptability, and the critical importance of strategic thinking Current AI use cases. How AI can raise the value of TA to the business Regional variations in AI adoption Retaining the vital human element of TA and HR Data literacy Building a personalized candidate experience The difference between Automation (efficiency through technology) and AI (insights and decision-making) Advice for TA Leaders Follow this podcast on Apple Podcasts. In the last few weeks, many established software vendors have launched AI-augmented products, helping us move past the hype and get a much more hands-on view of what AI means for Talent Acquisition.

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

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

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


In the interviews, we discuss:


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


  • Current AI use cases.


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


  • Regional variations in AI adoption


  • Retaining the vital human element of TA and HR


  • Data literacy


  • Building a personalized candidate experience


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


  • Advice for TA Leaders



Follow this podcast on Apple Podcasts.

]]> 1895 no Ep 647: Selection Strategies From A Navy Seal Commander https://recruitingfuture.com Soft Skills, Hard Skills, Attributes, Traits, Competencies—these words sometimes get used interchangeably when we talk about assessment and team building. As the momentum around skills-based hiring increases, it is important to know what we really mean when we talk about skills generically and how exactly we are measuring someone's ability to do a particular role. My guest this week is Rich Diviney, founder of The Attributes. Rich is a former Commanding Officer in the US Navy SEALs, where he was responsible for assessing and selecting the elite of the elite for the famous SEAL Team Six. He now speaks and writes about the use of attributes in team building and hiring. We had a fantastic discussion about the difference between skills and attributes in the context of hiring and development. We also discuss my somewhat surprising results from taking Rich's attributes test.  In the interview, we discuss: Identifying the elite of the elite for SEAL Team Six The difference between attributes and skills Understanding how people react in times of stress, challenge, and uncertainty How do you measure and assess attributes? Are soft skills and attributes the same thing? Can you develop attributes? The difference between perseverance, resilience, and tenacity What are companies getting wrong when it comes to skills and hiring? The "Dream Team Paradox" When AI takes over skills, attributes become even more critical. What does the future look like for hiring and managing talent? You can get 15% of The Attributes Assessment by using the code RECRUITING15 Follow this podcast on Apple Podcasts. Sun, 20 Oct 2024 17:09:00 -0000 Selection Strategies From A Navy Seal Commander full 647 Matt Alder Rich Diviney, founder of The Attributes and former Nay SEAL Commanding Officer, talks to Matt Alder Soft Skills, Hard Skills, Attributes, Traits, Competencies—these words sometimes get used interchangeably when we talk about assessment and team building. As the momentum around skills-based hiring increases, it is important to know what we really mean when we talk about skills generically and how exactly we are measuring someone's ability to do a particular role. My guest this week is Rich Diviney, founder of The Attributes. Rich is a former Commanding Officer in the US Navy SEALs, where he was responsible for assessing and selecting the elite of the elite for the famous SEAL Team Six. He now speaks and writes about the use of attributes in team building and hiring. We had a fantastic discussion about the difference between skills and attributes in the context of hiring and development. We also discuss my somewhat surprising results from taking Rich's attributes test.  In the interview, we discuss: Identifying the elite of the elite for SEAL Team Six The difference between attributes and skills Understanding how people react in times of stress, challenge, and uncertainty How do you measure and assess attributes? Are soft skills and attributes the same thing? Can you develop attributes? The difference between perseverance, resilience, and tenacity What are companies getting wrong when it comes to skills and hiring? The "Dream Team Paradox" When AI takes over skills, attributes become even more critical. What does the future look like for hiring and managing talent? You can get 15% of The Attributes Assessment by using the code RECRUITING15 Follow this podcast on Apple Podcasts. Soft Skills, Hard Skills, Attributes, Traits, Competencies—these words sometimes get used interchangeably when we talk about assessment and team building. As the momentum around skills-based hiring increases, it is important to know what we really mean when we talk about skills generically and how exactly we are measuring someone's ability to do a particular role.

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

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

In the interview, we discuss:


  • Identifying the elite of the elite for SEAL Team Six


  • The difference between attributes and skills


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


  • How do you measure and assess attributes?


  • Are soft skills and attributes the same thing?


  • Can you develop attributes?


  • The difference between perseverance, resilience, and tenacity


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


  • The "Dream Team Paradox"


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


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


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


Follow this podcast on Apple Podcasts.

]]> 2157 no Ep 646: Skills Intelligence https://recruitingfuture.com/ Skills-based organizations and skills-based hiring have been some of the hottest topics of the year. While it is hard to find anyone who disagrees that this way of thinking about talent strategies has enormous benefits, there is still much debate about some of the practicalities around strategy and implementation. I spoke to two genuine HR thought leaders in my fourth and final set of interviews recorded at this year's HR Technology Conference. Heather Jerrehain, VP of Product Management - Employee Workflows at Service Now, and Mike Bollinger, Global VP of Strategic Initiative at Cornerstone on Demand Both shared their thoughts and insights on the power of skills, the journey towards skills-based organizations, and their sense of what the future might look like. In the interviews, we discuss: The impact of AI on jobs, work, and skills How AI is revolutionizing skills analysis and intelligence Using data from the hiring process to get a fuller picture of a person's skills The power of skills-based mobility Advice on building skills-based strategies How to get started The importance of not overcomplicating the process What types of organizations are already successfully implementing skills-based strategies Soft skills versus hard skills Skills development and the value for employees Integrating technology into skills-based hiring and development. What will things look like in five years' time? Follow this podcast on Apple Podcasts. Sun, 13 Oct 2024 16:12:40 -0000 Skills Intelligence full 646 Matt Alder Heather Jerrehain, from Service Now, and Mike Bollinger from Cornerstone talk to Matt Alder at The HR Technology Conference Skills-based organizations and skills-based hiring have been some of the hottest topics of the year. While it is hard to find anyone who disagrees that this way of thinking about talent strategies has enormous benefits, there is still much debate about some of the practicalities around strategy and implementation. I spoke to two genuine HR thought leaders in my fourth and final set of interviews recorded at this year's HR Technology Conference. Heather Jerrehain, VP of Product Management - Employee Workflows at Service Now, and Mike Bollinger, Global VP of Strategic Initiative at Cornerstone on Demand Both shared their thoughts and insights on the power of skills, the journey towards skills-based organizations, and their sense of what the future might look like. In the interviews, we discuss: The impact of AI on jobs, work, and skills How AI is revolutionizing skills analysis and intelligence Using data from the hiring process to get a fuller picture of a person's skills The power of skills-based mobility Advice on building skills-based strategies How to get started The importance of not overcomplicating the process What types of organizations are already successfully implementing skills-based strategies Soft skills versus hard skills Skills development and the value for employees Integrating technology into skills-based hiring and development. What will things look like in five years' time? Follow this podcast on Apple Podcasts. Skills-based organizations and skills-based hiring have been some of the hottest topics of the year. While it is hard to find anyone who disagrees that this way of thinking about talent strategies has enormous benefits, there is still much debate about some of the practicalities around strategy and implementation.


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


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


In the interviews, we discuss:


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


  • How AI is revolutionizing skills analysis and intelligence


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


  • The power of skills-based mobility


  • Advice on building skills-based strategies


  • How to get started


  • The importance of not overcomplicating the process


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


  • Soft skills versus hard skills


  • Skills development and the value for employees


  • Integrating technology into skills-based hiring and development.


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


Follow this podcast on Apple Podcasts.

]]> 1806 no Ep 645: Recruiting Nirvana https://recruitingfuture.com Technology is evolving quickly, and advances in AI are likely to change Talent Acquisition forever. If you are a regular listener to this podcast, you will know that I firmly believe there is an opportunity here to make recruiting better for everyone, with the potential for AI to increase effectiveness, efficiency, and experience exponentially. I call this Recruiting Nirvana. However, other less favorable future scenarios still exist, and there is only a short window of time for TA's future to be in its own hands. It is critical; then, that TA Leaders keep up to date with the art of the possible when it comes to AI and technology and have a clear vision of the future, they are moving towards. At the recent HR Technology Conference, I sat down with six practitioners and analysts to find out what they thought the biggest challenges are in TA at the moment, which of the current use cases of AI they feel are most valuable, and, most importantly, what their own vision of Recruiting Nirvana looks like. In this episode, you will hear from: Lindsey Sailors, Head of TA Insights & Enablement at Dropbox Matt Couret, Director of Client Delivery at Hudson RPO Sarah White, Founder of Aspect 43 Matt Jones, Chief Product Officer at Cieolo Talent Maureen Clough, Creator and Host of the "It Gets Late Early" podcast Matt Charney, Editor in Chief at Recruiter.com A huge thank you to Gem for hosting me at their booth at HR Tech so that I could have these conversations. Follow this podcast on Apple Podcasts. Fri, 11 Oct 2024 15:39:06 -0000 Recruiting Nirvana full 645 Matt Alder In this special episode, recorded at HR Tech, Matt Alder asks six practitioners, analysts, and commentators to talk about their Recruiting Nirvana. Technology is evolving quickly, and advances in AI are likely to change Talent Acquisition forever. If you are a regular listener to this podcast, you will know that I firmly believe there is an opportunity here to make recruiting better for everyone, with the potential for AI to increase effectiveness, efficiency, and experience exponentially. I call this Recruiting Nirvana. However, other less favorable future scenarios still exist, and there is only a short window of time for TA's future to be in its own hands. It is critical; then, that TA Leaders keep up to date with the art of the possible when it comes to AI and technology and have a clear vision of the future, they are moving towards. At the recent HR Technology Conference, I sat down with six practitioners and analysts to find out what they thought the biggest challenges are in TA at the moment, which of the current use cases of AI they feel are most valuable, and, most importantly, what their own vision of Recruiting Nirvana looks like. In this episode, you will hear from: Lindsey Sailors, Head of TA Insights & Enablement at Dropbox Matt Couret, Director of Client Delivery at Hudson RPO Sarah White, Founder of Aspect 43 Matt Jones, Chief Product Officer at Cieolo Talent Maureen Clough, Creator and Host of the "It Gets Late Early" podcast Matt Charney, Editor in Chief at Recruiter.com A huge thank you to Gem for hosting me at their booth at HR Tech so that I could have these conversations. Follow this podcast on Apple Podcasts. Technology is evolving quickly, and advances in AI are likely to change Talent Acquisition forever. If you are a regular listener to this podcast, you will know that I firmly believe there is an opportunity here to make recruiting better for everyone, with the potential for AI to increase effectiveness, efficiency, and experience exponentially. I call this Recruiting Nirvana. However, other less favorable future scenarios still exist, and there is only a short window of time for TA's future to be in its own hands.


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


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


In this episode, you will hear from:



  • Matt Couret, Director of Client Delivery at Hudson RPO



  • Matt Jones, Chief Product Officer at Cieolo Talent





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


Follow this podcast on Apple Podcasts.

]]> 2462 no Ep 644: AI, Innovation & HR Tech https://recruitingfuture.com Last week, I attended The HR Technology Conference in Las Vegas. The event was full of energy and optimism for the future as hundreds of vendors showcased new AI products and AI integrations. Everyone was playing up the new heights of efficiency and effectiveness AI can take us as an industry. However, there was much debate about the level of genuine innovation on offer and a sense that rather than thinking radically and reinventing what we do, we were just looking at faster ways of solving old problems that don't live up to AI''s potential to challenge the status quo. Here are three interviews I recorded at the show to help you make up your own minds about the levels of innovation we are currently seeing. First up is Allyn Bailey from SmartRecruiters who predicted the rise of recruiterless recruiting on the show last year. I was interested to see how far she thought we had come on that journey and what was going to happen next. The second interview was with Josh Sklüt, co-founder of MyStandard, who was undoubtedly the vendor trying to be the most disruptive, with a very different way of looking at the relationship between employers and potential employers. The final interview is a conversation with David Nason, founder and CEO of HireBrain, who seeks to better align hiring managers and recruiters and who were winners of the Pitchfest competition at the conference.  Follow this podcast on Apple Podcasts. Sat, 05 Oct 2024 09:02:00 -0000 AI, Innovation & HR Tech full 644 Matt Alder Matt Alder goes in search of innovation at the HR Tech Conference and talks to Allyn Bailey from SmartRecruiters, Josh Sklüt from MyStandard and David Nason from Hirebrain Last week, I attended The HR Technology Conference in Las Vegas. The event was full of energy and optimism for the future as hundreds of vendors showcased new AI products and AI integrations. Everyone was playing up the new heights of efficiency and effectiveness AI can take us as an industry. However, there was much debate about the level of genuine innovation on offer and a sense that rather than thinking radically and reinventing what we do, we were just looking at faster ways of solving old problems that don't live up to AI''s potential to challenge the status quo. Here are three interviews I recorded at the show to help you make up your own minds about the levels of innovation we are currently seeing. First up is Allyn Bailey from SmartRecruiters who predicted the rise of recruiterless recruiting on the show last year. I was interested to see how far she thought we had come on that journey and what was going to happen next. The second interview was with Josh Sklüt, co-founder of MyStandard, who was undoubtedly the vendor trying to be the most disruptive, with a very different way of looking at the relationship between employers and potential employers. The final interview is a conversation with David Nason, founder and CEO of HireBrain, who seeks to better align hiring managers and recruiters and who were winners of the Pitchfest competition at the conference.  Follow this podcast on Apple Podcasts. Last week, I attended The HR Technology Conference in Las Vegas. The event was full of energy and optimism for the future as hundreds of vendors showcased new AI products and AI integrations. Everyone was playing up the new heights of efficiency and effectiveness AI can take us as an industry.


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


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


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


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


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


Follow this podcast on Apple Podcasts.

]]> 2258 no Round Up September 2024 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 639: Inclusive Interviews Inspired By NASA Ep 640: What Is The Value Of TA? Ep 641: How Is TA Evolving? Ep 642: Augmenting Talent Acquisition Ep 643: Career Activism Follow this podcast on Apple Podcasts Thu, 03 Oct 2024 21:35:17 -0000 Round Up September 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during September 2024 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 639: Inclusive Interviews Inspired By NASA Ep 640: What Is The Value Of TA? Ep 641: How Is TA Evolving? Ep 642: Augmenting Talent Acquisition Ep 643: Career Activism Follow this podcast on Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 639: Inclusive Interviews Inspired By NASA


Ep 640: What Is The Value Of TA?


Ep 641: How Is TA Evolving?


Ep 642: Augmenting Talent Acquisition


Ep 643: Career Activism


Follow this podcast on Apple Podcasts

]]> 677 no Ep 643: Career Activism https://recruitingfuture.com With labor markets still undergoing unprecedented shifts and volatility, employers are increasingly strengthening their focus on retention and internal mobility. However, the shrinking life span of skills, changing attitudes to work, and the rise of AI are complicating factors here. So, how can employers ensure they support their employees' future development and drive internal mobility at a time of significant change that renders traditional career pathing irrelevant? My guest this week is JC Townend, CEO at LHH for the UK and Ireland. JC is a strong advocate of Career Activism, giving employees the tools they need to advance their careers in the way that makes the most sense for them. This can drive retention, supercharge internal mobility, and help ensure employers have the right skills available at the right time. In the interview, we discuss: Labor market trends Why HR should be building for the future for right now What is Career Activism The end of linear career paths Giving employees the tools to advance their own careers Switching disciplines and industries A mindset shift Gig assignments Building brand and reputation Hidden jobs markets Skilling for retention What are the benefits for employers? The impact of AI on jobs and careers What will work and careers look like in 3 years time? Follow this podcast on Apple Podcasts. Sun, 29 Sep 2024 23:27:00 -0000 Career Activism full 643 Matt Alder JC Townend, CEO at LHH for the UK and Ireland, talks to Matt Alder With labor markets still undergoing unprecedented shifts and volatility, employers are increasingly strengthening their focus on retention and internal mobility. However, the shrinking life span of skills, changing attitudes to work, and the rise of AI are complicating factors here. So, how can employers ensure they support their employees' future development and drive internal mobility at a time of significant change that renders traditional career pathing irrelevant? My guest this week is JC Townend, CEO at LHH for the UK and Ireland. JC is a strong advocate of Career Activism, giving employees the tools they need to advance their careers in the way that makes the most sense for them. This can drive retention, supercharge internal mobility, and help ensure employers have the right skills available at the right time. In the interview, we discuss: Labor market trends Why HR should be building for the future for right now What is Career Activism The end of linear career paths Giving employees the tools to advance their own careers Switching disciplines and industries A mindset shift Gig assignments Building brand and reputation Hidden jobs markets Skilling for retention What are the benefits for employers? The impact of AI on jobs and careers What will work and careers look like in 3 years time? Follow this podcast on Apple Podcasts. With labor markets still undergoing unprecedented shifts and volatility, employers are increasingly strengthening their focus on retention and internal mobility. However, the shrinking life span of skills, changing attitudes to work, and the rise of AI are complicating factors here. So, how can employers ensure they support their employees' future development and drive internal mobility at a time of significant change that renders traditional career pathing irrelevant?


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


In the interview, we discuss:


  • Labor market trends


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


  • What is Career Activism


  • The end of linear career paths


  • Giving employees the tools to advance their own careers


  • Switching disciplines and industries


  • A mindset shift


  • Gig assignments


  • Building brand and reputation


  • Hidden jobs markets


  • Skilling for retention


  • What are the benefits for employers?


  • The impact of AI on jobs and careers


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


Follow this podcast on Apple Podcasts.

]]> 1489 no Ep 642: Augmenting Talent Acquisition https://recruitingfuture.com Most conversations about AI in talent acquisition focus on efficiencies and automating repetitive tasks. However, we are missing the point if we don't start talking about how AI could help reshape recruiting entirely, making it more efficient but also more effective. Why stop at recruiting? AI could revolutionize work and the whole way we think about careers. The current limitations of our thinking were really brought home to me when I attended the SmartRecruiters Hiring Success conference last week in Amsterdam. An overarching theme was that automation is a given with AI, and we should think much bigger. So, what does this mean for TA strategies, and how can TA Leaders ensure they proactively shape the future direction of recruiting? My guest this week is Brian Solis, Head of Global Innovation at ServiceNow. He is also an internationally renowned digital anthropologist and award-winning author. Brian gave the opening keynote at Hiring Success, and I caught up with him after he left the stage to get his thoughts on the current state of the AI revolution and the future of talent acquisition.  In the interview, we discuss Where is the Gen AI revolution? New behaviors, skills, and expectations How are companies responding?  Empowering people with augmented intelligence How can we think differently? AI-enabled job seekers Using an empathetic lens to identify quick wins Differentiated use cases and transformational initiatives  The importance of the human touch Three things TA leaders should be doing right now What should recruiting look like in five years? Follow this podcast on Apple Podcasts. Fri, 20 Sep 2024 18:36:48 -0000 Augmenting Talent Acquisition full 642 Matt Alder Brian Solis, Head of Global Innovation at ServiceNow and internationally renowned digital anthropologist, talks to Matt Alder Most conversations about AI in talent acquisition focus on efficiencies and automating repetitive tasks. However, we are missing the point if we don't start talking about how AI could help reshape recruiting entirely, making it more efficient but also more effective. Why stop at recruiting? AI could revolutionize work and the whole way we think about careers. The current limitations of our thinking were really brought home to me when I attended the SmartRecruiters Hiring Success conference last week in Amsterdam. An overarching theme was that automation is a given with AI, and we should think much bigger. So, what does this mean for TA strategies, and how can TA Leaders ensure they proactively shape the future direction of recruiting? My guest this week is Brian Solis, Head of Global Innovation at ServiceNow. He is also an internationally renowned digital anthropologist and award-winning author. Brian gave the opening keynote at Hiring Success, and I caught up with him after he left the stage to get his thoughts on the current state of the AI revolution and the future of talent acquisition.  In the interview, we discuss Where is the Gen AI revolution? New behaviors, skills, and expectations How are companies responding?  Empowering people with augmented intelligence How can we think differently? AI-enabled job seekers Using an empathetic lens to identify quick wins Differentiated use cases and transformational initiatives  The importance of the human touch Three things TA leaders should be doing right now What should recruiting look like in five years? Follow this podcast on Apple Podcasts. Most conversations about AI in talent acquisition focus on efficiencies and automating repetitive tasks. However, we are missing the point if we don't start talking about how AI could help reshape recruiting entirely, making it more efficient but also more effective. Why stop at recruiting? AI could revolutionize work and the whole way we think about careers.


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


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


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


In the interview, we discuss


  • Where is the Gen AI revolution?


  • New behaviors, skills, and expectations


  • How are companies responding? 


  • Empowering people with augmented intelligence


  • How can we think differently?


  • AI-enabled job seekers


  • Using an empathetic lens to identify quick wins


  • Differentiated use cases and transformational initiatives 


  • The importance of the human touch


  • Three things TA leaders should be doing right now


  • What should recruiting look like in five years?



Follow this podcast on Apple Podcasts.

]]> 1614 no Ep 641: How Is TA Evolving? https://recruitingfuture.com If you've listened to the last few episodes of the podcast, you'll know that TA Transformation is the current big theme on the show. We've focused a lot on the future, but what about the practicalities of the present? Today's talent acquisition leaders face an ever-growing list of priorities on top of their already demanding roles. From enhancing candidate experience to integrating AI and from improving diversity and inclusion metrics to establishing more agile operating models, the pressures are immense.  So what progress are TA teams making, and how do they benchmark against each other? My guest this week is Rachel Dalboth, Director of the TA Centre of Excellence at The Talent Labs. Based on Talent Labs research, Rachel offers insights into how TA teams are dealing with their current challenges. She also shares her thoughts on the skills for future TA Teams and the vital importance of investing in development. In the interview, we discuss: Current priorities in talent acquisition Trends and issues with operating models What is holding TA back from being seen as more strategic? Connecting the dots across the talent function What is the unique value of TA? How are measurements and metrics evolving? The impact of AI Fear, nervousness, and reticence Prioritising experience over process Skills development and career paths What does the next 12 months look like? Follow this podcast on Apple Podcasts. Fri, 13 Sep 2024 06:07:00 -0000 How Is TA Evolving? full 641 Matt Alder Rachel Dalboth, Director of the TA Centre of Excellence at the Talent Labs, talks to Matt Alder If you've listened to the last few episodes of the podcast, you'll know that TA Transformation is the current big theme on the show. We've focused a lot on the future, but what about the practicalities of the present? Today's talent acquisition leaders face an ever-growing list of priorities on top of their already demanding roles. From enhancing candidate experience to integrating AI and from improving diversity and inclusion metrics to establishing more agile operating models, the pressures are immense.  So what progress are TA teams making, and how do they benchmark against each other? My guest this week is Rachel Dalboth, Director of the TA Centre of Excellence at The Talent Labs. Based on Talent Labs research, Rachel offers insights into how TA teams are dealing with their current challenges. She also shares her thoughts on the skills for future TA Teams and the vital importance of investing in development. In the interview, we discuss: Current priorities in talent acquisition Trends and issues with operating models What is holding TA back from being seen as more strategic? Connecting the dots across the talent function What is the unique value of TA? How are measurements and metrics evolving? The impact of AI Fear, nervousness, and reticence Prioritising experience over process Skills development and career paths What does the next 12 months look like? Follow this podcast on Apple Podcasts. If you've listened to the last few episodes of the podcast, you'll know that TA Transformation is the current big theme on the show. We've focused a lot on the future, but what about the practicalities of the present?


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


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


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


In the interview, we discuss:


  • Current priorities in talent acquisition


  • Trends and issues with operating models


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


  • Connecting the dots across the talent function


  • What is the unique value of TA?


  • How are measurements and metrics evolving?


  • The impact of AI


  • Fear, nervousness, and reticence


  • Prioritising experience over process


  • Skills development and career paths


  • What does the next 12 months look like?



Follow this podcast on Apple Podcasts.

]]> 1674 no Ep 640: What Is The Value Of TA? https://recruitingfuture.com The unprecedented volatility in the Talent Acquisition jobs market in the last three years illustrates that many organizations still see TA as a transactional function turned on or off according to hiring demand. This is a big problem. While the development of ever more sophisticated AI promises much for TA, it also represents an existential threat to the survival of any business function seen as transactional and easy to automate. So, how can talent acquisition prove its value to the business and live up to its enormous strategic potential? Perhaps the first step would be to understand that value properly. My guest this week is Toby Culshaw, Global Head Of Pipeline Strategy & Intelligence at Amazon Worldwide stores. Toby publishes a lot of thought-provoking content about the future of TA and has strong views on how TA should position its value within the enterprise. In the interview, we discuss: Talent Acquisition's significant challenges What is holding change back and why TA is at risk What TA does versus its actual value to the business Evolution or revolution? Taking a tiered approach to TA operations Breaking down silos in HR Taking a consultative and advisory role Adopting new, more meaningful metrics and KPIs Advice for TA leaders on where to get standard "Talent Nexus" and a future outlook of even more significant change and disruption Follow this podcast on Apple Podcasts. Thu, 12 Sep 2024 16:14:00 -0000 What Is The Value Of TA? full 640 Matt Alder Toby Culshaw, Global Head Of Pipeline Strategy & Intelligence at Amazon Worldwide Stores, talks to Matt Alder The unprecedented volatility in the Talent Acquisition jobs market in the last three years illustrates that many organizations still see TA as a transactional function turned on or off according to hiring demand. This is a big problem. While the development of ever more sophisticated AI promises much for TA, it also represents an existential threat to the survival of any business function seen as transactional and easy to automate. So, how can talent acquisition prove its value to the business and live up to its enormous strategic potential? Perhaps the first step would be to understand that value properly. My guest this week is Toby Culshaw, Global Head Of Pipeline Strategy & Intelligence at Amazon Worldwide stores. Toby publishes a lot of thought-provoking content about the future of TA and has strong views on how TA should position its value within the enterprise. In the interview, we discuss: Talent Acquisition's significant challenges What is holding change back and why TA is at risk What TA does versus its actual value to the business Evolution or revolution? Taking a tiered approach to TA operations Breaking down silos in HR Taking a consultative and advisory role Adopting new, more meaningful metrics and KPIs Advice for TA leaders on where to get standard "Talent Nexus" and a future outlook of even more significant change and disruption Follow this podcast on Apple Podcasts. The unprecedented volatility in the Talent Acquisition jobs market in the last three years illustrates that many organizations still see TA as a transactional function turned on or off according to hiring demand.


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


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


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


In the interview, we discuss:


  • Talent Acquisition's significant challenges


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


  • What TA does versus its actual value to the business


  • Evolution or revolution?


  • Taking a tiered approach to TA operations


  • Breaking down silos in HR


  • Taking a consultative and advisory role


  • Adopting new, more meaningful metrics and KPIs


  • Advice for TA leaders on where to get standard


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


Follow this podcast on Apple Podcasts.

]]> 2180 no Ep 639: Inclusive Interviews Inspired By NASA https://recruitingfuture.com Job interviews have always been a source of anxiety for many people. The pressure of showcasing your achievements to a stranger in an unnaturally structured conversation is not easy, and for many neuro-diverse people, it is pretty much impossible. The use of Ansychromous video interviews has helped the situation in some ways but doesn't provide the opportunity for real-time conversation and exploration, which is critical in the later stages of the recruiting process. Could a methodology initially designed to combat communication delays in space travel offer a solution that bridges the gap between synchronous and asynchronous interviewing in a way that is inclusive for everyone? My guest week is Rob Brougham, Director & Co-Founder of Braided Communications. Rob worked with NASA to develop a unique way of helping astronauts have real-time conversations with people back on Earth on future missions to the moon and Mars. He is now using the same technology to make the recruiting process more inclusive and effective. So how does this all work? Just keep listening to find out more. In the interview, we discuss: A simple way of defying the laws of physics in space travel How Braiding works Making the asynchronous synchronous. Co-presence and connection The importance of inclusive communication Applications in talent acquisition Making interviews real-time and inclusive What does the future of business communication look like? Follow this podcast on Apple Podcasts. Fri, 06 Sep 2024 21:22:00 -0000 Inclusive Interviews Inspired By NASA full 639 Matt Alder Rob Brougham, Director & Co-Founder of Braided Communications, talks to Matt Alder Job interviews have always been a source of anxiety for many people. The pressure of showcasing your achievements to a stranger in an unnaturally structured conversation is not easy, and for many neuro-diverse people, it is pretty much impossible. The use of Ansychromous video interviews has helped the situation in some ways but doesn't provide the opportunity for real-time conversation and exploration, which is critical in the later stages of the recruiting process. Could a methodology initially designed to combat communication delays in space travel offer a solution that bridges the gap between synchronous and asynchronous interviewing in a way that is inclusive for everyone? My guest week is Rob Brougham, Director & Co-Founder of Braided Communications. Rob worked with NASA to develop a unique way of helping astronauts have real-time conversations with people back on Earth on future missions to the moon and Mars. He is now using the same technology to make the recruiting process more inclusive and effective. So how does this all work? Just keep listening to find out more. In the interview, we discuss: A simple way of defying the laws of physics in space travel How Braiding works Making the asynchronous synchronous. Co-presence and connection The importance of inclusive communication Applications in talent acquisition Making interviews real-time and inclusive What does the future of business communication look like? Follow this podcast on Apple Podcasts. Job interviews have always been a source of anxiety for many people. The pressure of showcasing your achievements to a stranger in an unnaturally structured conversation is not easy, and for many neuro-diverse people, it is pretty much impossible. The use of Ansychromous video interviews has helped the situation in some ways but doesn't provide the opportunity for real-time conversation and exploration, which is critical in the later stages of the recruiting process.


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


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


In the interview, we discuss:


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


  • How Braiding works


  • Making the asynchronous synchronous.


  • Co-presence and connection


  • The importance of inclusive communication


  • Applications in talent acquisition


  • Making interviews real-time and inclusive


  • What does the future of business communication look like?



Follow this podcast on Apple Podcasts.

]]> 1401 no Round Up August 2024 https://recruitingfuture.com Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 631: Science, AI & Assessment Ep 632: Attracting, Retaining, and Empowering Gen Z Talent Ep 633: The Strategic Importance Of Wellbeing Ep 634: Work Before Talent Ep 635: Transform Talent Acquisition Ep 636: Hiring & Retaining Innovators Ep 637: Reinventing The ATS For A New Era Ep 638: Reskilling For AI Follow this podcast on Apple Podcasts Thu, 05 Sep 2024 22:22:02 -0000 Round Up August 2024 full Matt Alder Round Up looks back on interviews from Recruiting Future published during August 2024 Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 631: Science, AI & Assessment Ep 632: Attracting, Retaining, and Empowering Gen Z Talent Ep 633: The Strategic Importance Of Wellbeing Ep 634: Work Before Talent Ep 635: Transform Talent Acquisition Ep 636: Hiring & Retaining Innovators Ep 637: Reinventing The ATS For A New Era Ep 638: Reskilling For AI Follow this podcast on Apple Podcasts Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 631: Science, AI & Assessment


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


Ep 633: The Strategic Importance Of Wellbeing


Ep 634: Work Before Talent


Ep 635: Transform Talent Acquisition


Ep 636: Hiring & Retaining Innovators


Ep 637: Reinventing The ATS For A New Era


Ep 638: Reskilling For AI


Follow this podcast on Apple Podcasts

]]> 948 no Ep 638: Reskilling For AI https://recruitingfuture.com It’s been a tough couple of years for Talent Acquisition. There was a time during the post-pandemic hiring wave when companies were struggling to recruit enough recruiters. Now, the situation is the polar opposite, with TA teams shrinking and many recruiters being laid off. In such economically uncertain times, it’s difficult to determine whether AI is starting to be a factor that impacts jobs in TA. However, based on current adoption rates, it’s probably fair to say that AI is still only a minor contributor to the overall situation. But this is quickly going to change. As employers start to look at transforming TA over the longer term, AI and automation will inevitably play a significant role in shaping the TA teams of the future. This raises important questions about job displacement and reskilling. These are not just questions that AI raises for TA; they are questions that span the entire organization, with a strong likelihood that all jobs will be impacted in some way. So, how can employers prepare their workforce for these impending changes, and what is the likely split between job replacement, job enhancement, and job creation? My guest this week is Kamal Ahluwalia, President of Ikigai Labs and former President of Eightfold AI. Kamal has extremely well-informed insights on AI’s impact on jobs and skills and valuable advice for employers and employees. In the interview, we discuss: The impact of AI on work and jobs Jobs eliminated, jobs changed, jobs created Building scenarios for the future The critical importance of data How should employers be responding What is the role of HR and TA? Evolving processes to meet new objectives Reskilling and upskilling How do employers encourage people to learn new skills? What will work be like in five years? Follow this podcast on Apple Podcasts. Fri, 30 Aug 2024 18:57:00 -0000 Reskilling For AI full 638 Matt Alder Kamal Ahluwalia, President of Ikigai Labs, talks to Matt Alder It’s been a tough couple of years for Talent Acquisition. There was a time during the post-pandemic hiring wave when companies were struggling to recruit enough recruiters. Now, the situation is the polar opposite, with TA teams shrinking and many recruiters being laid off. In such economically uncertain times, it’s difficult to determine whether AI is starting to be a factor that impacts jobs in TA. However, based on current adoption rates, it’s probably fair to say that AI is still only a minor contributor to the overall situation. But this is quickly going to change. As employers start to look at transforming TA over the longer term, AI and automation will inevitably play a significant role in shaping the TA teams of the future. This raises important questions about job displacement and reskilling. These are not just questions that AI raises for TA; they are questions that span the entire organization, with a strong likelihood that all jobs will be impacted in some way. So, how can employers prepare their workforce for these impending changes, and what is the likely split between job replacement, job enhancement, and job creation? My guest this week is Kamal Ahluwalia, President of Ikigai Labs and former President of Eightfold AI. Kamal has extremely well-informed insights on AI’s impact on jobs and skills and valuable advice for employers and employees. In the interview, we discuss: The impact of AI on work and jobs Jobs eliminated, jobs changed, jobs created Building scenarios for the future The critical importance of data How should employers be responding What is the role of HR and TA? Evolving processes to meet new objectives Reskilling and upskilling How do employers encourage people to learn new skills? What will work be like in five years? Follow this podcast on Apple Podcasts. It’s been a tough couple of years for Talent Acquisition. There was a time during the post-pandemic hiring wave when companies were struggling to recruit enough recruiters. Now, the situation is the polar opposite, with TA teams shrinking and many recruiters being laid off. In such economically uncertain times, it’s difficult to determine whether AI is starting to be a factor that impacts jobs in TA. However, based on current adoption rates, it’s probably fair to say that AI is still only a minor contributor to the overall situation.


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


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


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


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


In the interview, we discuss:


  • The impact of AI on work and jobs


  • Jobs eliminated, jobs changed, jobs created


  • Building scenarios for the future


  • The critical importance of data


  • How should employers be responding


  • What is the role of HR and TA?


  • Evolving processes to meet new objectives


  • Reskilling and upskilling


  • How do employers encourage people to learn new skills?


  • What will work be like in five years?


Follow this podcast on Apple Podcasts.

]]> 1793 no Ep 637: Reinventing the ATS for a New Era https://recruitingfuture.com TA Transformation has been a recurring theme on this podcast in recent months. A unique combination of macro and micro forces is driving the need for substantial change, compelling TA leaders to respond swiftly and strategically. Technology, particularly AI and automation, is very much at the heart of this transformation. But what does this mean for established ATS vendors? How are they adapting to the evolving market landscape, and how are their product strategies being shaped to anticipate the future? My guest this week is Rebecca Carr, the newly appointed CEO of SmartRecruiters. Previously serving as SmartRecruiters’ Chief Product Officer, Rebecca offers insight into the importance of a product-led approach in these rapidly changing times. She also shares her perspectives on the urgency of accelerating the leap from traditional ATS to the next generation of hiring solutions. In the interview, we discuss: The current state of the market Rethinking hiring The growing importance of hiring manager experience Why being product-focused is important in the current market. Accelerating the leap from second-generation ATS to third-generation hiring platform The impact of uncertainty around legislation and regulation AI education and adoption Adaptability and agility Advice to TA Leader on designing technology strategies What does the future look like Follow this podcast on Apple Podcasts. Thu, 29 Aug 2024 21:31:00 -0000 Reinventing the ATS for a New Era full 637 Matt Alder Rebecca Carr, CEO of SmartRecruiters, talks to Matt Alder TA Transformation has been a recurring theme on this podcast in recent months. A unique combination of macro and micro forces is driving the need for substantial change, compelling TA leaders to respond swiftly and strategically. Technology, particularly AI and automation, is very much at the heart of this transformation. But what does this mean for established ATS vendors? How are they adapting to the evolving market landscape, and how are their product strategies being shaped to anticipate the future? My guest this week is Rebecca Carr, the newly appointed CEO of SmartRecruiters. Previously serving as SmartRecruiters’ Chief Product Officer, Rebecca offers insight into the importance of a product-led approach in these rapidly changing times. She also shares her perspectives on the urgency of accelerating the leap from traditional ATS to the next generation of hiring solutions. In the interview, we discuss: The current state of the market Rethinking hiring The growing importance of hiring manager experience Why being product-focused is important in the current market. Accelerating the leap from second-generation ATS to third-generation hiring platform The impact of uncertainty around legislation and regulation AI education and adoption Adaptability and agility Advice to TA Leader on designing technology strategies What does the future look like Follow this podcast on Apple Podcasts. TA Transformation has been a recurring theme on this podcast in recent months. A unique combination of macro and micro forces is driving the need for substantial change, compelling TA leaders to respond swiftly and strategically. Technology, particularly AI and automation, is very much at the heart of this transformation.


But what does this mean for established ATS vendors? How are they adapting to the evolving market landscape, and how are their product strategies being shaped to anticipate the future?


My guest this week is Rebecca Carr, the newly appointed CEO of SmartRecruiters. Previously serving as SmartRecruiters’ Chief Product Officer, Rebecca offers insight into the importance of a product-led approach in these rapidly changing times. She also shares her perspectives on the urgency of accelerating the leap from traditional ATS to the next generation of hiring solutions.


In the interview, we discuss:


  • The current state of the market


  • Rethinking hiring


  • The growing importance of hiring manager experience


  • Why being product-focused is important in the current market.


  • Accelerating the leap from second-generation ATS to third-generation hiring platform


  • The impact of uncertainty around legislation and regulation


  • AI education and adoption


  • Adaptability and agility


  • Advice to TA Leader on designing technology strategies


  • What does the future look like


Follow this podcast on Apple Podcasts.

]]> 2030 no Ep 636: Hiring & Retaining Innovators https://recruitingfuture.com The world of work is changing rapidly, and this swift pace of change is forcing employers to rethink the kind of talent they need within their organizations. Traits like curiosity, innovation, agility, flexibility, and problem-solving are now more in demand than ever. However, despite the desire to attract and retain individuals with these qualities, traditional recruiting processes can often repel them, and talent management strategies may overlook those who are already part of the organization. Retaining such high-value talent is also a significant challenge. So, what do organizations need to do to hire and retain the change catalysts and innovators they seek more effectively? And how can they better identify those already in their workforce? My guests this week are Tracey Lovejoy and Shannon Lucas from Catalyst Constellations. Tracey and Shannon define catalysts as the visionaries within an organization who quickly process information, translate it into actionable opportunities, and are relentless in driving positive change. They have a vast amount of insight to share with employers about identifying and nurturing catalysts and lots of advice for catalysts themselves around managing their careers and reducing burnout. In the interview, we discuss:  What is a catalyst, and what do they have in common Seeing risk differently Identifying the catalysts in your business The importance of organizational context Repurposing recruiting processes for diversity of thought New ways of thinking about Talent Management Breaking down silos and getting stuff done Work trauma Dealing with burnout What does the future of work look like? Follow this podcast on Apple Podcasts. Fri, 23 Aug 2024 12:20:00 -0000 Hiring & Retaining Innovators full 636 Matt Alder Tracey Lovejoy and Shannon Lucas from Catalyst Constellations, talk to Matt Alder The world of work is changing rapidly, and this swift pace of change is forcing employers to rethink the kind of talent they need within their organizations. Traits like curiosity, innovation, agility, flexibility, and problem-solving are now more in demand than ever. However, despite the desire to attract and retain individuals with these qualities, traditional recruiting processes can often repel them, and talent management strategies may overlook those who are already part of the organization. Retaining such high-value talent is also a significant challenge. So, what do organizations need to do to hire and retain the change catalysts and innovators they seek more effectively? And how can they better identify those already in their workforce? My guests this week are Tracey Lovejoy and Shannon Lucas from Catalyst Constellations. Tracey and Shannon define catalysts as the visionaries within an organization who quickly process information, translate it into actionable opportunities, and are relentless in driving positive change. They have a vast amount of insight to share with employers about identifying and nurturing catalysts and lots of advice for catalysts themselves around managing their careers and reducing burnout. In the interview, we discuss:  What is a catalyst, and what do they have in common Seeing risk differently Identifying the catalysts in your business The importance of organizational context Repurposing recruiting processes for diversity of thought New ways of thinking about Talent Management Breaking down silos and getting stuff done Work trauma Dealing with burnout What does the future of work look like? Follow this podcast on Apple Podcasts. The world of work is changing rapidly, and this swift pace of change is forcing employers to rethink the kind of talent they need within their organizations. Traits like curiosity, innovation, agility, flexibility, and problem-solving are now more in demand than ever.


However, despite the desire to attract and retain individuals with these qualities, traditional recruiting processes can often repel them, and talent management strategies may overlook those who are already part of the organization. Retaining such high-value talent is also a significant challenge.


So, what do organizations need to do to hire and retain the change catalysts and innovators they seek more effectively? And how can they better identify those already in their workforce?


My guests this week are Tracey Lovejoy and Shannon Lucas from Catalyst Constellations. Tracey and Shannon define catalysts as the visionaries within an organization who quickly process information, translate it into actionable opportunities, and are relentless in driving positive change. They have a vast amount of insight to share with employers about identifying and nurturing catalysts and lots of advice for catalysts themselves around managing their careers and reducing burnout.


In the interview, we discuss: 


  • What is a catalyst, and what do they have in common


  • Seeing risk differently


  • Identifying the catalysts in your business


  • The importance of organizational context


  • Repurposing recruiting processes for diversity of thought


  • New ways of thinking about Talent Management


  • Breaking down silos and getting stuff done


  • Work trauma


  • Dealing with burnout


  • What does the future of work look like?



Follow this podcast on Apple Podcasts.

]]> 1793 no Ep 635: Transform Talent Acquisition https://recruitingfuture.com We're living in a time of unprecedented disruption in Talent Acquisition. Exponential advances in AI, shifting attitudes toward work, the ever-shrinking life span of skills, aging populations, and global workforce accessibility are all converging to create a revolutionary moment in our industry. Any one of these factors would be transformative on its own, but together, they demand a completely new approach to how we attract, hire, and retain talent. TA Leaders know that getting their transformation strategies right is crucial. It's not just about filling jobs; it's about aligning with long-term business goals and staying ahead of the curve. But with change happening so rapidly, simply reacting isn't enough. It is critical to anticipate what's next and ensure strategies remain relevant and effective in this fast-evolving landscape. There is a unique opportunity here to actively shape the future of talent acquisition. So, how can you get the strategic foresight you need to plan for such an uncertain future? Earlier in the summer I spoke about the tools and mindset required at RecFest UK. This episode is an audio recording of that presentation.  In the presentation, I cover: The macro and micro forces driving change in TA Autonomous AI Agent Swarms An amazing but disappearing opportunity Can we predict the future? Is AI a Co-pilot or a Frenemy The six elements of Futurecasting Common cognitive biases to be aware of when planning for the future The TA Team of the future Behavior science and automation Developing the right mindset. In the recording, I refer to several podcast episodes that are excellent resources for future-focused TA thinking.  You can get links to these episodes and a copy of my slides by going to mattalder.me/future.  Follow this podcast on Apple Podcasts. Tue, 20 Aug 2024 17:47:00 -0000 Transform Talent Acquisition full 635 Matt Alder Matt Alder talks through the tools TA Leaders need to shape the future of talent acquisition. Recorded live at RecFest We're living in a time of unprecedented disruption in Talent Acquisition. Exponential advances in AI, shifting attitudes toward work, the ever-shrinking life span of skills, aging populations, and global workforce accessibility are all converging to create a revolutionary moment in our industry. Any one of these factors would be transformative on its own, but together, they demand a completely new approach to how we attract, hire, and retain talent. TA Leaders know that getting their transformation strategies right is crucial. It's not just about filling jobs; it's about aligning with long-term business goals and staying ahead of the curve. But with change happening so rapidly, simply reacting isn't enough. It is critical to anticipate what's next and ensure strategies remain relevant and effective in this fast-evolving landscape. There is a unique opportunity here to actively shape the future of talent acquisition. So, how can you get the strategic foresight you need to plan for such an uncertain future? Earlier in the summer I spoke about the tools and mindset required at RecFest UK. This episode is an audio recording of that presentation.  In the presentation, I cover: The macro and micro forces driving change in TA Autonomous AI Agent Swarms An amazing but disappearing opportunity Can we predict the future? Is AI a Co-pilot or a Frenemy The six elements of Futurecasting Common cognitive biases to be aware of when planning for the future The TA Team of the future Behavior science and automation Developing the right mindset. In the recording, I refer to several podcast episodes that are excellent resources for future-focused TA thinking.  You can get links to these episodes and a copy of my slides by going to mattalder.me/future.  Follow this podcast on Apple Podcasts. We're living in a time of unprecedented disruption in Talent Acquisition. Exponential advances in AI, shifting attitudes toward work, the ever-shrinking life span of skills, aging populations, and global workforce accessibility are all converging to create a revolutionary moment in our industry. Any one of these factors would be transformative on its own, but together, they demand a completely new approach to how we attract, hire, and retain talent.


TA Leaders know that getting their transformation strategies right is crucial. It's not just about filling jobs; it's about aligning with long-term business goals and staying ahead of the curve. But with change happening so rapidly, simply reacting isn't enough. It is critical to anticipate what's next and ensure strategies remain relevant and effective in this fast-evolving landscape. There is a unique opportunity here to actively shape the future of talent acquisition.


So, how can you get the strategic foresight you need to plan for such an uncertain future? Earlier in the summer I spoke about the tools and mindset required at RecFest UK. This episode is an audio recording of that presentation. 


In the presentation, I cover:


  • The macro and micro forces driving change in TA


  • Autonomous AI Agent Swarms


  • An amazing but disappearing opportunity


  • Can we predict the future?


  • Is AI a Co-pilot or a Frenemy


  • The six elements of Futurecasting


  • Common cognitive biases to be aware of when planning for the future


  • The TA Team of the future


  • Behavior science and automation


  • Developing the right mindset.


In the recording, I refer to several podcast episodes that are excellent resources for future-focused TA thinking. 


You can get links to these episodes and a copy of my slides by going to mattalder.me/future. 


Follow this podcast on Apple Podcasts.

]]> 2098 no Ep 634: Work Before Talent https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Traditionally, hiring has been anchored around getting the right talent into the organization. However, in these highly disrupted times, is this still the right way of operating? In our fast-changing world of work, looking at the skills needed to do the work offers organizations the flexibility to expand internal and external pools and consider outsourcing, offshoring, gig work, process improvement, and AI-driven automation as alternative ways of getting work the done.  So how does this work in practice and what are the implications for the future of recruiting? My guest this week is Bruce Morton, Head of Strategy for Allegis Global Solutions. Bruce is a deep thinker about technology and the future of work and has some valuable insights into how some of the organizations Allegis works with are thinking differently about talent. Allegis has also implemented a large-scale automation program in its own business, which Bruce believes will facilitate a much more human-centric approach to recruiting. In the interview, we discuss: Reversing dehumanization in recruiting The evolving distribution of work Starting with the work rather than starting with the talent Using AI to identify skills at scale Assumed skills, self-reported skills, and certified skills. Outsourcing, offshoring, gig work and automation Developing automation strategies Augmenting rather than replacing people Process re-engineering Partnering or building Matching based on anticipating candidate needs What does the future of work look like Follow this podcast on Apple Podcasts. Fri, 16 Aug 2024 19:41:00 -0000 Work Before Talent full 634 Matt Alder Bruce Morton, Head of Strategy for Allegis Global Solutions, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Traditionally, hiring has been anchored around getting the right talent into the organization. However, in these highly disrupted times, is this still the right way of operating? In our fast-changing world of work, looking at the skills needed to do the work offers organizations the flexibility to expand internal and external pools and consider outsourcing, offshoring, gig work, process improvement, and AI-driven automation as alternative ways of getting work the done.  So how does this work in practice and what are the implications for the future of recruiting? My guest this week is Bruce Morton, Head of Strategy for Allegis Global Solutions. Bruce is a deep thinker about technology and the future of work and has some valuable insights into how some of the organizations Allegis works with are thinking differently about talent. Allegis has also implemented a large-scale automation program in its own business, which Bruce believes will facilitate a much more human-centric approach to recruiting. In the interview, we discuss: Reversing dehumanization in recruiting The evolving distribution of work Starting with the work rather than starting with the talent Using AI to identify skills at scale Assumed skills, self-reported skills, and certified skills. Outsourcing, offshoring, gig work and automation Developing automation strategies Augmenting rather than replacing people Process re-engineering Partnering or building Matching based on anticipating candidate needs What does the future of work look like Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


Traditionally, hiring has been anchored around getting the right talent into the organization. However, in these highly disrupted times, is this still the right way of operating? In our fast-changing world of work, looking at the skills needed to do the work offers organizations the flexibility to expand internal and external pools and consider outsourcing, offshoring, gig work, process improvement, and AI-driven automation as alternative ways of getting work the done. 


So how does this work in practice and what are the implications for the future of recruiting?


My guest this week is Bruce Morton, Head of Strategy for Allegis Global Solutions. Bruce is a deep thinker about technology and the future of work and has some valuable insights into how some of the organizations Allegis works with are thinking differently about talent. Allegis has also implemented a large-scale automation program in its own business, which Bruce believes will facilitate a much more human-centric approach to recruiting.


In the interview, we discuss:


  • Reversing dehumanization in recruiting


  • The evolving distribution of work


  • Starting with the work rather than starting with the talent


  • Using AI to identify skills at scale


  • Assumed skills, self-reported skills, and certified skills.


  • Outsourcing, offshoring, gig work and automation


  • Developing automation strategies


  • Augmenting rather than replacing people


  • Process re-engineering


  • Partnering or building


  • Matching based on anticipating candidate needs


  • What does the future of work look like



Follow this podcast on Apple Podcasts.

]]> 1764 no Ep 633: The Strategic Importance Of Wellbeing https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here The pandemic created a moment of realization and momentum about the importance of wellness at work and employers' role in this. Four years on from the the first Covid lockdowns, it has become apparent that an effective wellbeing strategy plays a vital part in talent acquisition and retention. So, how should employers consider their employees' wellbeing? What support can they offer, and how do the employer and employees benefit? My guest this week is Luke Bullen, VP of Wellhub in the UK. Wellhub connects employees to the best options for fitness, mindfulness, therapy, nutrition, and sleep. Luke has some fascinating and valuable insights on the latest thinking about wellness and its strategic importance to all employers. In the interview, we discuss: The continuing momentum around wellbeing and why it is a board-level issue The relationship between wellbeing and work Talent Acquisition, Productivity, and Retention The significant ROI of corporate wellbeing investments Are employers harming their employees? Being a catalyst that reduces barriers Thinking about wellbeing holistically What are the small steps every employer can take What does the future look like? Follow this podcast on Apple Podcasts. Fri, 09 Aug 2024 17:50:00 -0000 The Strategic Importance Of Wellbeing full 633 Matt Alder Luke Bullen, VP of Wellhub in the UK, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here The pandemic created a moment of realization and momentum about the importance of wellness at work and employers' role in this. Four years on from the the first Covid lockdowns, it has become apparent that an effective wellbeing strategy plays a vital part in talent acquisition and retention. So, how should employers consider their employees' wellbeing? What support can they offer, and how do the employer and employees benefit? My guest this week is Luke Bullen, VP of Wellhub in the UK. Wellhub connects employees to the best options for fitness, mindfulness, therapy, nutrition, and sleep. Luke has some fascinating and valuable insights on the latest thinking about wellness and its strategic importance to all employers. In the interview, we discuss: The continuing momentum around wellbeing and why it is a board-level issue The relationship between wellbeing and work Talent Acquisition, Productivity, and Retention The significant ROI of corporate wellbeing investments Are employers harming their employees? Being a catalyst that reduces barriers Thinking about wellbeing holistically What are the small steps every employer can take What does the future look like? Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


The pandemic created a moment of realization and momentum about the importance of wellness at work and employers' role in this. Four years on from the the first Covid lockdowns, it has become apparent that an effective wellbeing strategy plays a vital part in talent acquisition and retention.


So, how should employers consider their employees' wellbeing? What support can they offer, and how do the employer and employees benefit?


My guest this week is Luke Bullen, VP of Wellhub in the UK. Wellhub connects employees to the best options for fitness, mindfulness, therapy, nutrition, and sleep. Luke has some fascinating and valuable insights on the latest thinking about wellness and its strategic importance to all employers.


In the interview, we discuss:


  • The continuing momentum around wellbeing and why it is a board-level issue


  • The relationship between wellbeing and work


  • Talent Acquisition, Productivity, and Retention


  • The significant ROI of corporate wellbeing investments


  • Are employers harming their employees?


  • Being a catalyst that reduces barriers


  • Thinking about wellbeing holistically


  • What are the small steps every employer can take


  • What does the future look like?


Follow this podcast on Apple Podcasts.

]]> 1365 no Ep 632: Attracting, Retaining, and Empowering Gen Z Talent https://recruitingfuture.com/ Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here A whole new generation is entering the workforce at a time when work is changing for everyone. Getting the right talent is hard enough, but there are also considerable challenges in retaining talent and providing the right skills development to deal with the current speed of change in business and technology. So, how can employers take a holistic approach to talent acquisition, talent management, and L&D that resonates with a Gen Z audience and engages the wider workforce? My guest this week is Dilek Çilingir, Global Assurance Talent Leader at EY. EY has intensely focused on changing outdated perceptions around auditing as a career to bring new talent into the business. This is part of an overarching talent strategy that also focuses on upskilling and retention. In the interview, we discuss: The talent market challenges facing the audit profession An increasingly complex work environment Busting stereotypes and marketing auditing as an attractive career Flexibility and Well-Being How attitudes to work are changing Job hopping versus role hopping The importance of ongoing skills development On-demand tech-driven learning How AI is changing things What will the future look like from a talent perspective? Follow this podcast on Apple Podcasts. Thu, 08 Aug 2024 16:44:00 -0000 Attracting, Retaining, and Empowering Gen Z Talent full 632 Matt Alder Dilek Çilingir, Global Assurance Talent Leader at EY, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here A whole new generation is entering the workforce at a time when work is changing for everyone. Getting the right talent is hard enough, but there are also considerable challenges in retaining talent and providing the right skills development to deal with the current speed of change in business and technology. So, how can employers take a holistic approach to talent acquisition, talent management, and L&D that resonates with a Gen Z audience and engages the wider workforce? My guest this week is Dilek Çilingir, Global Assurance Talent Leader at EY. EY has intensely focused on changing outdated perceptions around auditing as a career to bring new talent into the business. This is part of an overarching talent strategy that also focuses on upskilling and retention. In the interview, we discuss: The talent market challenges facing the audit profession An increasingly complex work environment Busting stereotypes and marketing auditing as an attractive career Flexibility and Well-Being How attitudes to work are changing Job hopping versus role hopping The importance of ongoing skills development On-demand tech-driven learning How AI is changing things What will the future look like from a talent perspective? Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


A whole new generation is entering the workforce at a time when work is changing for everyone. Getting the right talent is hard enough, but there are also considerable challenges in retaining talent and providing the right skills development to deal with the current speed of change in business and technology.


So, how can employers take a holistic approach to talent acquisition, talent management, and L&D that resonates with a Gen Z audience and engages the wider workforce?


My guest this week is Dilek Çilingir, Global Assurance Talent Leader at EY. EY has intensely focused on changing outdated perceptions around auditing as a career to bring new talent into the business. This is part of an overarching talent strategy that also focuses on upskilling and retention.


In the interview, we discuss:


  • The talent market challenges facing the audit profession


  • An increasingly complex work environment


  • Busting stereotypes and marketing auditing as an attractive career


  • Flexibility and Well-Being


  • How attitudes to work are changing


  • Job hopping versus role hopping


  • The importance of ongoing skills development


  • On-demand tech-driven learning


  • How AI is changing things


  • What will the future look like from a talent perspective?


Follow this podcast on Apple Podcasts.

]]> 1599 no Round Up July 2024 https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 626: Taking A Strategic Approach To AI Ep 627: The Future Global Workforce Ep 628: The EVP & Employer Brand Landscape Ep 629: A Personalized Candidate Experience Ep 630: Assessment in Skills-Based Organizations Follow this podcast on Apple Podcasts. Sun, 04 Aug 2024 16:22:00 -0000 Round Up July 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during July 2024 Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 626: Taking A Strategic Approach To AI Ep 627: The Future Global Workforce Ep 628: The EVP & Employer Brand Landscape Ep 629: A Personalized Candidate Experience Ep 630: Assessment in Skills-Based Organizations Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 626: Taking A Strategic Approach To AI


Ep 627: The Future Global Workforce


Ep 628: The EVP & Employer Brand Landscape


Ep 629: A Personalized Candidate Experience


Ep 630: Assessment in Skills-Based Organizations


Follow this podcast on Apple Podcasts.

]]> 620 no Ep 631: Science, AI & Assessment Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Assessment is the one area of talent acquisition practice where we have proper peer-reviewed science about what is and isn't effective. Unfortunately, the use of science in assessment has tended to only happen in larger organizations and then not necessarily consistently. AI has the potential to change everything, making assessment technology faster and more accessible to employers of all sizes. However, there are huge dangers here. Not only does AI bring with it the potential for more bias in the process, things are moving so quickly that it may well be that some tech solutions coming into the market are built without due consideration of the fundamental principles of science and psychology that should be applied to assessment.  So, what steps can TA Leaders take to ensure their technology is fit for purpose and embed a more strategic approach to assessment? My guest this week is Dr Charles Handler. Charles is the President & Founder of Rocket-Hire, an organization that designs, implements, and validates employee selection solutions. He is also a Futurist, working extensively to research and understand the impact of AI on the future of assessment. In the interview, we discuss: How assessment has evolved over the last five years Making the science more accessible and assessments more user-friendly The importance of properly evaluating assessment technology. The opportunities and threats of AI Finding a positive way to respond to the growing use of AI by jobseekers Skills-based hiring How to think more strategically about assessment What does the future look like Follow this podcast on Apple Podcasts. Thu, 01 Aug 2024 20:12:00 -0000 Science, AI & Assessment full 631 Matt Alder Dr Charles Handler, President & Founder of Rocket-Hire, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Assessment is the one area of talent acquisition practice where we have proper peer-reviewed science about what is and isn't effective. Unfortunately, the use of science in assessment has tended to only happen in larger organizations and then not necessarily consistently. AI has the potential to change everything, making assessment technology faster and more accessible to employers of all sizes. However, there are huge dangers here. Not only does AI bring with it the potential for more bias in the process, things are moving so quickly that it may well be that some tech solutions coming into the market are built without due consideration of the fundamental principles of science and psychology that should be applied to assessment.  So, what steps can TA Leaders take to ensure their technology is fit for purpose and embed a more strategic approach to assessment? My guest this week is Dr Charles Handler. Charles is the President & Founder of Rocket-Hire, an organization that designs, implements, and validates employee selection solutions. He is also a Futurist, working extensively to research and understand the impact of AI on the future of assessment. In the interview, we discuss: How assessment has evolved over the last five years Making the science more accessible and assessments more user-friendly The importance of properly evaluating assessment technology. The opportunities and threats of AI Finding a positive way to respond to the growing use of AI by jobseekers Skills-based hiring How to think more strategically about assessment What does the future look like Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


Assessment is the one area of talent acquisition practice where we have proper peer-reviewed science about what is and isn't effective. Unfortunately, the use of science in assessment has tended to only happen in larger organizations and then not necessarily consistently.


AI has the potential to change everything, making assessment technology faster and more accessible to employers of all sizes. However, there are huge dangers here. Not only does AI bring with it the potential for more bias in the process, things are moving so quickly that it may well be that some tech solutions coming into the market are built without due consideration of the fundamental principles of science and psychology that should be applied to assessment. 


So, what steps can TA Leaders take to ensure their technology is fit for purpose and embed a more strategic approach to assessment?


My guest this week is Dr Charles Handler. Charles is the President & Founder of Rocket-Hire, an organization that designs, implements, and validates employee selection solutions. He is also a Futurist, working extensively to research and understand the impact of AI on the future of assessment.


In the interview, we discuss:


  • How assessment has evolved over the last five years


  • Making the science more accessible and assessments more user-friendly


  • The importance of properly evaluating assessment technology.


  • The opportunities and threats of AI


  • Finding a positive way to respond to the growing use of AI by jobseekers


  • Skills-based hiring


  • How to think more strategically about assessment


  • What does the future look like


Follow this podcast on Apple Podcasts.

]]> 1669 no Ep 630: Assessment in Skills-Based Organizations https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here One key aspect of any journey to becoming a skills-based organization is having effective skills assessment strategies in place. This doesn't just apply to hiring and leadership development. Some of the most cutting-edge organizations are using assessment as part of the onboarding process to help understand the development needs of new employees. My guest this week is Simone Jacobi, Global Director of Talent Assessment at McKinsey. In our conversation, Simone talks about how McKinsey is gratifying assessments in its journey toward becoming a skills-based organization.  In the interview, we discuss: What do skills mean at McKinsey? How McKinsey's talent acquisition process is evolving Broadening talent sources The advantages of gamifying assessment Onboarding and "Day One Readiness" assessments to help people become productive as quickly as possible Using Gen AI to Personalize Assessments Building individual skills profiles and mapping up skills development Reducing bias and using "Fairness Observers" when making people decisions What are the most essential skills for the future? Follow this podcast on Apple Podcasts. Wed, 24 Jul 2024 06:00:00 -0000 Assessment in Skills-Based Organizations full 630 Matt Alder Simone Jacobi, Global Director of Talent Assessment at McKinsey, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here One key aspect of any journey to becoming a skills-based organization is having effective skills assessment strategies in place. This doesn't just apply to hiring and leadership development. Some of the most cutting-edge organizations are using assessment as part of the onboarding process to help understand the development needs of new employees. My guest this week is Simone Jacobi, Global Director of Talent Assessment at McKinsey. In our conversation, Simone talks about how McKinsey is gratifying assessments in its journey toward becoming a skills-based organization.  In the interview, we discuss: What do skills mean at McKinsey? How McKinsey's talent acquisition process is evolving Broadening talent sources The advantages of gamifying assessment Onboarding and "Day One Readiness" assessments to help people become productive as quickly as possible Using Gen AI to Personalize Assessments Building individual skills profiles and mapping up skills development Reducing bias and using "Fairness Observers" when making people decisions What are the most essential skills for the future? Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


One key aspect of any journey to becoming a skills-based organization is having effective skills assessment strategies in place. This doesn't just apply to hiring and leadership development. Some of the most cutting-edge organizations are using assessment as part of the onboarding process to help understand the development needs of new employees.


My guest this week is Simone Jacobi, Global Director of Talent Assessment at McKinsey. In our conversation, Simone talks about how McKinsey is gratifying assessments in its journey toward becoming a skills-based organization. 


In the interview, we discuss:


  • What do skills mean at McKinsey?


  • How McKinsey's talent acquisition process is evolving


  • Broadening talent sources


  • The advantages of gamifying assessment


  • Onboarding and "Day One Readiness" assessments to help people become productive as quickly as possible


  • Using Gen AI to Personalize Assessments


  • Building individual skills profiles and mapping up skills development


  • Reducing bias and using "Fairness Observers" when making people decisions


  • What are the most essential skills for the future?



Follow this podcast on Apple Podcasts.

]]> 1391 no Ep 629: A Personalized Candidate Experience https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Providing a quality candidate experience remains a significant challenge for many organizations. This challenge has been intensified in recent years by evolving candidate expectations, volatile talent markets, shrinking TA teams, and technology that has yet to be designed with the candidate in mind. However, are we on the cusp of an era when technology, rather than making the candidate experience worse, can actually help provide the high-quality, personalized candidate experience we have all been seeking? My guests this week are Luke Smith, Talent Acquisition & Experience Specialist at Toyota GB, and Euan Cameron, CEO at Willo. This discussion offers many great insights into what personalization is possible now and what will be possible in the future. In the interview, we discuss: Toyota's customer-centric approach to candidate experience Automating the process Busting myths about video interviewing Giving candidates control and flexibility Reducing bias in Recruitment Marketing Wellbing the interview process Sentiment analysis What does the future look like? Download Willo’s “Hiring Humans” eBook Follow this podcast on Apple Podcasts. Wed, 17 Jul 2024 06:00:00 -0000 A Personalized Candidate Experience full 629 Matt Alder Luke Smith, Talent Acquisition & Experience Specialist at Toyota GB, and Euan Cameron, CEO at Willo, talk to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Providing a quality candidate experience remains a significant challenge for many organizations. This challenge has been intensified in recent years by evolving candidate expectations, volatile talent markets, shrinking TA teams, and technology that has yet to be designed with the candidate in mind. However, are we on the cusp of an era when technology, rather than making the candidate experience worse, can actually help provide the high-quality, personalized candidate experience we have all been seeking? My guests this week are Luke Smith, Talent Acquisition & Experience Specialist at Toyota GB, and Euan Cameron, CEO at Willo. This discussion offers many great insights into what personalization is possible now and what will be possible in the future. In the interview, we discuss: Toyota's customer-centric approach to candidate experience Automating the process Busting myths about video interviewing Giving candidates control and flexibility Reducing bias in Recruitment Marketing Wellbing the interview process Sentiment analysis What does the future look like? Download Willo’s “Hiring Humans” eBook Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


Providing a quality candidate experience remains a significant challenge for many organizations. This challenge has been intensified in recent years by evolving candidate expectations, volatile talent markets, shrinking TA teams, and technology that has yet to be designed with the candidate in mind.


However, are we on the cusp of an era when technology, rather than making the candidate experience worse, can actually help provide the high-quality, personalized candidate experience we have all been seeking?


My guests this week are Luke Smith, Talent Acquisition & Experience Specialist at Toyota GB, and Euan Cameron, CEO at Willo. This discussion offers many great insights into what personalization is possible now and what will be possible in the future.


In the interview, we discuss:


  • Toyota's customer-centric approach to candidate experience


  • Automating the process


  • Busting myths about video interviewing


  • Giving candidates control and flexibility


  • Reducing bias in Recruitment Marketing


  • Wellbing the interview process


  • Sentiment analysis


  • What does the future look like?



Download Willo’s “Hiring Humans” eBook


Follow this podcast on Apple Podcasts.

]]> 2059 no Ep 628: The EVP & Employer Brand Landscape https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here It has been a highly volatile few years for talent markets and hiring. So, how is all the uncertainty and disruption shifting employers' thinking around EVP and Employer Branding? Is it still considered as important as before, and what might the future direction look like? My guests this week are Neil Harrison, an independent employer branding consultant, and Mike Heal, managing director at WDAD Communications. Neil recently collaborated with WDAD on qualitative research into the current EVP and Employer Brand landscape. The findings give some unique insights into the priority employers are giving to their employer brands and how things have changed since the pandemic. In the interview, we discuss: The background to the research project and how it was carried out How things have changed in the last three years DE&I as a focus for employer branding Key metrics to get senior stakeholder buy-in and future investment Is employer branding still considered important by organizations? How happy are employers with the current state of their EVP? Building agility and flexibility into the brand research process to ensure relevancy Changing employee attitudes to work The evolution of employee stories The importance of belonging Differentiation and competitive benchmarking What does the future look like? Follow this podcast on Apple Podcasts Fri, 12 Jul 2024 07:46:00 -0000 The EVP & Employer Brand Landscape full 628 Matt Alder Neil Harrison, independent employer branding consultant, and Mike Heal, managing director at WDAD Communications, talk to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here It has been a highly volatile few years for talent markets and hiring. So, how is all the uncertainty and disruption shifting employers' thinking around EVP and Employer Branding? Is it still considered as important as before, and what might the future direction look like? My guests this week are Neil Harrison, an independent employer branding consultant, and Mike Heal, managing director at WDAD Communications. Neil recently collaborated with WDAD on qualitative research into the current EVP and Employer Brand landscape. The findings give some unique insights into the priority employers are giving to their employer brands and how things have changed since the pandemic. In the interview, we discuss: The background to the research project and how it was carried out How things have changed in the last three years DE&I as a focus for employer branding Key metrics to get senior stakeholder buy-in and future investment Is employer branding still considered important by organizations? How happy are employers with the current state of their EVP? Building agility and flexibility into the brand research process to ensure relevancy Changing employee attitudes to work The evolution of employee stories The importance of belonging Differentiation and competitive benchmarking What does the future look like? Follow this podcast on Apple Podcasts Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


It has been a highly volatile few years for talent markets and hiring. So, how is all the uncertainty and disruption shifting employers' thinking around EVP and Employer Branding? Is it still considered as important as before, and what might the future direction look like?


My guests this week are Neil Harrison, an independent employer branding consultant, and Mike Heal, managing director at WDAD Communications. Neil recently collaborated with WDAD on qualitative research into the current EVP and Employer Brand landscape. The findings give some unique insights into the priority employers are giving to their employer brands and how things have changed since the pandemic.


In the interview, we discuss:


  • The background to the research project and how it was carried out


  • How things have changed in the last three years


  • DE&I as a focus for employer branding


  • Key metrics to get senior stakeholder buy-in and future investment


  • Is employer branding still considered important by organizations?


  • How happy are employers with the current state of their EVP?


  • Building agility and flexibility into the brand research process to ensure relevancy


  • Changing employee attitudes to work


  • The evolution of employee stories


  • The importance of belonging


  • Differentiation and competitive benchmarking


  • What does the future look like?



Follow this podcast on Apple Podcasts

]]> 2072 no Ep 627: The Future Global Workforce https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here The distribution patterns of the global working-age population are starting to change dramatically. North America and Europe both have aging populations and by 2040, the African continent, with a projected population of 1.1 billion, will have the largest workforce globally. So how are African countries preparing, and what opportunities are there for employers to tap into this mega talent market? My guest this week is Hilda Kabushenga, CEO of The African Talent Company. The African Talent Company is a group of pan-African businesses working together to bridge the talent gap in Africa via career development and recruiting solutions. Hilda gives us a unique insight into the current African talent market and its incredible future potential. In the interview, we discuss: How will global workforce demographics change over the next few years? Reskilling for the future for jobs where there is demand for talent Making interventions around the right skills, democratic access to opportunities, and job creation. How does upskilling work at scale? Delivering courses on WhatsApp to deal with data availability issues Opportunities for global employers to access African talent The potential impact of AI What will things look like by 2050 Follow this podcast on Apple Podcasts. Sun, 07 Jul 2024 10:09:00 -0000 The Future Global Workforce full 627 Matt Alder Hilda Kabushenga, CEO of The African Talent Company, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here The distribution patterns of the global working-age population are starting to change dramatically. North America and Europe both have aging populations and by 2040, the African continent, with a projected population of 1.1 billion, will have the largest workforce globally. So how are African countries preparing, and what opportunities are there for employers to tap into this mega talent market? My guest this week is Hilda Kabushenga, CEO of The African Talent Company. The African Talent Company is a group of pan-African businesses working together to bridge the talent gap in Africa via career development and recruiting solutions. Hilda gives us a unique insight into the current African talent market and its incredible future potential. In the interview, we discuss: How will global workforce demographics change over the next few years? Reskilling for the future for jobs where there is demand for talent Making interventions around the right skills, democratic access to opportunities, and job creation. How does upskilling work at scale? Delivering courses on WhatsApp to deal with data availability issues Opportunities for global employers to access African talent The potential impact of AI What will things look like by 2050 Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


The distribution patterns of the global working-age population are starting to change dramatically. North America and Europe both have aging populations and by 2040, the African continent, with a projected population of 1.1 billion, will have the largest workforce globally.


So how are African countries preparing, and what opportunities are there for employers to tap into this mega talent market?


My guest this week is Hilda Kabushenga, CEO of The African Talent Company. The African Talent Company is a group of pan-African businesses working together to bridge the talent gap in Africa via career development and recruiting solutions. Hilda gives us a unique insight into the current African talent market and its incredible future potential.


In the interview, we discuss:


  • How will global workforce demographics change over the next few years?


  • Reskilling for the future for jobs where there is demand for talent


  • Making interventions around the right skills, democratic access to opportunities, and job creation.


  • How does upskilling work at scale?


  • Delivering courses on WhatsApp to deal with data availability issues


  • Opportunities for global employers to access African talent


  • The potential impact of AI


  • What will things look like by 2050



Follow this podcast on Apple Podcasts.

]]> 1324 no Ep 626: Taking A Strategic Approach To AI Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here It is becoming clear that company CEOs are taking AI very seriously, and it is starting to inform the strategic direction of many businesses. For example, 44% of CEOs responding to PwC's 2024 Annual Global CEOs survey believed that Gen AI will drive efficiency and boost profits in the next 12 months.  It is now critical that Talent Acquisition leaders take AI seriously and build strategies that closely align with their business's strategic direction. Unfortunately, in most cases, this isn't happening with the urgency that the situation requires. So, what are the barriers here? Do we fully understand the challenges, and what can TA leaders do to ensure they stay in step with the rest of their business? My guest this week is Paul Maxin. Paul is a highly experienced Global TA Leader who has worked at a diverse range of major public and private organizations. Paul firmly believes in the importance of approaching AI strategically with a sense of urgency and shares some pragmatic advice on how best to achieve this.  In the interview, we discuss: Why TA is out of step with the rest of the enterprise The challenges that stop TA from being strategic The importance of scenario planning Calls to action What questions should TA leaders be asking themselves? Data, measurement, and transparency Proving the strategic value of TA Auditing and the danger of AI being bias on steroids The continuing importance of the candidate experience An increasing risk of burnout What might the future hold? Follow this podcast on Apple Podcasts. Sun, 07 Jul 2024 08:33:00 -0000 Taking A Strategic Approach To AI full 626 Matt Alder Matt Alder talks to Global TA Leader Paul Maxin Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here It is becoming clear that company CEOs are taking AI very seriously, and it is starting to inform the strategic direction of many businesses. For example, 44% of CEOs responding to PwC's 2024 Annual Global CEOs survey believed that Gen AI will drive efficiency and boost profits in the next 12 months.  It is now critical that Talent Acquisition leaders take AI seriously and build strategies that closely align with their business's strategic direction. Unfortunately, in most cases, this isn't happening with the urgency that the situation requires. So, what are the barriers here? Do we fully understand the challenges, and what can TA leaders do to ensure they stay in step with the rest of their business? My guest this week is Paul Maxin. Paul is a highly experienced Global TA Leader who has worked at a diverse range of major public and private organizations. Paul firmly believes in the importance of approaching AI strategically with a sense of urgency and shares some pragmatic advice on how best to achieve this.  In the interview, we discuss: Why TA is out of step with the rest of the enterprise The challenges that stop TA from being strategic The importance of scenario planning Calls to action What questions should TA leaders be asking themselves? Data, measurement, and transparency Proving the strategic value of TA Auditing and the danger of AI being bias on steroids The continuing importance of the candidate experience An increasing risk of burnout What might the future hold? Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now 


Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here


It is becoming clear that company CEOs are taking AI very seriously, and it is starting to inform the strategic direction of many businesses. For example, 44% of CEOs responding to PwC's 2024 Annual Global CEOs survey believed that Gen AI will drive efficiency and boost profits in the next 12 months. 


It is now critical that Talent Acquisition leaders take AI seriously and build strategies that closely align with their business's strategic direction. Unfortunately, in most cases, this isn't happening with the urgency that the situation requires.


So, what are the barriers here? Do we fully understand the challenges, and what can TA leaders do to ensure they stay in step with the rest of their business?


My guest this week is Paul Maxin. Paul is a highly experienced Global TA Leader who has worked at a diverse range of major public and private organizations. Paul firmly believes in the importance of approaching AI strategically with a sense of urgency and shares some pragmatic advice on how best to achieve this. 


In the interview, we discuss:


Why TA is out of step with the rest of the enterprise


The challenges that stop TA from being strategic


The importance of scenario planning


Calls to action


  • What questions should TA leaders be asking themselves?


  • Data, measurement, and transparency


  • Proving the strategic value of TA


  • Auditing and the danger of AI being bias on steroids


  • The continuing importance of the candidate experience


  • An increasing risk of burnout


  • What might the future hold?



Follow this podcast on Apple Podcasts.

]]> 1759 no Round Up June 2024 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 619: TA On The Brink Of Revolution Ep 620: Hard Skills & Soft Skills Ep 621: Rain, Whisky and Robots Ep 622: Redefining Expertise Ep 623: An Inclusive Candidate Experience Ep 624: The TA Team Of The Future Ep 625: What’s Next For Generative AI? Follow this podcast on Apple Podcasts Thu, 04 Jul 2024 23:36:35 -0000 Round Up June 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during June 2024 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 619: TA On The Brink Of Revolution Ep 620: Hard Skills & Soft Skills Ep 621: Rain, Whisky and Robots Ep 622: Redefining Expertise Ep 623: An Inclusive Candidate Experience Ep 624: The TA Team Of The Future Ep 625: What’s Next For Generative AI? Follow this podcast on Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 619: TA On The Brink Of Revolution


Ep 620: Hard Skills & Soft Skills


Ep 621: Rain, Whisky and Robots


Ep 622: Redefining Expertise


Ep 623: An Inclusive Candidate Experience


Ep 624: The TA Team Of The Future


Ep 625: What’s Next For Generative AI?


Follow this podcast on Apple Podcasts




]]> 732 no Ep 625: What's Next For Generative AI? https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here The hype around the arrival of Gen AI was off-the-scale crazy. Now that things have calmed down and the use of LLMs is starting to normalize, it can be easy to think that the hype was overblown. However, we are about to see some developments in technology that will change our mindsets entirely and start to bridge the gap between the initial hype and our current reality. My guest this week is Jack Houghton, Co-Founder of Mindset AI. Mindset AI uses cutting-edge AI technology in the HR and Learning space. Jack talks us through the potential of Autonomous AI Agents to change how we work forever and help some of the initial hype around AI become reality. In the interview, we discuss: The huge developments coming in the next 12 months How will removing the current friction in accessing Gen AI accelerate adoption? How Autonomous AI Agents will bridge where we are and where we are going. Tools, APIs, and logical reasoning How do AI Agents communicate in Swarms to build workflows and intelligently manage tasks? Ask use cases and Do use cases. What are the limitations and the implications for jobs? The importance of taking a strategic approach Where might we be in 3-5 years? Follow this podcast in Apple Podcasts. Fri, 28 Jun 2024 06:07:00 -0000 What's Next For Generative AI? full 625 Matt Alder Jack Houghton, Co-Founder of Mindset AI, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here The hype around the arrival of Gen AI was off-the-scale crazy. Now that things have calmed down and the use of LLMs is starting to normalize, it can be easy to think that the hype was overblown. However, we are about to see some developments in technology that will change our mindsets entirely and start to bridge the gap between the initial hype and our current reality. My guest this week is Jack Houghton, Co-Founder of Mindset AI. Mindset AI uses cutting-edge AI technology in the HR and Learning space. Jack talks us through the potential of Autonomous AI Agents to change how we work forever and help some of the initial hype around AI become reality. In the interview, we discuss: The huge developments coming in the next 12 months How will removing the current friction in accessing Gen AI accelerate adoption? How Autonomous AI Agents will bridge where we are and where we are going. Tools, APIs, and logical reasoning How do AI Agents communicate in Swarms to build workflows and intelligently manage tasks? Ask use cases and Do use cases. What are the limitations and the implications for jobs? The importance of taking a strategic approach Where might we be in 3-5 years? Follow this podcast in Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


The hype around the arrival of Gen AI was off-the-scale crazy. Now that things have calmed down and the use of LLMs is starting to normalize, it can be easy to think that the hype was overblown. However, we are about to see some developments in technology that will change our mindsets entirely and start to bridge the gap between the initial hype and our current reality.


My guest this week is Jack Houghton, Co-Founder of Mindset AI. Mindset AI uses cutting-edge AI technology in the HR and Learning space. Jack talks us through the potential of Autonomous AI Agents to change how we work forever and help some of the initial hype around AI become reality.


In the interview, we discuss:


  • The huge developments coming in the next 12 months


  • How will removing the current friction in accessing Gen AI accelerate adoption?


  • How Autonomous AI Agents will bridge where we are and where we are going.


  • Tools, APIs, and logical reasoning


  • How do AI Agents communicate in Swarms to build workflows and intelligently manage tasks?


  • Ask use cases and Do use cases.


  • What are the limitations and the implications for jobs?


  • The importance of taking a strategic approach


  • Where might we be in 3-5 years?


Follow this podcast in Apple Podcasts.

]]> 1663 no Ep 624: The TA Team Of The Future https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Much of the conversation about the future of talent acquisition focuses on absolutes. The questions debated revolve around whether there will actually be a need for talent acquisition in the future, whether robots will do all the recruiting, and whether most jobs will even still exist.  While these discussions are essential, they tend to polarize opinion and don't do much to move the industry forward. We need to have nuanced conversations about the practicalities of this transformation process and focus on the skills and roles that will drive the change we need. My guest this week is Andreea Lungulescu, Principal Talent Acquisition Partner at thermondo. Andreea strongly advocates for strategic talent acquisition and the importance of TA shaping its own destiny. She has done some significant work around the future roles talent acquisition will need and has some highly valuable insights to share In the interview, we discuss: Elevating the role of TA and making it strategic The importance of understanding rapidly changing business priorities How are employers responding to AI? The enthusiasm vs. implementation gap What are AI skills? Removing silos in the talent function Disrupting the traditional career framework in TA What TA roles might we see in the future? What skills do TA professionals need to develop What is going to happen over the next 18 months Follow this podcast on Apple Podcasts. Thu, 27 Jun 2024 17:54:00 -0000 The TA Team Of The Future full 624 Matt Alder Andreea Lungulescu, Principal Talent Acquisition Partner at thermondo, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Much of the conversation about the future of talent acquisition focuses on absolutes. The questions debated revolve around whether there will actually be a need for talent acquisition in the future, whether robots will do all the recruiting, and whether most jobs will even still exist.  While these discussions are essential, they tend to polarize opinion and don't do much to move the industry forward. We need to have nuanced conversations about the practicalities of this transformation process and focus on the skills and roles that will drive the change we need. My guest this week is Andreea Lungulescu, Principal Talent Acquisition Partner at thermondo. Andreea strongly advocates for strategic talent acquisition and the importance of TA shaping its own destiny. She has done some significant work around the future roles talent acquisition will need and has some highly valuable insights to share In the interview, we discuss: Elevating the role of TA and making it strategic The importance of understanding rapidly changing business priorities How are employers responding to AI? The enthusiasm vs. implementation gap What are AI skills? Removing silos in the talent function Disrupting the traditional career framework in TA What TA roles might we see in the future? What skills do TA professionals need to develop What is going to happen over the next 18 months Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


Much of the conversation about the future of talent acquisition focuses on absolutes. The questions debated revolve around whether there will actually be a need for talent acquisition in the future, whether robots will do all the recruiting, and whether most jobs will even still exist. 

While these discussions are essential, they tend to polarize opinion and don't do much to move the industry forward. We need to have nuanced conversations about the practicalities of this transformation process and focus on the skills and roles that will drive the change we need.

My guest this week is Andreea Lungulescu, Principal Talent Acquisition Partner at thermondo. Andreea strongly advocates for strategic talent acquisition and the importance of TA shaping its own destiny. She has done some significant work around the future roles talent acquisition will need and has some highly valuable insights to share


In the interview, we discuss:


  • Elevating the role of TA and making it strategic


  • The importance of understanding rapidly changing business priorities


  • How are employers responding to AI?


  • The enthusiasm vs. implementation gap


  • What are AI skills?


  • Removing silos in the talent function


  • Disrupting the traditional career framework in TA


  • What TA roles might we see in the future?


  • What skills do TA professionals need to develop


  • What is going to happen over the next 18 months



Follow this podcast on Apple Podcasts.

]]> 1694 no Ep 623: An Inclusive Candidate Experience https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here When we talk about employers becoming more inclusive, the focus is often on big strategic thinking and a long process of organizational change. However, companies can often make significant progress by taking small steps in important areas. The quality of the candidate's experience is the critical first step in an organization's inclusivity, and recent data indicates that quality has been dramatically deteriorating over the last 18 months. So, what practical and immediate steps can employers take to be more inclusive with their recruiting? My guest this week is Advita Patel from Comms Rebel. Advita is a communication and workplace culture strategist who helps organizations cultivate a culture of inclusion. In our conversation, she shares practical, pragmatic advice on how employers can build inclusive candidate experience by improving the quality of their communication. In the interview, we discuss: The importance of inclusive communication Being a comms rebel How can the recruiting process be more inclusive? Job descriptions and degrees Recognizing bias Taking micro-steps  The impact of poor communication on candidates What can employers and individual recruiters do to improve the candidate experience? The dangers of overly generic AI-generated language Candidates calling out employers in public Changing expectations of work and the importance of belonging Will AI make things better or worse? Follow this podcast on Apple Podcasts. Fri, 21 Jun 2024 23:05:00 -0000 An Inclusive Candidate Experience full 623 Matt Alder Advita Patel, communication and workplace culture strategist at Comms Rebel, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here When we talk about employers becoming more inclusive, the focus is often on big strategic thinking and a long process of organizational change. However, companies can often make significant progress by taking small steps in important areas. The quality of the candidate's experience is the critical first step in an organization's inclusivity, and recent data indicates that quality has been dramatically deteriorating over the last 18 months. So, what practical and immediate steps can employers take to be more inclusive with their recruiting? My guest this week is Advita Patel from Comms Rebel. Advita is a communication and workplace culture strategist who helps organizations cultivate a culture of inclusion. In our conversation, she shares practical, pragmatic advice on how employers can build inclusive candidate experience by improving the quality of their communication. In the interview, we discuss: The importance of inclusive communication Being a comms rebel How can the recruiting process be more inclusive? Job descriptions and degrees Recognizing bias Taking micro-steps  The impact of poor communication on candidates What can employers and individual recruiters do to improve the candidate experience? The dangers of overly generic AI-generated language Candidates calling out employers in public Changing expectations of work and the importance of belonging Will AI make things better or worse? Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


When we talk about employers becoming more inclusive, the focus is often on big strategic thinking and a long process of organizational change. However, companies can often make significant progress by taking small steps in important areas.


The quality of the candidate's experience is the critical first step in an organization's inclusivity, and recent data indicates that quality has been dramatically deteriorating over the last 18 months.


So, what practical and immediate steps can employers take to be more inclusive with their recruiting?


My guest this week is Advita Patel from Comms Rebel. Advita is a communication and workplace culture strategist who helps organizations cultivate a culture of inclusion. In our conversation, she shares practical, pragmatic advice on how employers can build inclusive candidate experience by improving the quality of their communication.


In the interview, we discuss:


  • The importance of inclusive communication


  • Being a comms rebel


  • How can the recruiting process be more inclusive?


  • Job descriptions and degrees


  • Recognizing bias


  • Taking micro-steps 


  • The impact of poor communication on candidates


  • What can employers and individual recruiters do to improve the candidate experience?


  • The dangers of overly generic AI-generated language


  • Candidates calling out employers in public


  • Changing expectations of work and the importance of belonging


  • Will AI make things better or worse?



Follow this podcast on Apple Podcasts.

]]> 1879 no EP 622: Redefining Expertise https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here It's been clear for a long time that the way we traditionally think about skills and expertise is out of step with our fast-changing and volatile world. This issue runs through the education system in many countries and also influences how employers attract and upskill talent. So, what are the innovative approaches that could solve this problem? My guest this week is Ed Fidoe, co-founder and CEO of the London Interdisciplinary School (LIS). LIS has been described as the most radical new university to open in decades. It offers degrees that use an interdisciplinary approach to solving some of the complex problems that business and society face. There are interesting lessons for employers here around the concept of interactional expertise. In the interview, we discuss: What is LIS, and why was it founded? Building networks of knowledge Connecting academic learning to the workplace Enhancing employability by addressing the current mismatch of expertise between college and the workplace Intellectual curiosity and problem-solving Cultivating diversity of thought through diversity of background The power of interactional expertise in the knowledge economy  What future skills will be needed in an AI-driven world? Follow this podcast on Apple Podcasts. Thu, 20 Jun 2024 10:37:00 -0000 Redefining Expertise full 622 Matt Alder Ed Fidoe, co-founder and CEO of the London Interdisciplinary School talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here It's been clear for a long time that the way we traditionally think about skills and expertise is out of step with our fast-changing and volatile world. This issue runs through the education system in many countries and also influences how employers attract and upskill talent. So, what are the innovative approaches that could solve this problem? My guest this week is Ed Fidoe, co-founder and CEO of the London Interdisciplinary School (LIS). LIS has been described as the most radical new university to open in decades. It offers degrees that use an interdisciplinary approach to solving some of the complex problems that business and society face. There are interesting lessons for employers here around the concept of interactional expertise. In the interview, we discuss: What is LIS, and why was it founded? Building networks of knowledge Connecting academic learning to the workplace Enhancing employability by addressing the current mismatch of expertise between college and the workplace Intellectual curiosity and problem-solving Cultivating diversity of thought through diversity of background The power of interactional expertise in the knowledge economy  What future skills will be needed in an AI-driven world? Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here



It's been clear for a long time that the way we traditionally think about skills and expertise is out of step with our fast-changing and volatile world. This issue runs through the education system in many countries and also influences how employers attract and upskill talent.


So, what are the innovative approaches that could solve this problem?


My guest this week is Ed Fidoe, co-founder and CEO of the London Interdisciplinary School (LIS). LIS has been described as the most radical new university to open in decades. It offers degrees that use an interdisciplinary approach to solving some of the complex problems that business and society face. There are interesting lessons for employers here around the concept of interactional expertise.


In the interview, we discuss:


  • What is LIS, and why was it founded?


  • Building networks of knowledge


  • Connecting academic learning to the workplace


  • Enhancing employability by addressing the current mismatch of expertise between college and the workplace


  • Intellectual curiosity and problem-solving


  • Cultivating diversity of thought through diversity of background


  • The power of interactional expertise in the knowledge economy 


  • What future skills will be needed in an AI-driven world?


Follow this podcast on Apple Podcasts.

]]> 1655 no Ep 621: Rain, Whisky and Robots https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here If you listened to the TA Leader interviews in Episode 619, you'd know that Recruiting Future recently collaborated with The Chad & Cheese podcast to host two face-to-face unconference-style events in Edinburgh and Glasgow. On the day between the two events, we decided to combine podcast recording with tourism. What better way to do this than to use a campervan as a mobile recording studio and drive around the southeast of Scotland, taking in some of its world-famous coastal views? Well, that was the plan anyway. Our plans took an unexpected turn as the weather had other ideas. But this led to some exciting impromptu discussions on AI and the future of work, sparked by a tour of a two-hundred-year-old whisky distillery, a flying visit to a seven-hundred-year-old castle, and a trip to the beach. In this episode, we discuss: Is the resume dead? What's going on with skills-based hiring The differences and similarities between talent acquisition in Scotland and talent acquisition in the US Attitudes to risk The tricky balance between robots and humans What does the long-term future look like Do we have the right attitude towards the future as an industry? AI is already taking TA jobs. Why smaller employers may have an advantage What happens when AI is just baked into everything? What is going to change in the next three years Follow this podcast on Apple Podcasts. Mon, 17 Jun 2024 15:47:00 -0000 Rain, Whisky and Robots full 621 Matt Alder Recruiting Future Combines Forces With The Chad & Cheese Podcast To Tour Scotland Talking About AI and The Future Of Work Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here If you listened to the TA Leader interviews in Episode 619, you'd know that Recruiting Future recently collaborated with The Chad & Cheese podcast to host two face-to-face unconference-style events in Edinburgh and Glasgow. On the day between the two events, we decided to combine podcast recording with tourism. What better way to do this than to use a campervan as a mobile recording studio and drive around the southeast of Scotland, taking in some of its world-famous coastal views? Well, that was the plan anyway. Our plans took an unexpected turn as the weather had other ideas. But this led to some exciting impromptu discussions on AI and the future of work, sparked by a tour of a two-hundred-year-old whisky distillery, a flying visit to a seven-hundred-year-old castle, and a trip to the beach. In this episode, we discuss: Is the resume dead? What's going on with skills-based hiring The differences and similarities between talent acquisition in Scotland and talent acquisition in the US Attitudes to risk The tricky balance between robots and humans What does the long-term future look like Do we have the right attitude towards the future as an industry? AI is already taking TA jobs. Why smaller employers may have an advantage What happens when AI is just baked into everything? What is going to change in the next three years Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


If you listened to the TA Leader interviews in Episode 619, you'd know that Recruiting Future recently collaborated with The Chad & Cheese podcast to host two face-to-face unconference-style events in Edinburgh and Glasgow.


On the day between the two events, we decided to combine podcast recording with tourism. What better way to do this than to use a campervan as a mobile recording studio and drive around the southeast of Scotland, taking in some of its world-famous coastal views? Well, that was the plan anyway.


Our plans took an unexpected turn as the weather had other ideas. But this led to some exciting impromptu discussions on AI and the future of work, sparked by a tour of a two-hundred-year-old whisky distillery, a flying visit to a seven-hundred-year-old castle, and a trip to the beach.


In this episode, we discuss:


  • Is the resume dead?


  • What's going on with skills-based hiring


  • The differences and similarities between talent acquisition in Scotland and talent acquisition in the US


  • Attitudes to risk


  • The tricky balance between robots and humans


  • What does the long-term future look like


  • Do we have the right attitude towards the future as an industry?


  • AI is already taking TA jobs.


  • Why smaller employers may have an advantage


  • What happens when AI is just baked into everything?


  • What is going to change in the next three years



Follow this podcast on Apple Podcasts.

]]> 2107 no Ep 620: Hard Skills & Soft Skills https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here The shortening shelf life of skills, shifting business priorities, and the surge in AI-driven job applications are compelling many employers to rethink their candidate assessment and selection processes. This shift towards skills-based thinking is fostering greater integration between talent acquisition and talent management. By combining data on soft skills, hard skills, and career aspirations, employers can leverage a unified dataset to gain a comprehensive view throughout the entire employee lifecycle. So how can this be done, and what advantages can it bring? My guest this week is Jason Putnam, the CRO at Plum. Jason has been driving the charge around the scientific assessment of soft skills for a while and has recently incorporated data on hard skills into their methodology. Jason has some important insights to share on the future of assessment and the implementation of skills-based hiring. In the interview, we discuss: How the market is evolving The changing balance between talent acquisition and talent management TA's responsibility for retention Combining hard skills and soft skills Pace paradox versus business latency Focusing on the skills you need rather than the skills you have The evolution of the recruiting process Building alignment between talent acquisition, talent management, and hiring managers The importance of one universal dataset The role of AI Follow this podcast on Apple Podcasts. Thu, 13 Jun 2024 18:43:00 -0000 Hard Skills & Soft Skills full 620 Matt Alder Jason Putnam, CRO at Plum, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here The shortening shelf life of skills, shifting business priorities, and the surge in AI-driven job applications are compelling many employers to rethink their candidate assessment and selection processes. This shift towards skills-based thinking is fostering greater integration between talent acquisition and talent management. By combining data on soft skills, hard skills, and career aspirations, employers can leverage a unified dataset to gain a comprehensive view throughout the entire employee lifecycle. So how can this be done, and what advantages can it bring? My guest this week is Jason Putnam, the CRO at Plum. Jason has been driving the charge around the scientific assessment of soft skills for a while and has recently incorporated data on hard skills into their methodology. Jason has some important insights to share on the future of assessment and the implementation of skills-based hiring. In the interview, we discuss: How the market is evolving The changing balance between talent acquisition and talent management TA's responsibility for retention Combining hard skills and soft skills Pace paradox versus business latency Focusing on the skills you need rather than the skills you have The evolution of the recruiting process Building alignment between talent acquisition, talent management, and hiring managers The importance of one universal dataset The role of AI Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


The shortening shelf life of skills, shifting business priorities, and the surge in AI-driven job applications are compelling many employers to rethink their candidate assessment and selection processes. This shift towards skills-based thinking is fostering greater integration between talent acquisition and talent management. By combining data on soft skills, hard skills, and career aspirations, employers can leverage a unified dataset to gain a comprehensive view throughout the entire employee lifecycle.


So how can this be done, and what advantages can it bring?


My guest this week is Jason Putnam, the CRO at Plum. Jason has been driving the charge around the scientific assessment of soft skills for a while and has recently incorporated data on hard skills into their methodology. Jason has some important insights to share on the future of assessment and the implementation of skills-based hiring.


In the interview, we discuss:


  • How the market is evolving


  • The changing balance between talent acquisition and talent management


  • TA's responsibility for retention


  • Combining hard skills and soft skills


  • Pace paradox versus business latency


  • Focusing on the skills you need rather than the skills you have


  • The evolution of the recruiting process


  • Building alignment between talent acquisition, talent management, and hiring managers


  • The importance of one universal dataset


  • The role of AI



Follow this podcast on Apple Podcasts.

]]> 1704 no Round Up May 2024 https://recruitingfuture.com Download My Free Whitepaper - “10 Ways AI Will Transform Talent Acquisition”  https://recruitingfuturefeast.com/transform Check out my new course on planning strategically for the future - Trend Spotting https://matt-alder-s-school.teachable.com/p/trendspotting Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 611: Doing Hiring Differently Ep 612: AI-Powered Job Seekers Ep 613: Talent Automation Ep 614: Reinventing The Recruiting Process Ep 615: Building Inclusive Hiring Practices Ep 616: AI And The Art Of The Possible Ep 617: The Practicalities of Skills-Based Hiring Ep 618: Breaking The Rainbow Ceiling Follow this podcast on Apple Podcasts A full transcript will appear here shortly Thu, 06 Jun 2024 11:15:27 -0000 Round Up May 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during May 2024 Download My Free Whitepaper - “10 Ways AI Will Transform Talent Acquisition”  https://recruitingfuturefeast.com/transform Check out my new course on planning strategically for the future - Trend Spotting https://matt-alder-s-school.teachable.com/p/trendspotting Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 611: Doing Hiring Differently Ep 612: AI-Powered Job Seekers Ep 613: Talent Automation Ep 614: Reinventing The Recruiting Process Ep 615: Building Inclusive Hiring Practices Ep 616: AI And The Art Of The Possible Ep 617: The Practicalities of Skills-Based Hiring Ep 618: Breaking The Rainbow Ceiling Follow this podcast on Apple Podcasts A full transcript will appear here shortly Download My Free Whitepaper - “10 Ways AI Will Transform Talent Acquisition” 

https://recruitingfuturefeast.com/transform


Check out my new course on planning strategically for the future - Trend Spotting

https://matt-alder-s-school.teachable.com/p/trendspotting


Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 611: Doing Hiring Differently


Ep 612: AI-Powered Job Seekers


Ep 613: Talent Automation


Ep 614: Reinventing The Recruiting Process


Ep 615: Building Inclusive Hiring Practices


Ep 616: AI And The Art Of The Possible


Ep 617: The Practicalities of Skills-Based Hiring


Ep 618: Breaking The Rainbow Ceiling


Follow this podcast on Apple Podcasts


A full transcript will appear here shortly

]]> 882 no Ep 619: TA On The Brink Of Revolution https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here During May, Recruiting Future combined forces with The Chad and Cheese Podcast to run two face-to-face TA leader meet-ups in Edinburgh and Glasgow. TA is on the brink of a revolution, and people expect significant changes in the coming months and years. While there was some anxiety about potential future scenarios, there was genuine excitement around the potential of AI, skills-based thinking, and a more integrated approach to talent, making recruiting better for everyone. This episode features eight industry leaders talking about the practicalities of the revolution ahead: Danny Caines - HR Project Manager International Talent Acquisition at Babcock George Dobbin - Global Head of Talent Acquisition and Development at Sabio Susan McRoberts - Independent HR Consultant  Nicki Paterson - Chief Growth Officer at Solutions Driven Euan Cameron - CEO at Willo Nicolle Sinclair - Talent Engagement Leader at Diageo Euan McNair - Talent Acquisition, Inclusion, and Brand Director at Aegon Jo Grant - Employer Brand Manager UK and Ireland. Follow this podcast on Apple Podcasts. Mon, 03 Jun 2024 06:02:00 -0000 TA On The Brink Of Revolution full 619 Matt Alder Matt Alder talks to eight Scottish TA Leaders proactively shaping the future (Recorded live at TRUScotland) Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here During May, Recruiting Future combined forces with The Chad and Cheese Podcast to run two face-to-face TA leader meet-ups in Edinburgh and Glasgow. TA is on the brink of a revolution, and people expect significant changes in the coming months and years. While there was some anxiety about potential future scenarios, there was genuine excitement around the potential of AI, skills-based thinking, and a more integrated approach to talent, making recruiting better for everyone. This episode features eight industry leaders talking about the practicalities of the revolution ahead: Danny Caines - HR Project Manager International Talent Acquisition at Babcock George Dobbin - Global Head of Talent Acquisition and Development at Sabio Susan McRoberts - Independent HR Consultant  Nicki Paterson - Chief Growth Officer at Solutions Driven Euan Cameron - CEO at Willo Nicolle Sinclair - Talent Engagement Leader at Diageo Euan McNair - Talent Acquisition, Inclusion, and Brand Director at Aegon Jo Grant - Employer Brand Manager UK and Ireland. Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


During May, Recruiting Future combined forces with The Chad and Cheese Podcast to run two face-to-face TA leader meet-ups in Edinburgh and Glasgow.


TA is on the brink of a revolution, and people expect significant changes in the coming months and years. While there was some anxiety about potential future scenarios, there was genuine excitement around the potential of AI, skills-based thinking, and a more integrated approach to talent, making recruiting better for everyone.


This episode features eight industry leaders talking about the practicalities of the revolution ahead:


  • Danny Caines - HR Project Manager International Talent Acquisition at Babcock


  • George Dobbin - Global Head of Talent Acquisition and Development at Sabio






  • Euan McNair - Talent Acquisition, Inclusion, and Brand Director at Aegon


  • Jo Grant - Employer Brand Manager UK and Ireland.


Follow this podcast on Apple Podcasts.

]]> 2898 no Ep 618: Breaking The Rainbow Ceiling https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Currently, there are only four LGBTQ+ CEOs in the Fortune 500 and none in the FTSE 100. This really illustrates the hidden challenges and differences in professional opportunities for LGBTQ+ people, especially when it comes to promotion and recruitment into senior roles. Many employers publically say that improving diversity and inclusion in their workforce is a significant priority, but this will only truly happen with appropriate representation at the top of the organization. My guest this week is Layla McCay, Director of Policy at the NHS Confederation and author of a new book called "Breaking The Rainbow Ceiling." Layla shines a light on the challenges that LGBTQ+ people face at work and offers advice on how companies can recognize and address the barriers and build a more inclusive workplace where everyone can thrive and succeed. In the interview, we discuss: Why she wrote the book The barriers that prevent LGBTQ+ people from being hired or promoted into senior roles Roles models and self-esteem Conscious and unconscious bias Managers reinforcing imposter syndrome. Understanding different experiences Allowing people to do their best work Intersectionality Equity in talent management Advice to employers on inclusive hiring Follow this podcast on Apple Podcasts. Tue, 28 May 2024 23:31:00 -0000 Breaking The Rainbow Ceiling full 618 Matt Alder Layla McCay, Director of Policy at the NHS Confederation, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Currently, there are only four LGBTQ+ CEOs in the Fortune 500 and none in the FTSE 100. This really illustrates the hidden challenges and differences in professional opportunities for LGBTQ+ people, especially when it comes to promotion and recruitment into senior roles. Many employers publically say that improving diversity and inclusion in their workforce is a significant priority, but this will only truly happen with appropriate representation at the top of the organization. My guest this week is Layla McCay, Director of Policy at the NHS Confederation and author of a new book called "Breaking The Rainbow Ceiling." Layla shines a light on the challenges that LGBTQ+ people face at work and offers advice on how companies can recognize and address the barriers and build a more inclusive workplace where everyone can thrive and succeed. In the interview, we discuss: Why she wrote the book The barriers that prevent LGBTQ+ people from being hired or promoted into senior roles Roles models and self-esteem Conscious and unconscious bias Managers reinforcing imposter syndrome. Understanding different experiences Allowing people to do their best work Intersectionality Equity in talent management Advice to employers on inclusive hiring Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


Currently, there are only four LGBTQ+ CEOs in the Fortune 500 and none in the FTSE 100. This really illustrates the hidden challenges and differences in professional opportunities for LGBTQ+ people, especially when it comes to promotion and recruitment into senior roles.


Many employers publically say that improving diversity and inclusion in their workforce is a significant priority, but this will only truly happen with appropriate representation at the top of the organization.


My guest this week is Layla McCay, Director of Policy at the NHS Confederation and author of a new book called "Breaking The Rainbow Ceiling." Layla shines a light on the challenges that LGBTQ+ people face at work and offers advice on how companies can recognize and address the barriers and build a more inclusive workplace where everyone can thrive and succeed.


In the interview, we discuss:


  • Why she wrote the book


  • The barriers that prevent LGBTQ+ people from being hired or promoted into senior roles


  • Roles models and self-esteem


  • Conscious and unconscious bias


  • Managers reinforcing imposter syndrome.


  • Understanding different experiences


  • Allowing people to do their best work


  • Intersectionality


  • Equity in talent management


  • Advice to employers on inclusive hiring


Follow this podcast on Apple Podcasts.

]]> 1642 no Ep 617: The Practicalities of Skills-Based Hiring https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Skills-based hiring is not just a passing trend; it's a significant shift in the recruiting landscape. Many employers are eager to unlock its advantages in terms of flexibility, diversity, economic efficiency, and dealing with talent shortages. But is there a gap between theory and practice regarding understanding and implementation? Over the last few months, experienced TA leader Adrian Thomas and myself have partnered with Neil Kelly at Vector on some research to uncover the realities and practicalities of skills-based hiring within large global employers. Neil and Adrian join me on this episode to discuss the findings, some of which are quite surprising, and to look at what employers need to do to advance with skills-based hiring.  In the interview, we discuss: Why and how we did the research Motivations for being skills-based Some surprising findings The problems with skills taxonomies Talent Acquisition and Talent Management  Training Hiring Managers The way forward for skills-based hiring Download our report " Skills-Based Hiring, The Gap Between Theory and Practice” Follow this podcast on Apple Podcasts. Tue, 21 May 2024 06:00:00 -0000 The Practicalities of Skills-Based Hiring full 617 Matt Alder Neil Kelly, CEO at Vector, industry leader Adrian Thomas and Matt Alder talk about their recent research into the realities of Skills-Based Hiring Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Skills-based hiring is not just a passing trend; it's a significant shift in the recruiting landscape. Many employers are eager to unlock its advantages in terms of flexibility, diversity, economic efficiency, and dealing with talent shortages. But is there a gap between theory and practice regarding understanding and implementation? Over the last few months, experienced TA leader Adrian Thomas and myself have partnered with Neil Kelly at Vector on some research to uncover the realities and practicalities of skills-based hiring within large global employers. Neil and Adrian join me on this episode to discuss the findings, some of which are quite surprising, and to look at what employers need to do to advance with skills-based hiring.  In the interview, we discuss: Why and how we did the research Motivations for being skills-based Some surprising findings The problems with skills taxonomies Talent Acquisition and Talent Management  Training Hiring Managers The way forward for skills-based hiring Download our report " Skills-Based Hiring, The Gap Between Theory and Practice” Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


Skills-based hiring is not just a passing trend; it's a significant shift in the recruiting landscape. Many employers are eager to unlock its advantages in terms of flexibility, diversity, economic efficiency, and dealing with talent shortages. But is there a gap between theory and practice regarding understanding and implementation?


Over the last few months, experienced TA leader Adrian Thomas and myself have partnered with Neil Kelly at Vector on some research to uncover the realities and practicalities of skills-based hiring within large global employers.


Neil and Adrian join me on this episode to discuss the findings, some of which are quite surprising, and to look at what employers need to do to advance with skills-based hiring. 


In the interview, we discuss:


  • Why and how we did the research


  • Motivations for being skills-based


  • Some surprising findings


  • The problems with skills taxonomies


  • Talent Acquisition and Talent Management 


  • Training Hiring Managers


  • The way forward for skills-based hiring


Download our report " Skills-Based Hiring, The Gap Between Theory and Practice”


Follow this podcast on Apple Podcasts.

]]> 1679 no Ep 616: AI And The Art Of The Possible https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Podcasting at events and conferences is one of my favorite things to do. I love the joy of seeing people face to face, and you get the opportunity to access a broad range of views and expertise around the topics shaping the industry. At the beginning of May, Recruiting Future was an official media partner of The HR Technology Conference Europe in Amsterdam, the first time the event had been held outside of the US.   AI was a central theme in the discussions, and I was eager to gather insights on the current use cases of AI tools, as well as the potential future implications. The first voice you will hear is Rebecca Carr, CPO and acting CEO of SmartRecruiters, talking about AI as a co-pilot and its potential to enhance the very human aspects of recruiting. Next up after Rebecca is my friend and co-author, the ever-present Mervyn Dinnen, talking about his concerns about the impact of AI on employee experience and creativity Finally, I spoke to Norwegian entrepreneur Eivind Arnsten about the AI employer lawyer his company is building and the potential for widespread automation throughout HR processes and activities. Follow this podcast on Apple Podcasts. Sun, 19 May 2024 19:36:00 -0000 AI And The Art Of The Possible full 616 Matt Alder Matt Alder talks to Rebecca Carr, Mervyn Dinnen, and Eivind Arntsen Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Podcasting at events and conferences is one of my favorite things to do. I love the joy of seeing people face to face, and you get the opportunity to access a broad range of views and expertise around the topics shaping the industry. At the beginning of May, Recruiting Future was an official media partner of The HR Technology Conference Europe in Amsterdam, the first time the event had been held outside of the US.   AI was a central theme in the discussions, and I was eager to gather insights on the current use cases of AI tools, as well as the potential future implications. The first voice you will hear is Rebecca Carr, CPO and acting CEO of SmartRecruiters, talking about AI as a co-pilot and its potential to enhance the very human aspects of recruiting. Next up after Rebecca is my friend and co-author, the ever-present Mervyn Dinnen, talking about his concerns about the impact of AI on employee experience and creativity Finally, I spoke to Norwegian entrepreneur Eivind Arnsten about the AI employer lawyer his company is building and the potential for widespread automation throughout HR processes and activities. Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


Podcasting at events and conferences is one of my favorite things to do. I love the joy of seeing people face to face, and you get the opportunity to access a broad range of views and expertise around the topics shaping the industry.


At the beginning of May, Recruiting Future was an official media partner of The HR Technology Conference Europe in Amsterdam, the first time the event had been held outside of the US.  


AI was a central theme in the discussions, and I was eager to gather insights on the current use cases of AI tools, as well as the potential future implications.


The first voice you will hear is Rebecca Carr, CPO and acting CEO of SmartRecruiters, talking about AI as a co-pilot and its potential to enhance the very human aspects of recruiting.


Next up after Rebecca is my friend and co-author, the ever-present Mervyn Dinnen, talking about his concerns about the impact of AI on employee experience and creativity


Finally, I spoke to Norwegian entrepreneur Eivind Arnsten about the AI employer lawyer his company is building and the potential for widespread automation throughout HR processes and activities.


Follow this podcast on Apple Podcasts.

]]> 1054 Ep 615: Building Inclusive Hiring Practices https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Inclusive hiring is vital to building inclusive organizations, and the benefits of getting it right are considerable, both at a human and a business level. Recognizing bias, standardizing hiring manager behavior, and analyzing data are just some of the things employers need to consider to be more inclusive in their hiring. My guest this week is Sarah Harnett, Senior Director of People Business Partners at Greenhouse Software. In our conversation, Sarah talks us through the steps that Greenhouse has taken to build an inclusive culture through inclusive hiring practices. In the interview, we discuss: What does it take to build a diverse workforce? Understanding your employee's experience Hiring as a starting point for building an inclusive culture ERGs as a vehicle to empower people Dealing with systemic bias Inclusive hiring manager behaviors Structured hiring processes Connecting DE&I strategy to corporate strategy The implications of AI on inclusive hiring Follow this podcast on Apple Podcasts. Thu, 16 May 2024 23:40:00 -0000 Building Inclusive Hiring Practices full 615 Matt Alder Sarah Harnett, Senior Director of People Business Partners at Greenhouse Software, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Inclusive hiring is vital to building inclusive organizations, and the benefits of getting it right are considerable, both at a human and a business level. Recognizing bias, standardizing hiring manager behavior, and analyzing data are just some of the things employers need to consider to be more inclusive in their hiring. My guest this week is Sarah Harnett, Senior Director of People Business Partners at Greenhouse Software. In our conversation, Sarah talks us through the steps that Greenhouse has taken to build an inclusive culture through inclusive hiring practices. In the interview, we discuss: What does it take to build a diverse workforce? Understanding your employee's experience Hiring as a starting point for building an inclusive culture ERGs as a vehicle to empower people Dealing with systemic bias Inclusive hiring manager behaviors Structured hiring processes Connecting DE&I strategy to corporate strategy The implications of AI on inclusive hiring Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


Inclusive hiring is vital to building inclusive organizations, and the benefits of getting it right are considerable, both at a human and a business level. Recognizing bias, standardizing hiring manager behavior, and analyzing data are just some of the things employers need to consider to be more inclusive in their hiring.


My guest this week is Sarah Harnett, Senior Director of People Business Partners at Greenhouse Software. In our conversation, Sarah talks us through the steps that Greenhouse has taken to build an inclusive culture through inclusive hiring practices.


In the interview, we discuss:


  • What does it take to build a diverse workforce?


  • Understanding your employee's experience


  • Hiring as a starting point for building an inclusive culture


  • ERGs as a vehicle to empower people


  • Dealing with systemic bias


  • Inclusive hiring manager behaviors


  • Structured hiring processes


  • Connecting DE&I strategy to corporate strategy


  • The implications of AI on inclusive hiring


Follow this podcast on Apple Podcasts.

]]> 1712 no Ep 614: Reinventing The Recruiting Process https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here The pace of change in recruiting technology continues to accelerate, and with it come opportunities to improve hiring outcomes, streamline operational efficiency, and make much-needed improvements to the candidate experience. When you add in increasing volumes of applications driven by candidate use of AI and the differing wants and needs of a new generation entering the workforce, it becomes evident that we are on the brink of a profound transformation in recruiting processes. So, what are the most forward-thinking companies already doing? My guest this week is Hollie Powell, Recruitment Business Partner at EDF. EDF is reinventing its recruiting process for early careers and improving the candidate experience by carefully balancing technology and automation with high-quality human interaction. In the interview, we discuss: The early careers strategy at EDF Increasing volumes of applications through candidate use of AI How EDF is evolving its recruiting process The enormous benefits of effective video interviewing Speeding up the process to improve the candidate experience Ensuring high quality human interaction during the process Using an organization wide strengths-based framework Keeping up with changing candidate wants and needs Planning for the skills shortages of the future Consumer brand versus employer brand How will early careers evolve in the coming years? Follow this podcast in Apple Podcasts. Tue, 14 May 2024 23:28:00 -0000 Reinventing The Recruiting Process full 614 Matt Alder Hollie Powell, Recruitment Business Partner at EDF. talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here The pace of change in recruiting technology continues to accelerate, and with it come opportunities to improve hiring outcomes, streamline operational efficiency, and make much-needed improvements to the candidate experience. When you add in increasing volumes of applications driven by candidate use of AI and the differing wants and needs of a new generation entering the workforce, it becomes evident that we are on the brink of a profound transformation in recruiting processes. So, what are the most forward-thinking companies already doing? My guest this week is Hollie Powell, Recruitment Business Partner at EDF. EDF is reinventing its recruiting process for early careers and improving the candidate experience by carefully balancing technology and automation with high-quality human interaction. In the interview, we discuss: The early careers strategy at EDF Increasing volumes of applications through candidate use of AI How EDF is evolving its recruiting process The enormous benefits of effective video interviewing Speeding up the process to improve the candidate experience Ensuring high quality human interaction during the process Using an organization wide strengths-based framework Keeping up with changing candidate wants and needs Planning for the skills shortages of the future Consumer brand versus employer brand How will early careers evolve in the coming years? Follow this podcast in Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here

The pace of change in recruiting technology continues to accelerate, and with it come opportunities to improve hiring outcomes, streamline operational efficiency, and make much-needed improvements to the candidate experience. When you add in increasing volumes of applications driven by candidate use of AI and the differing wants and needs of a new generation entering the workforce, it becomes evident that we are on the brink of a profound transformation in recruiting processes.


So, what are the most forward-thinking companies already doing? My guest this week is Hollie Powell, Recruitment Business Partner at EDF. EDF is reinventing its recruiting process for early careers and improving the candidate experience by carefully balancing technology and automation with high-quality human interaction.


In the interview, we discuss:


  • The early careers strategy at EDF


  • Increasing volumes of applications through candidate use of AI


  • How EDF is evolving its recruiting process


  • The enormous benefits of effective video interviewing


  • Speeding up the process to improve the candidate experience


  • Ensuring high quality human interaction during the process


  • Using an organization wide strengths-based framework


  • Keeping up with changing candidate wants and needs


  • Planning for the skills shortages of the future


  • Consumer brand versus employer brand


  • How will early careers evolve in the coming years?


Follow this podcast in Apple Podcasts.

]]> 1282 no Ep 613: Talent Automation https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here As I've said many times before, automation in recruiting and HR is inevitable. This means that every TA and HR leader should be thinking strategically about automation, its implications, and, most importantly, the value that it will add right now. So what are the benefits of automation, and where and how should talent functions be automated? My guest this week is Brandon Sammut, Chief People Officer at Zapier. Automation is in Zapiers corporate DNA, and they are successfully using it to drive their talent density strategy through automation in recruiting, onboarding, and skills development. In the interview, we discuss: What Talent Density means at Zapier and how they built it Focusing on what is uniquely human Being transparent about a remote-only employee experience T shaped talent Automated Onboarding Using automation to solve hard problems and make things more personal at scale. Experience design and empathy Understand where to apply automation and where not to apply it. Developing AI skills across the business What will the future look like? Follow this podcast on Apple Podcasts. Fri, 10 May 2024 19:59:00 -0000 Talent Automation full 613 Matt Alder Brandon Sammut, Chief People Officer at Zapier, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here As I've said many times before, automation in recruiting and HR is inevitable. This means that every TA and HR leader should be thinking strategically about automation, its implications, and, most importantly, the value that it will add right now. So what are the benefits of automation, and where and how should talent functions be automated? My guest this week is Brandon Sammut, Chief People Officer at Zapier. Automation is in Zapiers corporate DNA, and they are successfully using it to drive their talent density strategy through automation in recruiting, onboarding, and skills development. In the interview, we discuss: What Talent Density means at Zapier and how they built it Focusing on what is uniquely human Being transparent about a remote-only employee experience T shaped talent Automated Onboarding Using automation to solve hard problems and make things more personal at scale. Experience design and empathy Understand where to apply automation and where not to apply it. Developing AI skills across the business What will the future look like? Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


As I've said many times before, automation in recruiting and HR is inevitable. This means that every TA and HR leader should be thinking strategically about automation, its implications, and, most importantly, the value that it will add right now.


So what are the benefits of automation, and where and how should talent functions be automated?


My guest this week is Brandon Sammut, Chief People Officer at Zapier. Automation is in Zapiers corporate DNA, and they are successfully using it to drive their talent density strategy through automation in recruiting, onboarding, and skills development.


In the interview, we discuss:


  • What Talent Density means at Zapier and how they built it


  • Focusing on what is uniquely human


  • Being transparent about a remote-only employee experience


  • T shaped talent


  • Automated Onboarding


  • Using automation to solve hard problems and make things more personal at scale.


  • Experience design and empathy


  • Understand where to apply automation and where not to apply it.


  • Developing AI skills across the business


  • What will the future look like?


Follow this podcast on Apple Podcasts.

]]> 1411 no Ep 612: AI-Powered Job Seekers https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here It is becoming clear that job seekers' use of AI tools in the application process has profound implications for talent acquisition. Many employers report a significant increase in application volume, and there is a potential technology arms race as employers and job boards attempt to use AI to identify AI. While this may help in the short term, it won't work in the long term, and is job seeker AI use even a bad thing? My guest this week is expert job board consultant Alexander Chukovski. Alexander has been doing a deep dive into how job seekers use AI and its implications for recruiting. He has valuable insights about job seeker verification and its potential to create win-win situations for candidates, job boards, and employers. In the interview, we discuss: The implications of a new generation of AI-savvy job seekers The different ways job seekers are using AI include ATS integration The drawbacks and risks for candidates using AI tools A pointless tech "arms race." Why is it difficult to spot the use of AI in CVs and applications? How should the industry respond? The rise of verification technology What can be verified now and what might be possible in the future The importance of job seekers owning their data What does the future look like? Follow this podcast on Apple Podcasts. Fri, 10 May 2024 11:38:00 -0000 AI-Powered Job Seekers full 612 Matt Alder Expert job board consultant Alexander Chukovski talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here It is becoming clear that job seekers' use of AI tools in the application process has profound implications for talent acquisition. Many employers report a significant increase in application volume, and there is a potential technology arms race as employers and job boards attempt to use AI to identify AI. While this may help in the short term, it won't work in the long term, and is job seeker AI use even a bad thing? My guest this week is expert job board consultant Alexander Chukovski. Alexander has been doing a deep dive into how job seekers use AI and its implications for recruiting. He has valuable insights about job seeker verification and its potential to create win-win situations for candidates, job boards, and employers. In the interview, we discuss: The implications of a new generation of AI-savvy job seekers The different ways job seekers are using AI include ATS integration The drawbacks and risks for candidates using AI tools A pointless tech "arms race." Why is it difficult to spot the use of AI in CVs and applications? How should the industry respond? The rise of verification technology What can be verified now and what might be possible in the future The importance of job seekers owning their data What does the future look like? Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


It is becoming clear that job seekers' use of AI tools in the application process has profound implications for talent acquisition. Many employers report a significant increase in application volume, and there is a potential technology arms race as employers and job boards attempt to use AI to identify AI.

While this may help in the short term, it won't work in the long term, and is job seeker AI use even a bad thing?

My guest this week is expert job board consultant Alexander Chukovski. Alexander has been doing a deep dive into how job seekers use AI and its implications for recruiting. He has valuable insights about job seeker verification and its potential to create win-win situations for candidates, job boards, and employers.

In the interview, we discuss:


  • The implications of a new generation of AI-savvy job seekers


  • The different ways job seekers are using AI include


  • ATS integration


  • The drawbacks and risks for candidates using AI tools


  • A pointless tech "arms race."


  • Why is it difficult to spot the use of AI in CVs and applications?


  • How should the industry respond?


  • The rise of verification technology


  • What can be verified now and what might be possible in the future


  • The importance of job seekers owning their data


  • What does the future look like?


Follow this podcast on Apple Podcasts.

]]> 1589 no Ep 611: Doing Hiring Differently https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Many aspects of how companies hire talent have been set in stone and unquestioned for decades. Even if Talent Acquisition wants to drive change, the power of accepted wisdom among hiring managers and the C-Suite is difficult to challenge. So what happens when the CEO of a business champions a completely different way of doing things? My guest this week is Jeff Dewing, Group CEO at Cloudfm. Jeff's story is amazing, and his approach to business is encapsulated in the title of his book, "Doing The Opposite." When it comes to hiring, Jeff has challenged conventional wisdom around interviews and skills head-on with some spectacular results. I loved this conversation, and it is an absolute must-listen for everyone. In the interview, we discuss: Jeff's rollercoaster journey to get where he is today Where everyone needs autonomy, mastery, and purpose Why Cloudfm no longer use interviews in their hiring process and what they do instead of  Removing the risk in hiring Achieving a 95% recruitment retention rate Individual career plans and ups killing Giving people autonomy about how and where they work. The office as a creative, problem-solving collaboration space The impact AI will have on the future. Follow this podcast on Apple Podcasts. Fri, 03 May 2024 21:47:00 -0000 Doing Hiring Differently full 611 Matt Alder Jeff Dewing, Group CEO at Cloudfm, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Many aspects of how companies hire talent have been set in stone and unquestioned for decades. Even if Talent Acquisition wants to drive change, the power of accepted wisdom among hiring managers and the C-Suite is difficult to challenge. So what happens when the CEO of a business champions a completely different way of doing things? My guest this week is Jeff Dewing, Group CEO at Cloudfm. Jeff's story is amazing, and his approach to business is encapsulated in the title of his book, "Doing The Opposite." When it comes to hiring, Jeff has challenged conventional wisdom around interviews and skills head-on with some spectacular results. I loved this conversation, and it is an absolute must-listen for everyone. In the interview, we discuss: Jeff's rollercoaster journey to get where he is today Where everyone needs autonomy, mastery, and purpose Why Cloudfm no longer use interviews in their hiring process and what they do instead of  Removing the risk in hiring Achieving a 95% recruitment retention rate Individual career plans and ups killing Giving people autonomy about how and where they work. The office as a creative, problem-solving collaboration space The impact AI will have on the future. Follow this podcast on Apple Podcasts. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


Many aspects of how companies hire talent have been set in stone and unquestioned for decades. Even if Talent Acquisition wants to drive change, the power of accepted wisdom among hiring managers and the C-Suite is difficult to challenge. So what happens when the CEO of a business champions a completely different way of doing things?


My guest this week is Jeff Dewing, Group CEO at Cloudfm. Jeff's story is amazing, and his approach to business is encapsulated in the title of his book, "Doing The Opposite." When it comes to hiring, Jeff has challenged conventional wisdom around interviews and skills head-on with some spectacular results. I loved this conversation, and it is an absolute must-listen for everyone.


In the interview, we discuss:


  • Jeff's rollercoaster journey to get where he is today


  • Where everyone needs autonomy, mastery, and purpose


  • Why Cloudfm no longer use interviews in their hiring process and what they do instead of 


  • Removing the risk in hiring


  • Achieving a 95% recruitment retention rate


  • Individual career plans and ups killing


  • Giving people autonomy about how and where they work.


  • The office as a creative, problem-solving collaboration space


  • The impact AI will have on the future.


Follow this podcast on Apple Podcasts.

]]> 1871 no Round Up April 2024 https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 604: Building Talent Pipelines With Internships Ep 605: Can AI Be Biased? Legal Implications for Hiring Ep 606: Empowering Gen Z & Building A Social Brand Ep 607: AI Powered Talent Acquisition Ep 608: Transforming HR Ep 609: Building A Neuro-Inclusive Hiring Process Ep 610: Future Skills Scottish Meet Ups AI Whitepaper Recruiting Future YouTube channel Follow this podcast on Apple Podcasts Thu, 02 May 2024 16:43:00 -0000 Round Up April 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during April 2024 Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 604: Building Talent Pipelines With Internships Ep 605: Can AI Be Biased? Legal Implications for Hiring Ep 606: Empowering Gen Z & Building A Social Brand Ep 607: AI Powered Talent Acquisition Ep 608: Transforming HR Ep 609: Building A Neuro-Inclusive Hiring Process Ep 610: Future Skills Scottish Meet Ups AI Whitepaper Recruiting Future YouTube channel Follow this podcast on Apple Podcasts Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 604: Building Talent Pipelines With Internships


Ep 605: Can AI Be Biased? Legal Implications for Hiring


Ep 606: Empowering Gen Z & Building A Social Brand


Ep 607: AI Powered Talent Acquisition


Ep 608: Transforming HR


Ep 609: Building A Neuro-Inclusive Hiring Process


Ep 610: Future Skills


Scottish Meet Ups


AI Whitepaper


Recruiting Future YouTube channel


Follow this podcast on Apple Podcasts

]]> 722 no Ep 610: Future Skills https://recruitingfuture.com Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here It's becoming evident that we are at a critical pivot point for talent acquisition. While the debates around AI are sucking up most of the attention, massive shifts are happening in terms of the shelf life of skills, ongoing challenges with skills acquisition, and upskilling people for a very different future world of work. So, how should employers think about skills, and how can talent acquisition gain the future focus it needs to drive organizational value? My guest this week is Lisa Monteith, Head of Talent Acquisition and onboarding for HSBC UK. In our wide-ranging conversation, we talk about the skills challenges facing organizations and the importance of taking a long-term view. In the interview, we discuss: Current talent acquisition challenges Selling work as a product The shortening lifespan of skills Providing easy access to learning Total talent thinking Learning agility, curiosity, and other skills for the future Failing education systems and disappearing entry-level jobs Individual responsibility for learning Neuroinclusion in the recruiting process and the danger of homogenization How does talent acquisition need to re-invent itself for the future? Follow this podcast on Apple Podcasts. A full transcript will appear here shortly. Tue, 30 Apr 2024 22:33:00 -0000 Future Skills full 610 Matt Alder Lisa Monteith, Head of Talent Acquisition and onboarding for HSBC UK, talks to Matt Alder Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here It's becoming evident that we are at a critical pivot point for talent acquisition. While the debates around AI are sucking up most of the attention, massive shifts are happening in terms of the shelf life of skills, ongoing challenges with skills acquisition, and upskilling people for a very different future world of work. So, how should employers think about skills, and how can talent acquisition gain the future focus it needs to drive organizational value? My guest this week is Lisa Monteith, Head of Talent Acquisition and onboarding for HSBC UK. In our wide-ranging conversation, we talk about the skills challenges facing organizations and the importance of taking a long-term view. In the interview, we discuss: Current talent acquisition challenges Selling work as a product The shortening lifespan of skills Providing easy access to learning Total talent thinking Learning agility, curiosity, and other skills for the future Failing education systems and disappearing entry-level jobs Individual responsibility for learning Neuroinclusion in the recruiting process and the danger of homogenization How does talent acquisition need to re-invent itself for the future? Follow this podcast on Apple Podcasts. A full transcript will appear here shortly. Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now


Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here


It's becoming evident that we are at a critical pivot point for talent acquisition. While the debates around AI are sucking up most of the attention, massive shifts are happening in terms of the shelf life of skills, ongoing challenges with skills acquisition, and upskilling people for a very different future world of work.

So, how should employers think about skills, and how can talent acquisition gain the future focus it needs to drive organizational value?

My guest this week is Lisa Monteith, Head of Talent Acquisition and onboarding for HSBC UK. In our wide-ranging conversation, we talk about the skills challenges facing organizations and the importance of taking a long-term view.

In the interview, we discuss:

  • Current talent acquisition challenges
  • Selling work as a product
  • The shortening lifespan of skills
  • Providing easy access to learning
  • Total talent thinking
  • Learning agility, curiosity, and other skills for the future
  • Failing education systems and disappearing entry-level jobs
  • Individual responsibility for learning
  • Neuroinclusion in the recruiting process and the danger of homogenization
  • How does talent acquisition need to re-invent itself for the future?


Follow this podcast on Apple Podcasts.

A full transcript will appear here shortly.

]]> 1552 no Ep 609: Building A Neuro-Inclusive Hiring Process https://recruitingfuture.com Somewhere between 15% and 20% of the population is neurodivergent. The majority have yet to receive a formal diagnosis, and a significant number of those with a diagnosis choose not to share it publically. Over the last few years, we've seen a growing number of employers taking steps to be more neuro-inclusive, which is great to see. However, there is still a long way to go with recruiting, as most hiring processes contain significant barriers for neurodiverse people. There is also a danger that the move to AI-driven recruiting may make things worse if neuro-inclusion isn't proactively prioritized. So, what steps can employers take to embed neuro-inclusion in their recruiting processes effectively? My guest this week is Tania Martin, a neuro-inclusion consultant who was previously Head of EY's Neuro-Diverse Centre of Excellence in the UK and Ireland. In our conversation, Tania discusses the shortcomings of the traditional recruiting process and how we can rethink it to be better for everyone. In the interview, we discuss: Harnessing neurodiversity in the workforce How EY's Neuro-Diverse Centre of Excellence was set up Why can making recruiting processes more neuro-inclusive be good for everyone? Accessing untapped pools of talent Intimidating job specs Assessment and spiky profiles Helping people to show their best selves during the interview process Educating hiring managers The role of technology What will neuro-inclusion look like for future generations in the workforce? Follow this podcast on Apple Podcasts. Fri, 26 Apr 2024 12:57:00 -0000 Building A Neuro-inclusive Hiring Process full 609 Matt Alder Tania Martin, neuro-inclusivity consultant and former Head of EY's Neuro-Diverse Centre of Excellence in UKI, talks to Matt Alder Somewhere between 15% and 20% of the population is neurodivergent. The majority have yet to receive a formal diagnosis, and a significant number of those with a diagnosis choose not to share it publically. Over the last few years, we've seen a growing number of employers taking steps to be more neuro-inclusive, which is great to see. However, there is still a long way to go with recruiting, as most hiring processes contain significant barriers for neurodiverse people. There is also a danger that the move to AI-driven recruiting may make things worse if neuro-inclusion isn't proactively prioritized. So, what steps can employers take to embed neuro-inclusion in their recruiting processes effectively? My guest this week is Tania Martin, a neuro-inclusion consultant who was previously Head of EY's Neuro-Diverse Centre of Excellence in the UK and Ireland. In our conversation, Tania discusses the shortcomings of the traditional recruiting process and how we can rethink it to be better for everyone. In the interview, we discuss: Harnessing neurodiversity in the workforce How EY's Neuro-Diverse Centre of Excellence was set up Why can making recruiting processes more neuro-inclusive be good for everyone? Accessing untapped pools of talent Intimidating job specs Assessment and spiky profiles Helping people to show their best selves during the interview process Educating hiring managers The role of technology What will neuro-inclusion look like for future generations in the workforce? Follow this podcast on Apple Podcasts. Somewhere between 15% and 20% of the population is neurodivergent. The majority have yet to receive a formal diagnosis, and a significant number of those with a diagnosis choose not to share it publically. Over the last few years, we've seen a growing number of employers taking steps to be more neuro-inclusive, which is great to see. However, there is still a long way to go with recruiting, as most hiring processes contain significant barriers for neurodiverse people. There is also a danger that the move to AI-driven recruiting may make things worse if neuro-inclusion isn't proactively prioritized.


So, what steps can employers take to embed neuro-inclusion in their recruiting processes effectively?


My guest this week is Tania Martin, a neuro-inclusion consultant who was previously Head of EY's Neuro-Diverse Centre of Excellence in the UK and Ireland. In our conversation, Tania discusses the shortcomings of the traditional recruiting process and how we can rethink it to be better for everyone.


In the interview, we discuss:


  • Harnessing neurodiversity in the workforce


  • How EY's Neuro-Diverse Centre of Excellence was set up


  • Why can making recruiting processes more neuro-inclusive be good for everyone?


  • Accessing untapped pools of talent


  • Intimidating job specs


  • Assessment and spiky profiles


  • Helping people to show their best selves during the interview process


  • Educating hiring managers


  • The role of technology


  • What will neuro-inclusion look like for future generations in the workforce?



Follow this podcast on Apple Podcasts.

]]> 1817 no Ep 608: Transforming HR https://recruitingfuture.com Economic challenges, technology innovations, changing attitudes to how and where we work, and a new, very different generation entering the workplace. These are just some of the forces driving change across the whole of the people function. In this second compilation episode of interviews I recorded at Transform earlier in the year, I speak to two of the most innovative HR Executives out there about the changing Talent landscape. My first guest, Donald Knight, Chief People Officer at Greenhouse, shares his insights on the current challenges for CPOs, the importance of developing curiosity, and the need to eliminate the laggard approach that has categorized HR for so long.  My second conversation is with John Baldino, President of Humareso. This was the final interview I recorded at the conference, and we reflect on the event, our key learnings from it, and the future of HR in an AI-driven world. Follow this podcast on Apple Podcasts. Fri, 19 Apr 2024 11:40:00 -0000 Transforming HR full 608 Matt Alder Donald Knight, Chief People Officer at Greenhouse, and John Baldino, President of Humareso, talk to Matt Alder Economic challenges, technology innovations, changing attitudes to how and where we work, and a new, very different generation entering the workplace. These are just some of the forces driving change across the whole of the people function. In this second compilation episode of interviews I recorded at Transform earlier in the year, I speak to two of the most innovative HR Executives out there about the changing Talent landscape. My first guest, Donald Knight, Chief People Officer at Greenhouse, shares his insights on the current challenges for CPOs, the importance of developing curiosity, and the need to eliminate the laggard approach that has categorized HR for so long.  My second conversation is with John Baldino, President of Humareso. This was the final interview I recorded at the conference, and we reflect on the event, our key learnings from it, and the future of HR in an AI-driven world. Follow this podcast on Apple Podcasts. Economic challenges, technology innovations, changing attitudes to how and where we work, and a new, very different generation entering the workplace. These are just some of the forces driving change across the whole of the people function.

In this second compilation episode of interviews I recorded at Transform earlier in the year, I speak to two of the most innovative HR Executives out there about the changing Talent landscape.

My first guest, Donald Knight, Chief People Officer at Greenhouse, shares his insights on the current challenges for CPOs, the importance of developing curiosity, and the need to eliminate the laggard approach that has categorized HR for so long. 

My second conversation is with John Baldino, President of Humareso. This was the final interview I recorded at the conference, and we reflect on the event, our key learnings from it, and the future of HR in an AI-driven world.


Follow this podcast on Apple Podcasts.

]]> 2027 no Ep 607: AI Powered Talent Acquisition https://recruitingfuture.com It's been nearly 18 months since ChatGPT launched and sparked a lively debate about the future of Talent Acquisition. While it's important to consider the long-term implications, a crucial part of building a strategy is embracing the potential of current technology through experimentation and skill development. My guest this week is Andy Headworth, Deputy Director of Talent Acquisition at HMRC. Over the last few months, Andy's team has gone from lunchtime AI experimentation sessions to rolling out the platform they created across their organization. This has driven radical improvements to their hiring process, improving its quality while simultaneously saving many hours of hiring manager and recruiter time. Andy shares its impact, the lessons they have learned, and his advice for TA leaders on building strategies for an AI-driven future. In the interview, we discuss: The recruiting challenges at HMRC Experimentation, learning, and being brave with your thinking Understanding the problem you are trying to solve Revolutionizing the hiring manager experience Building platforms using publically available tools and data  Implications for TA and HR software vendors The use of AI by candidates Advice to TA leaders What does the future look like? Follow this podcast on Apple Podcasts. A full transcript will appear here shortly. Thu, 18 Apr 2024 17:28:00 -0000 AI Powered Talent Acquisition full 607 Matt Alder Andy Headworth, Deputy Director of Talent Acquisition at HMRC, talks to Matt Alder It's been nearly 18 months since ChatGPT launched and sparked a lively debate about the future of Talent Acquisition. While it's important to consider the long-term implications, a crucial part of building a strategy is embracing the potential of current technology through experimentation and skill development. My guest this week is Andy Headworth, Deputy Director of Talent Acquisition at HMRC. Over the last few months, Andy's team has gone from lunchtime AI experimentation sessions to rolling out the platform they created across their organization. This has driven radical improvements to their hiring process, improving its quality while simultaneously saving many hours of hiring manager and recruiter time. Andy shares its impact, the lessons they have learned, and his advice for TA leaders on building strategies for an AI-driven future. In the interview, we discuss: The recruiting challenges at HMRC Experimentation, learning, and being brave with your thinking Understanding the problem you are trying to solve Revolutionizing the hiring manager experience Building platforms using publically available tools and data  Implications for TA and HR software vendors The use of AI by candidates Advice to TA leaders What does the future look like? Follow this podcast on Apple Podcasts. A full transcript will appear here shortly. It's been nearly 18 months since ChatGPT launched and sparked a lively debate about the future of Talent Acquisition. While it's important to consider the long-term implications, a crucial part of building a strategy is embracing the potential of current technology through experimentation and skill development.


My guest this week is Andy Headworth, Deputy Director of Talent Acquisition at HMRC. Over the last few months, Andy's team has gone from lunchtime AI experimentation sessions to rolling out the platform they created across their organization. This has driven radical improvements to their hiring process, improving its quality while simultaneously saving many hours of hiring manager and recruiter time. Andy shares its impact, the lessons they have learned, and his advice for TA leaders on building strategies for an AI-driven future.


In the interview, we discuss:


  • The recruiting challenges at HMRC


  • Experimentation, learning, and being brave with your thinking


  • Understanding the problem you are trying to solve


  • Revolutionizing the hiring manager experience


  • Building platforms using publically available tools and data 


  • Implications for TA and HR software vendors


  • The use of AI by candidates


  • Advice to TA leaders


  • What does the future look like?


Follow this podcast on Apple Podcasts.


A full transcript will appear here shortly.

]]> 1703 no Ep 606: Empowering Gen Z & Building A Social Brand https://recruitingfuture.com A few weeks ago, I spent a couple of days recording at the excellent Transform conference in Las Vegas, and this is the first of two episodes with a compilation of some of the conversations I had. My first guest is Danielle Farage, a renowned Gen Z Futurist, Educator, and Community Builder. Danielle shares her perspective on why it's crucial to give Gen Z a voice and discusses the current employee experience for the newest generation in the workforce. My second conversation is with Recruiter and Creator Joel Lalgee. Joel talks about his journey to reaching an incredible 600,000 followers across various social media platforms. He shares his insights on how recruiters and employers should use a combination of short-form video and face-to-face experiences to build an influential brand. Topics we cover: The disconnect between the C-Suite and early career talent Including younger voices in the conversations defining the future of work Advice on building the workforce of the future Helping Gen Z develop their careers is an appropriate way for the times we live in What will work look like in five years? Producing high-quality content for TikTok and Instagram Why TA is missing a massive opportunity Being Omnichannel and building relationships and trust Follow this podcast on Apple Podcasts. Thu, 11 Apr 2024 22:46:00 -0000 Empowering Gen Z & Building A Social Brand full 606 Matt Alder Gen Z Influencer Danielle Farage and Recruiter Creator Joel Lalgee speak to Matt Alder live at Transform A few weeks ago, I spent a couple of days recording at the excellent Transform conference in Las Vegas, and this is the first of two episodes with a compilation of some of the conversations I had. My first guest is Danielle Farage, a renowned Gen Z Futurist, Educator, and Community Builder. Danielle shares her perspective on why it's crucial to give Gen Z a voice and discusses the current employee experience for the newest generation in the workforce. My second conversation is with Recruiter and Creator Joel Lalgee. Joel talks about his journey to reaching an incredible 600,000 followers across various social media platforms. He shares his insights on how recruiters and employers should use a combination of short-form video and face-to-face experiences to build an influential brand. Topics we cover: The disconnect between the C-Suite and early career talent Including younger voices in the conversations defining the future of work Advice on building the workforce of the future Helping Gen Z develop their careers is an appropriate way for the times we live in What will work look like in five years? Producing high-quality content for TikTok and Instagram Why TA is missing a massive opportunity Being Omnichannel and building relationships and trust Follow this podcast on Apple Podcasts. A few weeks ago, I spent a couple of days recording at the excellent Transform conference in Las Vegas, and this is the first of two episodes with a compilation of some of the conversations I had.


My first guest is Danielle Farage, a renowned Gen Z Futurist, Educator, and Community Builder. Danielle shares her perspective on why it's crucial to give Gen Z a voice and discusses the current employee experience for the newest generation in the workforce.


My second conversation is with Recruiter and Creator Joel Lalgee. Joel talks about his journey to reaching an incredible 600,000 followers across various social media platforms. He shares his insights on how recruiters and employers should use a combination of short-form video and face-to-face experiences to build an influential brand.


Topics we cover:


  • The disconnect between the C-Suite and early career talent


  • Including younger voices in the conversations defining the future of work


  • Advice on building the workforce of the future


  • Helping Gen Z develop their careers is an appropriate way for the times we live in


  • What will work look like in five years?


  • Producing high-quality content for TikTok and Instagram


  • Why TA is missing a massive opportunity


  • Being Omnichannel and building relationships and trust



Follow this podcast on Apple Podcasts.

]]> 2157 no Ep 605: Can AI Be Biased? Discussing the legal implications with the EEOC's Keith Sonderling https://recruitingfuture.com Talent Acquisition stands on the edge of revolution, with AI tools promising to make recruiting faster and more effective. But will it make hiring fairer? Recruiting and HR are already a key focus for governments as they develop legislation for AI, and employers are already at risk of breaking existing laws if they use AI tools that discriminate against protected groups of people. My guest this week is Commissioner Keith Sonderling of the EEOC. In our conversation, we talk about the benefits and risks of using AI in hiring, what employers need to know to ensure compliance with existing laws, and the new regulations many countries will implement shortly. In the interview, we discuss: Background context of The Equal Employment Opportunity Commission (EEOC) Bridging the gap between policy-making and HR practice What advantages does AI bring to talent acquisition? The potential for technology to make clearer, more transparent hiring decisions than humans The dangers AI poses if incorrectly implemented How AI is used in hiring already falls under existing employer equality legislation. Who is liable, the employer or the AI vendor? The EU AI Act and New York City Law 144 Are there common themes in new AI legislation being developed around the world? Reskilling, upskilling and changing dynamics in the workforce What does the future look like? Follow this podcast on Apple Podcasts. Thu, 04 Apr 2024 20:47:00 -0000 Can AI Be Biased? Legal Implications for Recruiting full 605 Matt Alder EEOC Commissioner Keith Sonderling talks to Matt Alder Talent Acquisition stands on the edge of revolution, with AI tools promising to make recruiting faster and more effective. But will it make hiring fairer? Recruiting and HR are already a key focus for governments as they develop legislation for AI, and employers are already at risk of breaking existing laws if they use AI tools that discriminate against protected groups of people. My guest this week is Commissioner Keith Sonderling of the EEOC. In our conversation, we talk about the benefits and risks of using AI in hiring, what employers need to know to ensure compliance with existing laws, and the new regulations many countries will implement shortly. In the interview, we discuss: Background context of The Equal Employment Opportunity Commission (EEOC) Bridging the gap between policy-making and HR practice What advantages does AI bring to talent acquisition? The potential for technology to make clearer, more transparent hiring decisions than humans The dangers AI poses if incorrectly implemented How AI is used in hiring already falls under existing employer equality legislation. Who is liable, the employer or the AI vendor? The EU AI Act and New York City Law 144 Are there common themes in new AI legislation being developed around the world? Reskilling, upskilling and changing dynamics in the workforce What does the future look like? Follow this podcast on Apple Podcasts. Talent Acquisition stands on the edge of revolution, with AI tools promising to make recruiting faster and more effective. But will it make hiring fairer? Recruiting and HR are already a key focus for governments as they develop legislation for AI, and employers are already at risk of breaking existing laws if they use AI tools that discriminate against protected groups of people.


My guest this week is Commissioner Keith Sonderling of the EEOC. In our conversation, we talk about the benefits and risks of using AI in hiring, what employers need to know to ensure compliance with existing laws, and the new regulations many countries will implement shortly.


In the interview, we discuss:


  • Background context of The Equal Employment Opportunity Commission (EEOC)


  • Bridging the gap between policy-making and HR practice


  • What advantages does AI bring to talent acquisition?


  • The potential for technology to make clearer, more transparent hiring decisions than humans


  • The dangers AI poses if incorrectly implemented


  • How AI is used in hiring already falls under existing employer equality legislation.


  • Who is liable, the employer or the AI vendor?


  • The EU AI Act and New York City Law 144


  • Are there common themes in new AI legislation being developed around the world?


  • Reskilling, upskilling and changing dynamics in the workforce


  • What does the future look like?


Follow this podcast on Apple Podcasts.

]]> 2287 no Ep 604: Building Talent Pipelines With Internships https://recruitingfuture.com Many employers regularly offer internships, but the role of these internships in long-term hiring strategies can be pretty tenuous. So what happens when a company puts internships at the centre of its hiring strategy and proactively leverages this to build long-term pipelines of valuable talent? My guest this week is Leah Bourdon, Vice President of Talent at staffing and consulting firm ALKU. For several years, ALKU has made internships the heart of its resourcing strategy. In our conversation, Leah shares precisely how they do this and the considerable benefits and value it drives. In the interview, we discuss: The market for recruiting recruiters Having a unique focus on entry-level talent The employer brand of a career in recruiting Training interns during the school year Faster ramp-ups and higher retention rates Talent spotting How are the skills needed to be a recruiter changing Training interns in the same way as full-time employees How will recruiting change over the next five years Follow this podcast on Apple Podcasts. Wed, 03 Apr 2024 23:23:00 -0000 Building Talent Pipelines With Internships full 604 Matt Alder Leah Bourdon, Vice President of Talent at ALKU, talks to Matt Alder Many employers regularly offer internships, but the role of these internships in long-term hiring strategies can be pretty tenuous. So what happens when a company puts internships at the centre of its hiring strategy and proactively leverages this to build long-term pipelines of valuable talent? My guest this week is Leah Bourdon, Vice President of Talent at staffing and consulting firm ALKU. For several years, ALKU has made internships the heart of its resourcing strategy. In our conversation, Leah shares precisely how they do this and the considerable benefits and value it drives. In the interview, we discuss: The market for recruiting recruiters Having a unique focus on entry-level talent The employer brand of a career in recruiting Training interns during the school year Faster ramp-ups and higher retention rates Talent spotting How are the skills needed to be a recruiter changing Training interns in the same way as full-time employees How will recruiting change over the next five years Follow this podcast on Apple Podcasts. Many employers regularly offer internships, but the role of these internships in long-term hiring strategies can be pretty tenuous. So what happens when a company puts internships at the centre of its hiring strategy and proactively leverages this to build long-term pipelines of valuable talent?


My guest this week is Leah Bourdon, Vice President of Talent at staffing and consulting firm ALKU. For several years, ALKU has made internships the heart of its resourcing strategy. In our conversation, Leah shares precisely how they do this and the considerable benefits and value it drives.


In the interview, we discuss:


  • The market for recruiting recruiters


  • Having a unique focus on entry-level talent


  • The employer brand of a career in recruiting


  • Training interns during the school year


  • Faster ramp-ups and higher retention rates


  • Talent spotting


  • How are the skills needed to be a recruiter changing


  • Training interns in the same way as full-time employees


  • How will recruiting change over the next five years



Follow this podcast on Apple Podcasts.

]]> 1091 no Round Up March 2024 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 597: Talent Acquisition Excellence Ep 598: Building Exec Search In House Ep 599: Data Sophistication Ep 600: Did We Predict The Future? Ep 601: Quiet Hiring Ep 602: The Skills Mismatch In Hiring Ep 603: Talent Lessons From Elite Sport Follow this podcast on Apple Podcasts Tue, 02 Apr 2024 20:34:45 -0000 Round Up March 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during March 2024 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 597: Talent Acquisition Excellence Ep 598: Building Exec Search In House Ep 599: Data Sophistication Ep 600: Did We Predict The Future? Ep 601: Quiet Hiring Ep 602: The Skills Mismatch In Hiring Ep 603: Talent Lessons From Elite Sport Follow this podcast on Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 597: Talent Acquisition Excellence


Ep 598: Building Exec Search In House


Ep 599: Data Sophistication


Ep 600: Did We Predict The Future?


Ep 601: Quiet Hiring


Ep 602: The Skills Mismatch In Hiring


Ep 603: Talent Lessons From Elite Sport


Follow this podcast on Apple Podcasts

]]> 688 no Ep 603: Talent Lessons From Elite Sport https://recruitingfuture.com Companies can learn a massive amount from elite sports in terms of spotting and nurturing the talent required to build highly effective teams. Having an adaptable, flexible, and self-aware mindset is critical in these disruptive times, and professional sports have coaching models that can help leaders develop this mindset in their teams. I was lucky enough to speak to former England Cricket Captain Sir Andrew Strauss at the recent Transform conference in Las Vegas. After his playing career finished, Andrew ran elite cricket in the UK for four years. He is now the co-founder of Mindflick, a high-performance coaching business that uses psychology and technology to make the lessons from elite sports accessible to companies. In the interview, we discuss: What can elite sports teach business about leadership? Learning how to be adaptable in dynamic environments The importance of self-awareness Understanding how teams react under pressure What makes top talent Understanding and accepting weaknesses  The role of technology Getting buy-in and building an emotional connection with a group vision Follow this podcast on Apple Podcasts. Thu, 28 Mar 2024 16:41:12 -0000 Talent Lessons From Elite Sport full 603 Matt Alder Sir Andrew Strauss, Co-Founder of Mindflick, talks to Matt Alder Companies can learn a massive amount from elite sports in terms of spotting and nurturing the talent required to build highly effective teams. Having an adaptable, flexible, and self-aware mindset is critical in these disruptive times, and professional sports have coaching models that can help leaders develop this mindset in their teams. I was lucky enough to speak to former England Cricket Captain Sir Andrew Strauss at the recent Transform conference in Las Vegas. After his playing career finished, Andrew ran elite cricket in the UK for four years. He is now the co-founder of Mindflick, a high-performance coaching business that uses psychology and technology to make the lessons from elite sports accessible to companies. In the interview, we discuss: What can elite sports teach business about leadership? Learning how to be adaptable in dynamic environments The importance of self-awareness Understanding how teams react under pressure What makes top talent Understanding and accepting weaknesses  The role of technology Getting buy-in and building an emotional connection with a group vision Follow this podcast on Apple Podcasts. Companies can learn a massive amount from elite sports in terms of spotting and nurturing the talent required to build highly effective teams. Having an adaptable, flexible, and self-aware mindset is critical in these disruptive times, and professional sports have coaching models that can help leaders develop this mindset in their teams.


I was lucky enough to speak to former England Cricket Captain Sir Andrew Strauss at the recent Transform conference in Las Vegas. After his playing career finished, Andrew ran elite cricket in the UK for four years. He is now the co-founder of Mindflick, a high-performance coaching business that uses psychology and technology to make the lessons from elite sports accessible to companies.


In the interview, we discuss:


  • What can elite sports teach business about leadership?


  • Learning how to be adaptable in dynamic environments


  • The importance of self-awareness


  • Understanding how teams react under pressure


  • What makes top talent


  • Understanding and accepting weaknesses 


  • The role of technology


  • Getting buy-in and building an emotional connection with a group vision


Follow this podcast on Apple Podcasts.

]]> 757 no Ep 602: The Skills Mismatch In Hiring https://recruitingfuture.com Skills-based hiring is a hot topic as many employers seek to better understand the skills they need in their businesses both now and in the future. With the shelf life of hard skills shortening by the day, companies need to bridge the gap between talent acquisition and talent management to ensure that they are hiring for the skills that actually drive value for the business. My guest this week is Jason Putnam, CRO at Plum. Jason has tremendous experience in the industry and is continually talking to senior corporate leaders about their skills strategies. He has some interesting and unique insights to share, and this is a must-listen for everyone trying to make sense of skills-based hiring. In the interview, we discuss: The current market challenges Are companies prioritizing talent management over talent acquisition? How is the relationship between the talent management and talent acquisition function evolving? The shortening shelf life of hard skills and the importance of soft skills The mismatch between the skills employers hire for and the skills they actually value in their organizations Skills and productivity Are mapping skills within the organization necessary or even possible? How job seekers' use of AI will change talent acquisition. What does the future look like Follow this podcast on Apple Podcasts. Tue, 26 Mar 2024 19:26:00 -0000 The Skills Mismatch In Hiring full 602 Matt Alder Jason Putnam, CRO at Plum, talks to Matt Alder Skills-based hiring is a hot topic as many employers seek to better understand the skills they need in their businesses both now and in the future. With the shelf life of hard skills shortening by the day, companies need to bridge the gap between talent acquisition and talent management to ensure that they are hiring for the skills that actually drive value for the business. My guest this week is Jason Putnam, CRO at Plum. Jason has tremendous experience in the industry and is continually talking to senior corporate leaders about their skills strategies. He has some interesting and unique insights to share, and this is a must-listen for everyone trying to make sense of skills-based hiring. In the interview, we discuss: The current market challenges Are companies prioritizing talent management over talent acquisition? How is the relationship between the talent management and talent acquisition function evolving? The shortening shelf life of hard skills and the importance of soft skills The mismatch between the skills employers hire for and the skills they actually value in their organizations Skills and productivity Are mapping skills within the organization necessary or even possible? How job seekers' use of AI will change talent acquisition. What does the future look like Follow this podcast on Apple Podcasts. Skills-based hiring is a hot topic as many employers seek to better understand the skills they need in their businesses both now and in the future. With the shelf life of hard skills shortening by the day, companies need to bridge the gap between talent acquisition and talent management to ensure that they are hiring for the skills that actually drive value for the business.


My guest this week is Jason Putnam, CRO at Plum. Jason has tremendous experience in the industry and is continually talking to senior corporate leaders about their skills strategies. He has some interesting and unique insights to share, and this is a must-listen for everyone trying to make sense of skills-based hiring.


In the interview, we discuss:


  • The current market challenges


  • Are companies prioritizing talent management over talent acquisition?


  • How is the relationship between the talent management and talent acquisition function evolving?


  • The shortening shelf life of hard skills and the importance of soft skills


  • The mismatch between the skills employers hire for and the skills they actually value in their organizations


  • Skills and productivity


  • Are mapping skills within the organization necessary or even possible?


  • How job seekers' use of AI will change talent acquisition.


  • What does the future look like


Follow this podcast on Apple Podcasts.

]]> 1448 no Ep 601: Quiet Hiring https://recruitingfuture.com Skills shortages, shortening skills lifespans, digital transformation, the AI revolution, hiring freezes and layoffs. These are just some of the factors currently reshaping how companies think about talent. It's clear that this level of disruption is now the new normal rather than a short-term trend. So, how do TA teams respond, and what role do they have in helping employers redefine their thinking about talent, skills, and hiring? My guest this week is Rich Wilson, CEO and Co-Founder of Gigged.Ai. Before he became a founder, Rich had a successful career as a recruiter and spent time as a Gartner analyst specialising in digital transformation and the future of work. In our conversation, we discuss skills-focused strategies to reinvent hiring and the part TA teams have to play in this critical transformation. In the interview, we discuss: Skill shortages and layoffs The shortening lifespan of skills Switching from cap-ex to op-ex Future of work trends How AI is creating new workforce opportunities Internal mobility, upskilling, reskilling and contingent hiring New ways of getting skills into the business Talent sharing and open innovation How does TA need to think differently about talent? What will the talent space look like in five years? Follow this podcast on Apple Podcast. Fri, 22 Mar 2024 21:59:00 -0000 Quiet Hiring full 601 Matt Alder Rich Wilson, CEO and Co-Founder of Gigged.Ai, talks to Matt Alder Skills shortages, shortening skills lifespans, digital transformation, the AI revolution, hiring freezes and layoffs. These are just some of the factors currently reshaping how companies think about talent. It's clear that this level of disruption is now the new normal rather than a short-term trend. So, how do TA teams respond, and what role do they have in helping employers redefine their thinking about talent, skills, and hiring? My guest this week is Rich Wilson, CEO and Co-Founder of Gigged.Ai. Before he became a founder, Rich had a successful career as a recruiter and spent time as a Gartner analyst specialising in digital transformation and the future of work. In our conversation, we discuss skills-focused strategies to reinvent hiring and the part TA teams have to play in this critical transformation. In the interview, we discuss: Skill shortages and layoffs The shortening lifespan of skills Switching from cap-ex to op-ex Future of work trends How AI is creating new workforce opportunities Internal mobility, upskilling, reskilling and contingent hiring New ways of getting skills into the business Talent sharing and open innovation How does TA need to think differently about talent? What will the talent space look like in five years? Follow this podcast on Apple Podcast. Skills shortages, shortening skills lifespans, digital transformation, the AI revolution, hiring freezes and layoffs. These are just some of the factors currently reshaping how companies think about talent. It's clear that this level of disruption is now the new normal rather than a short-term trend.


So, how do TA teams respond, and what role do they have in helping employers redefine their thinking about talent, skills, and hiring?


My guest this week is Rich Wilson, CEO and Co-Founder of Gigged.Ai. Before he became a founder, Rich had a successful career as a recruiter and spent time as a Gartner analyst specialising in digital transformation and the future of work. In our conversation, we discuss skills-focused strategies to reinvent hiring and the part TA teams have to play in this critical transformation.


In the interview, we discuss:


  • Skill shortages and layoffs


  • The shortening lifespan of skills


  • Switching from cap-ex to op-ex


  • Future of work trends


  • How AI is creating new workforce opportunities


  • Internal mobility, upskilling, reskilling and contingent hiring


  • New ways of getting skills into the business


  • Talent sharing and open innovation


  • How does TA need to think differently about talent?


  • What will the talent space look like in five years?



Follow this podcast on Apple Podcast.

]]> 2158 no Ep 600: Did We Predict The Future? https://recruitingfuture.com I launched Recruiting Future nine years ago to attempt to understand the future of talent acquisition. Back then, social media was the biggest driver of change, and we were starting to realize how much new technologies would change the world. Predicting the future is always risky; however, if you approach things correctly, you can spot the trends that will stick and get a sense of what is likely to happen. I'm actually launching a short digital course next month to teach you some tools and techniques to do this. You can join the VIP waitlist for early access and a discount by going to mattalder.me/course  Back to the 600th episode. To celebrate this landmark, I invited my long-time collaborator and co-author, Mervyn Dinnen, to a studio in London to explore just how accurate some of the predictions we made in a whitepaper back in 2016 about the future of work were and to discuss what we think will happen over the next decade. There is also a video version of this podcast that you can find by following the link in the show notes. In the interview, we discuss: When I first told Mervyn I was launching Recruiting future Tasks, not jobs, in a skills-based future How the pandemic accelerated trends that were already there Is "return to the office" HR's version of the culture wars Why we thought recruiting would be "Tinderized." The long-predicted demise of the resume Talent Marketplaces What does the next ten years look like Total Talent Thinking Where is the humanity in the AI-driven future of work? What is going to happen over the next 12 months Watch the video version of this episode on YouTube Follow this podcast on Apple Podcasts. Tue, 19 Mar 2024 07:00:00 -0000 Did We Predict The Future? full 600 Matt Alder Matt Alder and Mervyn Dinnen predict the next ten years for Talent Acquisition and review just how accurate their past predictions have been. I launched Recruiting Future nine years ago to attempt to understand the future of talent acquisition. Back then, social media was the biggest driver of change, and we were starting to realize how much new technologies would change the world. Predicting the future is always risky; however, if you approach things correctly, you can spot the trends that will stick and get a sense of what is likely to happen. I'm actually launching a short digital course next month to teach you some tools and techniques to do this. You can join the VIP waitlist for early access and a discount by going to mattalder.me/course  Back to the 600th episode. To celebrate this landmark, I invited my long-time collaborator and co-author, Mervyn Dinnen, to a studio in London to explore just how accurate some of the predictions we made in a whitepaper back in 2016 about the future of work were and to discuss what we think will happen over the next decade. There is also a video version of this podcast that you can find by following the link in the show notes. In the interview, we discuss: When I first told Mervyn I was launching Recruiting future Tasks, not jobs, in a skills-based future How the pandemic accelerated trends that were already there Is "return to the office" HR's version of the culture wars Why we thought recruiting would be "Tinderized." The long-predicted demise of the resume Talent Marketplaces What does the next ten years look like Total Talent Thinking Where is the humanity in the AI-driven future of work? What is going to happen over the next 12 months Watch the video version of this episode on YouTube Follow this podcast on Apple Podcasts. I launched Recruiting Future nine years ago to attempt to understand the future of talent acquisition. Back then, social media was the biggest driver of change, and we were starting to realize how much new technologies would change the world.


Predicting the future is always risky; however, if you approach things correctly, you can spot the trends that will stick and get a sense of what is likely to happen.


I'm actually launching a short digital course next month to teach you some tools and techniques to do this. You can join the VIP waitlist for early access and a discount by going to mattalder.me/course


 Back to the 600th episode. To celebrate this landmark, I invited my long-time collaborator and co-author, Mervyn Dinnen, to a studio in London to explore just how accurate some of the predictions we made in a whitepaper back in 2016 about the future of work were and to discuss what we think will happen over the next decade. There is also a video version of this podcast that you can find by following the link in the show notes.


In the interview, we discuss:


  • When I first told Mervyn I was launching Recruiting future


  • Tasks, not jobs, in a skills-based future


  • How the pandemic accelerated trends that were already there


  • Is "return to the office" HR's version of the culture wars


  • Why we thought recruiting would be "Tinderized."


  • The long-predicted demise of the resume


  • Talent Marketplaces


  • What does the next ten years look like


  • Total Talent Thinking


  • Where is the humanity in the AI-driven future of work?


  • What is going to happen over the next 12 months



Watch the video version of this episode on YouTube


Follow this podcast on Apple Podcasts.

]]> 3204 no Ep 599: Data Sophistication https://recruitingfuture.com We live in a world of work where understanding, interpreting and telling stories with data has never been more critical. Although Talent Acquisition has become more data-centric in recent years, many TA functions rely on summary statistics that don't provide a sophisticated enough platform to use data to inform and influence their organizations properly. So, what can TA leaders do to make their data strategies more effective? My guest this week is Ben Porr, Chief Customer Officer at Harver. In our conversation, Ben offered some highly actionable advice TA leaders can follow to level up and tell compelling stories with data. In the interview, we discuss: Why data is so essential in TA Answering questions with data rather than with opinions or assumptions What organizations are missing out on if they only use summary statistics What are the innovative organizations doing? AI and automation What are the most critical data sources? Pivot table versus data visualization Human in the loop Using data to shift strategies How AI will empower decision-making based on smaller sets of data What will the future look like? Follow this podcast on Apple Podcasts. Wed, 13 Mar 2024 02:26:00 -0000 Data Sophistication full 599 Matt Alder Ben Porr, Chief Customer Officer at Harver, talks to Matt Alder We live in a world of work where understanding, interpreting and telling stories with data has never been more critical. Although Talent Acquisition has become more data-centric in recent years, many TA functions rely on summary statistics that don't provide a sophisticated enough platform to use data to inform and influence their organizations properly. So, what can TA leaders do to make their data strategies more effective? My guest this week is Ben Porr, Chief Customer Officer at Harver. In our conversation, Ben offered some highly actionable advice TA leaders can follow to level up and tell compelling stories with data. In the interview, we discuss: Why data is so essential in TA Answering questions with data rather than with opinions or assumptions What organizations are missing out on if they only use summary statistics What are the innovative organizations doing? AI and automation What are the most critical data sources? Pivot table versus data visualization Human in the loop Using data to shift strategies How AI will empower decision-making based on smaller sets of data What will the future look like? Follow this podcast on Apple Podcasts. We live in a world of work where understanding, interpreting and telling stories with data has never been more critical. Although Talent Acquisition has become more data-centric in recent years, many TA functions rely on summary statistics that don't provide a sophisticated enough platform to use data to inform and influence their organizations properly.


So, what can TA leaders do to make their data strategies more effective?


My guest this week is Ben Porr, Chief Customer Officer at Harver. In our conversation, Ben offered some highly actionable advice TA leaders can follow to level up and tell compelling stories with data.


In the interview, we discuss:


  • Why data is so essential in TA


  • Answering questions with data rather than with opinions or assumptions


  • What organizations are missing out on if they only use summary statistics


  • What are the innovative organizations doing?


  • AI and automation


  • What are the most critical data sources?


  • Pivot table versus data visualization


  • Human in the loop


  • Using data to shift strategies


  • How AI will empower decision-making based on smaller sets of data


  • What will the future look like?



Follow this podcast on Apple Podcasts.

]]> 1388 no Ep 598: Building Exec Search In House https://recruitingfuture.com Executive Search is often considered so specialized that it should always remain the preserve of Exec Search agencies. However, an ever-increasing number of large employers are now choosing to build in-house executive search functions. So what are the advantages of doing this, how do you do this, and what is the ongoing impact from tighter talent markets and innovations in technology My guest this week is Katie Howard, Global Talent Acquisition Luxury and Lifestyle Lead at IHG. Katie made the switch from Search Agency to in-house just over a year ago and has been helping set IHG up for success in a highly competitive market for senior talent. In the interview, we discuss: The difference between agency and in-house The current challenges in the senior talent market within luxury hospitality How IHG differentiates itself Approaching and engaging with global talent pools Non-linear careers and talent mobility  Managing stakeholders in large matrix organizations Making the candidate experience match the luxury guest experience DE&I Rethinking onboarding Advice for anyone setting up an in-house function The role of AI in executive hiring What does the future look like? Follow this podcast on Apple Podcasts. Fri, 08 Mar 2024 11:44:00 -0000 Building Exec Search In House full 598 Matt Alder Katie Howard, Global Talent Acquisition Luxury and Lifestyle Lead at IHG, talks to Matt Alder Executive Search is often considered so specialized that it should always remain the preserve of Exec Search agencies. However, an ever-increasing number of large employers are now choosing to build in-house executive search functions. So what are the advantages of doing this, how do you do this, and what is the ongoing impact from tighter talent markets and innovations in technology My guest this week is Katie Howard, Global Talent Acquisition Luxury and Lifestyle Lead at IHG. Katie made the switch from Search Agency to in-house just over a year ago and has been helping set IHG up for success in a highly competitive market for senior talent. In the interview, we discuss: The difference between agency and in-house The current challenges in the senior talent market within luxury hospitality How IHG differentiates itself Approaching and engaging with global talent pools Non-linear careers and talent mobility  Managing stakeholders in large matrix organizations Making the candidate experience match the luxury guest experience DE&I Rethinking onboarding Advice for anyone setting up an in-house function The role of AI in executive hiring What does the future look like? Follow this podcast on Apple Podcasts. Executive Search is often considered so specialized that it should always remain the preserve of Exec Search agencies. However, an ever-increasing number of large employers are now choosing to build in-house executive search functions. So what are the advantages of doing this, how do you do this, and what is the ongoing impact from tighter talent markets and innovations in technology


My guest this week is Katie Howard, Global Talent Acquisition Luxury and Lifestyle Lead at IHG. Katie made the switch from Search Agency to in-house just over a year ago and has been helping set IHG up for success in a highly competitive market for senior talent.


In the interview, we discuss:


  • The difference between agency and in-house


  • The current challenges in the senior talent market within luxury hospitality


  • How IHG differentiates itself


  • Approaching and engaging with global talent pools


  • Non-linear careers and talent mobility 


  • Managing stakeholders in large matrix organizations


  • Making the candidate experience match the luxury guest experience


  • DE&I


  • Rethinking onboarding


  • Advice for anyone setting up an in-house function


  • The role of AI in executive hiring


  • What does the future look like?



Follow this podcast on Apple Podcasts.

]]> 1972 no Ep 597: Talent Acquisition Excellence https://recruitingfuture.com/ I was delighted to hear two of my regular guests on Recruiting Future were writing a book together. “Talent Acquisition Excellence” by Kevin Wheeler and Bas Van De Haterd is now available, whether you get your books, and it is brilliant to welcome them both back to the podcast to talk about it. Kevin is the founder of The Future of Talent Institute and is highly respected for his skills in predicting how Talent Acquisition and HR will develop and evolve. Bas is a consultant whose keen sense of curiosity has helped him map the evolution of assessment technology and deliver an annual state-of-the-nation report on corporate career sites. In our conversations, they bring different perspectives to the concept of Talent Acquisition excellent, offer some actionable advice and give us a sense of what the future might hold. In the interview, we discuss: What is talent acquisition excellence? Why AI could be more disruptive than the invention of the Internet Shifting mindsets Improving selection by using science Driving the evolution of recruitment marketing How the recruiting function will change, and what skills will recruiters need Why employers aren't moving quickly enough Where will TA be in a year? Follow this podcast on Apple Podcasts. Wed, 06 Mar 2024 16:52:00 -0000 Talent Acquisition Excellence full 597 Matt Alder Authors Kevin Wheeler and Bas Van Hatred talk to Matt Alder I was delighted to hear two of my regular guests on Recruiting Future were writing a book together. “Talent Acquisition Excellence” by Kevin Wheeler and Bas Van De Haterd is now available, whether you get your books, and it is brilliant to welcome them both back to the podcast to talk about it. Kevin is the founder of The Future of Talent Institute and is highly respected for his skills in predicting how Talent Acquisition and HR will develop and evolve. Bas is a consultant whose keen sense of curiosity has helped him map the evolution of assessment technology and deliver an annual state-of-the-nation report on corporate career sites. In our conversations, they bring different perspectives to the concept of Talent Acquisition excellent, offer some actionable advice and give us a sense of what the future might hold. In the interview, we discuss: What is talent acquisition excellence? Why AI could be more disruptive than the invention of the Internet Shifting mindsets Improving selection by using science Driving the evolution of recruitment marketing How the recruiting function will change, and what skills will recruiters need Why employers aren't moving quickly enough Where will TA be in a year? Follow this podcast on Apple Podcasts. I was delighted to hear two of my regular guests on Recruiting Future were writing a book together. “Talent Acquisition Excellence” by Kevin Wheeler and Bas Van De Haterd is now available, whether you get your books, and it is brilliant to welcome them both back to the podcast to talk about it.


Kevin is the founder of The Future of Talent Institute and is highly respected for his skills in predicting how Talent Acquisition and HR will develop and evolve. Bas is a consultant whose keen sense of curiosity has helped him map the evolution of assessment technology and deliver an annual state-of-the-nation report on corporate career sites.


In our conversations, they bring different perspectives to the concept of Talent Acquisition excellent, offer some actionable advice and give us a sense of what the future might hold.


In the interview, we discuss:


  • What is talent acquisition excellence?


  • Why AI could be more disruptive than the invention of the Internet


  • Shifting mindsets


  • Improving selection by using science


  • Driving the evolution of recruitment marketing


  • How the recruiting function will change, and what skills will recruiters need


  • Why employers aren't moving quickly enough


  • Where will TA be in a year?


Follow this podcast on Apple Podcasts.

]]> 2248 no Round Up February 2024 https://recruitingfuture.com Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 591: Is AI Changing Jobseeker Behaviour? Ep 592: Understanding Skills Ep 593: The Career Forward Mindset Ep 594: Recruiting Data Science Skills Ep 595: Proving The Value Of Talent Acquisition Ep 596: Expectations and Experience Follow this podcast on Apple Podcasts Mon, 04 Mar 2024 16:55:21 -0000 Round Up February 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during February 2024. Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 591: Is AI Changing Jobseeker Behaviour? Ep 592: Understanding Skills Ep 593: The Career Forward Mindset Ep 594: Recruiting Data Science Skills Ep 595: Proving The Value Of Talent Acquisition Ep 596: Expectations and Experience Follow this podcast on Apple Podcasts Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 591: Is AI Changing Jobseeker Behaviour?


Ep 592: Understanding Skills


Ep 593: The Career Forward Mindset


Ep 594: Recruiting Data Science Skills


Ep 595: Proving The Value Of Talent Acquisition


Ep 596: Expectations and Experience


Follow this podcast on Apple Podcasts

]]> 720 no Ep 596: Expectations and Experience https://recruitingfuture.com It is almost four years since the first pandemic lockdowns, and even now, it doesn't seem long enough to get a proper perspective on how much the pandemic has changed things. It is already pretty clear that expectations of and attitudes to work have shifted considerably, with significant implications for recruiting and retention. My Guest this week is Annette Andrews, Founder & Director of Acaria Coaching and a former Chief People Officer. Annette works with large organizations to help them adjust their people practices and policies to align with the post-pandemic perspectives of their employees and future employees. She has some valuable insights on what employers need to do to attract and retain the talent they need. In the interview, we discuss: The current challenges for employers and why these are different from what we've seen in the past. Benefits, culture and wellbeing Showcasing the employee experience Implications for retention The human impact of a deteriorating candidate experience Five generations in the workforce Dealing with systemic ageism Talent mobility across industries and disciplines Changing the structure of the people function. How technology will shape the future Follow this podcast on Apple Podcasts. Fri, 01 Mar 2024 22:02:00 -0000 Expectations and Experience full 596 Matt Alder Annette Andrews, Founder & Director of Acaria Coaching, talks to Matt Alder It is almost four years since the first pandemic lockdowns, and even now, it doesn't seem long enough to get a proper perspective on how much the pandemic has changed things. It is already pretty clear that expectations of and attitudes to work have shifted considerably, with significant implications for recruiting and retention. My Guest this week is Annette Andrews, Founder & Director of Acaria Coaching and a former Chief People Officer. Annette works with large organizations to help them adjust their people practices and policies to align with the post-pandemic perspectives of their employees and future employees. She has some valuable insights on what employers need to do to attract and retain the talent they need. In the interview, we discuss: The current challenges for employers and why these are different from what we've seen in the past. Benefits, culture and wellbeing Showcasing the employee experience Implications for retention The human impact of a deteriorating candidate experience Five generations in the workforce Dealing with systemic ageism Talent mobility across industries and disciplines Changing the structure of the people function. How technology will shape the future Follow this podcast on Apple Podcasts. It is almost four years since the first pandemic lockdowns, and even now, it doesn't seem long enough to get a proper perspective on how much the pandemic has changed things. It is already pretty clear that expectations of and attitudes to work have shifted considerably, with significant implications for recruiting and retention.


My Guest this week is Annette Andrews, Founder & Director of Acaria Coaching and a former Chief People Officer. Annette works with large organizations to help them adjust their people practices and policies to align with the post-pandemic perspectives of their employees and future employees. She has some valuable insights on what employers need to do to attract and retain the talent they need.


In the interview, we discuss:


  • The current challenges for employers and why these are different from what we've seen in the past.


  • Benefits, culture and wellbeing


  • Showcasing the employee experience


  • Implications for retention


  • The human impact of a deteriorating candidate experience


  • Five generations in the workforce


  • Dealing with systemic ageism


  • Talent mobility across industries and disciplines


  • Changing the structure of the people function.


  • How technology will shape the future



Follow this podcast on Apple Podcasts.

]]> 1568 no Ep 595: Proving The Value Of Talent Acquisition https://recruitingfuture.com These are turbulent times for talent acquisition, particularly for those teams operating in the technology sector. Despite the continuing demand for technology skills, layoffs are still happening, with many TA teams now considerably downsized from where they were a couple of years ago. Proving TA's strategic and monetary value has never been more critical, so how can TA leaders make their business case against such a challenging backdrop? My guest this week is Sam Bethoud, VP of Talent Solutions at hackajob. Sam combines his experience working with a vast number of talent acquisition leaders with hackajob's huge dataset to provide some excellent insights into the tech recruiting market and highly actionable advice on tactics TA can employ to prove the scale of its value to the business. In the interview, we discuss: The current state of the tech recruiting market TA's commercial impact How does TA create measurable monetary value? The importance of data How else can TA be strategic? Changing job seeker behaviour What impact will AI have on the future? Follow this podcast on Apple Podcasts. Thu, 29 Feb 2024 18:06:09 -0000 Proving The Value Of Talent Acquisition full 595 Matt Alder Sam Bethoud, VP of Talent Solutions at hackajob, talks to Matt Alder These are turbulent times for talent acquisition, particularly for those teams operating in the technology sector. Despite the continuing demand for technology skills, layoffs are still happening, with many TA teams now considerably downsized from where they were a couple of years ago. Proving TA's strategic and monetary value has never been more critical, so how can TA leaders make their business case against such a challenging backdrop? My guest this week is Sam Bethoud, VP of Talent Solutions at hackajob. Sam combines his experience working with a vast number of talent acquisition leaders with hackajob's huge dataset to provide some excellent insights into the tech recruiting market and highly actionable advice on tactics TA can employ to prove the scale of its value to the business. In the interview, we discuss: The current state of the tech recruiting market TA's commercial impact How does TA create measurable monetary value? The importance of data How else can TA be strategic? Changing job seeker behaviour What impact will AI have on the future? Follow this podcast on Apple Podcasts. These are turbulent times for talent acquisition, particularly for those teams operating in the technology sector. Despite the continuing demand for technology skills, layoffs are still happening, with many TA teams now considerably downsized from where they were a couple of years ago.


Proving TA's strategic and monetary value has never been more critical, so how can TA leaders make their business case against such a challenging backdrop?


My guest this week is Sam Bethoud, VP of Talent Solutions at hackajob. Sam combines his experience working with a vast number of talent acquisition leaders with hackajob's huge dataset to provide some excellent insights into the tech recruiting market and highly actionable advice on tactics TA can employ to prove the scale of its value to the business.


In the interview, we discuss:


  • The current state of the tech recruiting market


  • TA's commercial impact


  • How does TA create measurable monetary value?


  • The importance of data


  • How else can TA be strategic?


  • Changing job seeker behaviour


  • What impact will AI have on the future?


Follow this podcast on Apple Podcasts.

]]> 1702 no Ep 594: Recruiting Data Science Skills https://recruitingfuture.com With the development and adoption of AI accelerating at an unprecedented pace, the demand for data scientists and data skills in general is snowballing. To recruit successfully in this competitive talent market, TA teams must understand the specific data skills their organisation needs and the intrinsic career motivations of the data professionals they seek to engage with. My guest this week is Akshay Swaminathan, Head of Data Science at Cerebral and co-author of a new book called "Winning With Data Science". In our conversation, Akshay offers an insider view on the data science talent market, what motivates data scientists to move companies and the most effective recruiting process for people with this skillset. Essential listening for anyone recruiting data science professionals or working in talent markets with similar skills shortages. In the interview, we discuss: The growing demand for data science professionals The specific data skills that employers currently need Is there any consistency in data science job titles? What would motivate a data science professional to move jobs? How should recruiters source and engage in this talent market What type of hiring process will drive the most successful outcomes? Gig working and fractional working Creating business value from AI What skills will be needed in the future as the development and adoption of AI ramps up? Follow this podcast on Apple Podcasts. Thu, 22 Feb 2024 19:04:00 -0000 Recruiting Data Science Skills full 594 Matt Alder Akshay Swaminathan, Head of Data Science at Cerebral, talks to Matt Alder With the development and adoption of AI accelerating at an unprecedented pace, the demand for data scientists and data skills in general is snowballing. To recruit successfully in this competitive talent market, TA teams must understand the specific data skills their organisation needs and the intrinsic career motivations of the data professionals they seek to engage with. My guest this week is Akshay Swaminathan, Head of Data Science at Cerebral and co-author of a new book called "Winning With Data Science". In our conversation, Akshay offers an insider view on the data science talent market, what motivates data scientists to move companies and the most effective recruiting process for people with this skillset. Essential listening for anyone recruiting data science professionals or working in talent markets with similar skills shortages. In the interview, we discuss: The growing demand for data science professionals The specific data skills that employers currently need Is there any consistency in data science job titles? What would motivate a data science professional to move jobs? How should recruiters source and engage in this talent market What type of hiring process will drive the most successful outcomes? Gig working and fractional working Creating business value from AI What skills will be needed in the future as the development and adoption of AI ramps up? Follow this podcast on Apple Podcasts. With the development and adoption of AI accelerating at an unprecedented pace, the demand for data scientists and data skills in general is snowballing. To recruit successfully in this competitive talent market, TA teams must understand the specific data skills their organisation needs and the intrinsic career motivations of the data professionals they seek to engage with.


My guest this week is Akshay Swaminathan, Head of Data Science at Cerebral and co-author of a new book called "Winning With Data Science". In our conversation, Akshay offers an insider view on the data science talent market, what motivates data scientists to move companies and the most effective recruiting process for people with this skillset. Essential listening for anyone recruiting data science professionals or working in talent markets with similar skills shortages.


In the interview, we discuss:


  • The growing demand for data science professionals


  • The specific data skills that employers currently need


  • Is there any consistency in data science job titles?


  • What would motivate a data science professional to move jobs?


  • How should recruiters source and engage in this talent market


  • What type of hiring process will drive the most successful outcomes?


  • Gig working and fractional working


  • Creating business value from AI


  • What skills will be needed in the future as the development and adoption of AI ramps up?


Follow this podcast on Apple Podcasts.

]]> 1674 no Ep 593: The Career Forward Mindset https://recruitingfuture.com Work and jobs are changing, and the speed of change continues to accelerate. Whether you are in the fourth decade of your working life or looking for your first job, managing a career against this background of disruptive, often unpredictable change is a challenge for everyone. Things are also being made worse by continuing pay inequality and workplace bias. My guests this week are Grace Puma, the former COO of Pepsico and Christiana Smith Shi, the former President of Direct to Consumer at Nike. Grace and Christiana have recently authored a book called "Career Forward - Strategies from Women Who Have Made It". The motivation behind writing the book was to empower women to maximise their career journey, get paid what they are worth and navigate the unexpected shifts that happen in the current world of work. There is some excellent advice here that Grace and Christiana believe is applicable to everyone looking to develop their career in our turbulent times. In the interview, we discuss: The Career Forward Mindset Having a "Cardinal Direction" instead of a North Star The importance of mentors and sponsors Steering into the skid to deal with unexpected challenges Building career equity Dealing with pay inequality Reinventing work-life balance How can employers make the workforce fair and equitable? Follow this podcast on Apple Podcasts. Tue, 20 Feb 2024 21:56:00 -0000 The Career Forward Mindset full 593 Matt Alder Grace Puma, former COO of Pepsico and Christiana Smith Shi, former President of Direct to Consumer at Nike, talk to Matt Alder Work and jobs are changing, and the speed of change continues to accelerate. Whether you are in the fourth decade of your working life or looking for your first job, managing a career against this background of disruptive, often unpredictable change is a challenge for everyone. Things are also being made worse by continuing pay inequality and workplace bias. My guests this week are Grace Puma, the former COO of Pepsico and Christiana Smith Shi, the former President of Direct to Consumer at Nike. Grace and Christiana have recently authored a book called "Career Forward - Strategies from Women Who Have Made It". The motivation behind writing the book was to empower women to maximise their career journey, get paid what they are worth and navigate the unexpected shifts that happen in the current world of work. There is some excellent advice here that Grace and Christiana believe is applicable to everyone looking to develop their career in our turbulent times. In the interview, we discuss: The Career Forward Mindset Having a "Cardinal Direction" instead of a North Star The importance of mentors and sponsors Steering into the skid to deal with unexpected challenges Building career equity Dealing with pay inequality Reinventing work-life balance How can employers make the workforce fair and equitable? Follow this podcast on Apple Podcasts. Work and jobs are changing, and the speed of change continues to accelerate. Whether you are in the fourth decade of your working life or looking for your first job, managing a career against this background of disruptive, often unpredictable change is a challenge for everyone. Things are also being made worse by continuing pay inequality and workplace bias.


My guests this week are Grace Puma, the former COO of Pepsico and Christiana Smith Shi, the former President of Direct to Consumer at Nike. Grace and Christiana have recently authored a book called "Career Forward - Strategies from Women Who Have Made It". The motivation behind writing the book was to empower women to maximise their career journey, get paid what they are worth and navigate the unexpected shifts that happen in the current world of work. There is some excellent advice here that Grace and Christiana believe is applicable to everyone looking to develop their career in our turbulent times.


In the interview, we discuss:


  • The Career Forward Mindset


  • Having a "Cardinal Direction" instead of a North Star


  • The importance of mentors and sponsors


  • Steering into the skid to deal with unexpected challenges


  • Building career equity


  • Dealing with pay inequality


  • Reinventing work-life balance


  • How can employers make the workforce fair and equitable?


Follow this podcast on Apple Podcasts.

]]> 1914 no Ep 592: Understanding Skills https://recruitingfuture.com The shelf life of skills is getting ever shorter, which has significant implications for talent acquisition. It is essential that TA leaders take an active role in developing the overall skills strategy for their business. If employers want to be effective skills-based organizations, it is clear that talent acquisition, talent management, L&D and strategic workforce planning must be closely aligned. My guest this week is Malcolm Taylor, Head of Capability at the UK Health Security Agency. In the last few years, Malcolm has led a highly effective initiative to use data to drive upskilling, talent development and talent acquisition. In our conversation, he shares valuable insights on skills strategy and some interesting perspectives on the likely role AI will play in L&D in the future. In the interview, we discuss: Why upskilling is so essential in 2024 The shortening life cycle of skills Engagement and retention Teaching people how to learn Mapping skills within the organization Can AI create a common skills language across professions? Data-driven decision making Community-based learning The role of TA in skills-based organizations The importance of removing silos in the people function. What does the future look like? Follow this podcast on Apple Podcasts Wed, 14 Feb 2024 07:00:00 -0000 Understanding Skills full 592 Matt Alder Malcolm Taylor, Head of Capability at the UK Health Security Agency, talks to Matt Alder The shelf life of skills is getting ever shorter, which has significant implications for talent acquisition. It is essential that TA leaders take an active role in developing the overall skills strategy for their business. If employers want to be effective skills-based organizations, it is clear that talent acquisition, talent management, L&D and strategic workforce planning must be closely aligned. My guest this week is Malcolm Taylor, Head of Capability at the UK Health Security Agency. In the last few years, Malcolm has led a highly effective initiative to use data to drive upskilling, talent development and talent acquisition. In our conversation, he shares valuable insights on skills strategy and some interesting perspectives on the likely role AI will play in L&D in the future. In the interview, we discuss: Why upskilling is so essential in 2024 The shortening life cycle of skills Engagement and retention Teaching people how to learn Mapping skills within the organization Can AI create a common skills language across professions? Data-driven decision making Community-based learning The role of TA in skills-based organizations The importance of removing silos in the people function. What does the future look like? Follow this podcast on Apple Podcasts The shelf life of skills is getting ever shorter, which has significant implications for talent acquisition. It is essential that TA leaders take an active role in developing the overall skills strategy for their business. If employers want to be effective skills-based organizations, it is clear that talent acquisition, talent management, L&D and strategic workforce planning must be closely aligned.


My guest this week is Malcolm Taylor, Head of Capability at the UK Health Security Agency. In the last few years, Malcolm has led a highly effective initiative to use data to drive upskilling, talent development and talent acquisition. In our conversation, he shares valuable insights on skills strategy and some interesting perspectives on the likely role AI will play in L&D in the future.


In the interview, we discuss:


  • Why upskilling is so essential in 2024


  • The shortening life cycle of skills


  • Engagement and retention


  • Teaching people how to learn


  • Mapping skills within the organization


  • Can AI create a common skills language across professions?


  • Data-driven decision making


  • Community-based learning


  • The role of TA in skills-based organizations


  • The importance of removing silos in the people function.


  • What does the future look like?



Follow this podcast on Apple Podcasts

]]> 1594 no Ep 591: Is AI Changing Jobseeker Behaviour? https://recruitingfuture.com/ Conversations about AI's impact on recruiting tend to focus entirely on the employer and recruiter viewpoint. However, it may well be that the most potent force of change for talent acquisition comes from AI-facilitated shifts in jobseeker behaviour.  Employers are already seeing a rise in applications they suspect are being driven by AI tools that facilitate bulk applying. The use of LLMs to create or edit resumes is undoubtedly widespread, and we are also seeing examples of AI being used to hack online interviews and assessments. There is still much debate about where these activities fall on the scale, from legitimate assistance to outright fraud. What is very clear, though, is that this is an unstoppable tide that will have severe implications for recruiting processes. What do employers do when they are inundated by applications perfectly tailored to the role that are impossible to assess using current tools and techniques? My guest this week is Richard Collins, Co-Founder of CV Wallet. Richard has decades of experience in recruitment marketing and talent acquisition. He has recently been diving deeply into the issues caused by jobseeker use of AI and how the solutions to the problems might make recruiting better for everyone. In the interview, we discuss: The current talent marketplace AI-driven changes in job seeker and applicant behaviour The potential impact on the recruiting process Challenges of dealing with an increasing volume of applications Unreliable applicant data Pre-qualifying and pre-verifying without creating friction in the process Will we see a revolution in assessment and selection? How do we define what is cheating or fraud? A shift to assessing soft skills How does recruitment marketing need to adapt A cost-per-qualified application model Proactive versus reactive change How much change will there be in 2024 What does the future of recruiting look like? Follow this podcast on Apple Podcasts. Thu, 08 Feb 2024 00:06:23 -0000 Is AI Changing Jobseeker Behaviour? full 591 Matt Alder Richard Collins, Co-Founder of CV Wallet, talks to Matt Alder Conversations about AI's impact on recruiting tend to focus entirely on the employer and recruiter viewpoint. However, it may well be that the most potent force of change for talent acquisition comes from AI-facilitated shifts in jobseeker behaviour.  Employers are already seeing a rise in applications they suspect are being driven by AI tools that facilitate bulk applying. The use of LLMs to create or edit resumes is undoubtedly widespread, and we are also seeing examples of AI being used to hack online interviews and assessments. There is still much debate about where these activities fall on the scale, from legitimate assistance to outright fraud. What is very clear, though, is that this is an unstoppable tide that will have severe implications for recruiting processes. What do employers do when they are inundated by applications perfectly tailored to the role that are impossible to assess using current tools and techniques? My guest this week is Richard Collins, Co-Founder of CV Wallet. Richard has decades of experience in recruitment marketing and talent acquisition. He has recently been diving deeply into the issues caused by jobseeker use of AI and how the solutions to the problems might make recruiting better for everyone. In the interview, we discuss: The current talent marketplace AI-driven changes in job seeker and applicant behaviour The potential impact on the recruiting process Challenges of dealing with an increasing volume of applications Unreliable applicant data Pre-qualifying and pre-verifying without creating friction in the process Will we see a revolution in assessment and selection? How do we define what is cheating or fraud? A shift to assessing soft skills How does recruitment marketing need to adapt A cost-per-qualified application model Proactive versus reactive change How much change will there be in 2024 What does the future of recruiting look like? Follow this podcast on Apple Podcasts. Conversations about AI's impact on recruiting tend to focus entirely on the employer and recruiter viewpoint. However, it may well be that the most potent force of change for talent acquisition comes from AI-facilitated shifts in jobseeker behaviour. 


Employers are already seeing a rise in applications they suspect are being driven by AI tools that facilitate bulk applying. The use of LLMs to create or edit resumes is undoubtedly widespread, and we are also seeing examples of AI being used to hack online interviews and assessments. There is still much debate about where these activities fall on the scale, from legitimate assistance to outright fraud.


What is very clear, though, is that this is an unstoppable tide that will have severe implications for recruiting processes. What do employers do when they are inundated by applications perfectly tailored to the role that are impossible to assess using current tools and techniques?


My guest this week is Richard Collins, Co-Founder of CV Wallet. Richard has decades of experience in recruitment marketing and talent acquisition. He has recently been diving deeply into the issues caused by jobseeker use of AI and how the solutions to the problems might make recruiting better for everyone.


In the interview, we discuss:


  • The current talent marketplace


  • AI-driven changes in job seeker and applicant behaviour


  • The potential impact on the recruiting process


  • Challenges of dealing with an increasing volume of applications


  • Unreliable applicant data


  • Pre-qualifying and pre-verifying without creating friction in the process


  • Will we see a revolution in assessment and selection?


  • How do we define what is cheating or fraud?


  • A shift to assessing soft skills


  • How does recruitment marketing need to adapt


  • A cost-per-qualified application model


  • Proactive versus reactive change


  • How much change will there be in 2024


  • What does the future of recruiting look like?



Follow this podcast on Apple Podcasts.

]]> 1685 no Round Up January 2024 https://recruitingfuture.com Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 584: Talent-Centered Design Ep 585: Embracing Automation Ep 586: Removing Silos to Improve Hiring and Retention Ep 587: Getting The Basics Right Ep 588: AI, Background Checks and Quality of Hire Ep 589: Talent Acquisition As A Competitive Advantage Ep 590: The Road To 2030 Follow this podcast on Apple Podcasts. Mon, 05 Feb 2024 07:00:00 -0000 Round Up January 2024 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during January 2024 Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 584: Talent-Centered Design Ep 585: Embracing Automation Ep 586: Removing Silos to Improve Hiring and Retention Ep 587: Getting The Basics Right Ep 588: AI, Background Checks and Quality of Hire Ep 589: Talent Acquisition As A Competitive Advantage Ep 590: The Road To 2030 Follow this podcast on Apple Podcasts. Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 584: Talent-Centered Design


Ep 585: Embracing Automation


Ep 586: Removing Silos to Improve Hiring and Retention


Ep 587: Getting The Basics Right


Ep 588: AI, Background Checks and Quality of Hire


Ep 589: Talent Acquisition As A Competitive Advantage


Ep 590: The Road To 2030


Follow this podcast on Apple Podcasts.

]]> 808 no Ep 590: The Road To 2030 https://recruitingfuture.com/ The last few years have taught us that no one can predict the future. However, you can develop the insight necessary to make accurate forecasts with the right combination of trend analysis and strategic thinking. We are currently in a period of accelerated change in talent acquisition, and it is essential to understand the direction of travel even if we can't predict the final destination. We must anticipate the skills that will be required in the future, how we can recruit them, and how talent acquisition must change to be fit for this new purpose. My guest this week is Russell Beck, Director of Inspiration at ImagineThinkDo and author of a new book called "The World Of Work to 2030". The book looks at the megatrends shaping the future, and Russell's background and experience in RPO means he can provide some relatable insights into the likely future of talent acquisition. In the interview, we discuss: Six megatrends shaping the future Future skills and how we hire them AI is removing your uniqueness. From STEM to STEAM Artistic engineers The cost of bad hiring How does TA need to change How can we future-proof our careers? Follow this podcast on Apple Podcasts. Fri, 02 Feb 2024 07:00:00 -0000 The Road To 2030 full 590 Matt Alder Russell Beck, Director of Inspiration at ImagineThinkDo, talks to Matt Alder The last few years have taught us that no one can predict the future. However, you can develop the insight necessary to make accurate forecasts with the right combination of trend analysis and strategic thinking. We are currently in a period of accelerated change in talent acquisition, and it is essential to understand the direction of travel even if we can't predict the final destination. We must anticipate the skills that will be required in the future, how we can recruit them, and how talent acquisition must change to be fit for this new purpose. My guest this week is Russell Beck, Director of Inspiration at ImagineThinkDo and author of a new book called "The World Of Work to 2030". The book looks at the megatrends shaping the future, and Russell's background and experience in RPO means he can provide some relatable insights into the likely future of talent acquisition. In the interview, we discuss: Six megatrends shaping the future Future skills and how we hire them AI is removing your uniqueness. From STEM to STEAM Artistic engineers The cost of bad hiring How does TA need to change How can we future-proof our careers? Follow this podcast on Apple Podcasts. The last few years have taught us that no one can predict the future. However, you can develop the insight necessary to make accurate forecasts with the right combination of trend analysis and strategic thinking.


We are currently in a period of accelerated change in talent acquisition, and it is essential to understand the direction of travel even if we can't predict the final destination. We must anticipate the skills that will be required in the future, how we can recruit them, and how talent acquisition must change to be fit for this new purpose.


My guest this week is Russell Beck, Director of Inspiration at ImagineThinkDo and author of a new book called "The World Of Work to 2030". The book looks at the megatrends shaping the future, and Russell's background and experience in RPO means he can provide some relatable insights into the likely future of talent acquisition.


In the interview, we discuss:


  • Six megatrends shaping the future


  • Future skills and how we hire them


  • AI is removing your uniqueness.


  • From STEM to STEAM


  • Artistic engineers


  • The cost of bad hiring


  • How does TA need to change


  • How can we future-proof our careers?


Follow this podcast on Apple Podcasts.

]]> 1868 no Ep 589: Talent Acquisition As A Competitive Advantage https://recruitingfuture.com As the debates about the future of talent acquisition rumble on, it's important to focus intensely on the critical value effective hiring brings to the organization. Talent remains a key differentiator that drives competitive advantage for a company, and this will be even more true in the future. My guest this week is Simon Taylor, Head of Organization Effectiveness at Gap Inc., who has authored a forthcoming book called "Build Smart: A Blueprint for Building a High-Performing Organization." Simon has a TA background and, in the book, outlines just how critical hiring is for companies. In our conversation, he shares his insights into what makes great hiring and its role in high-performing organizations. In the interview, we discuss: Common talent issues companies are facing. How important is recruiting in 2024? Competitive advantage from high-quality talent acquisition The long-term impact of bad hiring What makes a great hire The importance of potential Upskilling hiring managers and changing their mindset How to get buy-in across the organization Leveraging data to illustrate opportunities Why AI will be huge for talent acquisition Listen to this podcast on Apple Podcasts. Tue, 30 Jan 2024 19:09:00 -0000 Talent Acquisition As A Competitive Advantage full 589 Matt Alder Simon Taylor, Head of Organization Effectiveness at Gap Inc, talks to Matt Alder As the debates about the future of talent acquisition rumble on, it's important to focus intensely on the critical value effective hiring brings to the organization. Talent remains a key differentiator that drives competitive advantage for a company, and this will be even more true in the future. My guest this week is Simon Taylor, Head of Organization Effectiveness at Gap Inc., who has authored a forthcoming book called "Build Smart: A Blueprint for Building a High-Performing Organization." Simon has a TA background and, in the book, outlines just how critical hiring is for companies. In our conversation, he shares his insights into what makes great hiring and its role in high-performing organizations. In the interview, we discuss: Common talent issues companies are facing. How important is recruiting in 2024? Competitive advantage from high-quality talent acquisition The long-term impact of bad hiring What makes a great hire The importance of potential Upskilling hiring managers and changing their mindset How to get buy-in across the organization Leveraging data to illustrate opportunities Why AI will be huge for talent acquisition Listen to this podcast on Apple Podcasts. As the debates about the future of talent acquisition rumble on, it's important to focus intensely on the critical value effective hiring brings to the organization. Talent remains a key differentiator that drives competitive advantage for a company, and this will be even more true in the future.


My guest this week is Simon Taylor, Head of Organization Effectiveness at Gap Inc., who has authored a forthcoming book called "Build Smart: A Blueprint for Building a High-Performing Organization." Simon has a TA background and, in the book, outlines just how critical hiring is for companies. In our conversation, he shares his insights into what makes great hiring and its role in high-performing organizations.


In the interview, we discuss:


  • Common talent issues companies are facing.


  • How important is recruiting in 2024?


  • Competitive advantage from high-quality talent acquisition


  • The long-term impact of bad hiring


  • What makes a great hire


  • The importance of potential


  • Upskilling hiring managers and changing their mindset


  • How to get buy-in across the organization


  • Leveraging data to illustrate opportunities


  • Why AI will be huge for talent acquisition



Listen to this podcast on Apple Podcasts.

]]> 1892 no Ep 588: AI, Background Checks and Quality of Hire https://recruitingfuture.com/ Background checking is an area we've never really covered on the podcast. In the past, it has just felt like a necessary but very functional part of the hiring process. However, with the explosion in our digital footprints and the power of AI, that has now changed. So, how can background checks now help prevent workplace misconduct and improve the quality of hire? Where does AI fit in, and how can we ensure everything is legal and ethical? My guest this week is Ben Mones, CEO and Founder at Fama, an online screening technology company working with employers worldwide. If you haven't looked at what is happening in background screening for a while, this conversation with Ben will help you get up to date with what is possible. In the interview, we discuss: The impact of workplace misconduct Talent screening How background checks have evolved in the last 10. years The "Cambrian explosion" of digital information Using AI to unlock the signal from the noise The importance of applying human expertise and judgment  The dangers of hiring managers doing their own checking How does AI-driven screening work Legislation, Compliance, Ethics and Bias Improving the quality of hire What does the future look like Listen to this podcast on Apple Podcasts. Fri, 26 Jan 2024 07:00:00 -0000 AI, Background Checks and Quality of Hire full 588 Matt Alder Ben Mones, CEO and Founder at Fama, talks to Matt Alder Background checking is an area we've never really covered on the podcast. In the past, it has just felt like a necessary but very functional part of the hiring process. However, with the explosion in our digital footprints and the power of AI, that has now changed. So, how can background checks now help prevent workplace misconduct and improve the quality of hire? Where does AI fit in, and how can we ensure everything is legal and ethical? My guest this week is Ben Mones, CEO and Founder at Fama, an online screening technology company working with employers worldwide. If you haven't looked at what is happening in background screening for a while, this conversation with Ben will help you get up to date with what is possible. In the interview, we discuss: The impact of workplace misconduct Talent screening How background checks have evolved in the last 10. years The "Cambrian explosion" of digital information Using AI to unlock the signal from the noise The importance of applying human expertise and judgment  The dangers of hiring managers doing their own checking How does AI-driven screening work Legislation, Compliance, Ethics and Bias Improving the quality of hire What does the future look like Listen to this podcast on Apple Podcasts. Background checking is an area we've never really covered on the podcast. In the past, it has just felt like a necessary but very functional part of the hiring process. However, with the explosion in our digital footprints and the power of AI, that has now changed.


So, how can background checks now help prevent workplace misconduct and improve the quality of hire? Where does AI fit in, and how can we ensure everything is legal and ethical?


My guest this week is Ben Mones, CEO and Founder at Fama, an online screening technology company working with employers worldwide. If you haven't looked at what is happening in background screening for a while, this conversation with Ben will help you get up to date with what is possible.


In the interview, we discuss:


  • The impact of workplace misconduct


  • Talent screening


  • How background checks have evolved in the last 10. years


  • The "Cambrian explosion" of digital information


  • Using AI to unlock the signal from the noise


  • The importance of applying human expertise and judgment 


  • The dangers of hiring managers doing their own checking


  • How does AI-driven screening work


  • Legislation, Compliance, Ethics and Bias


  • Improving the quality of hire


  • What does the future look like



Listen to this podcast on Apple Podcasts.

]]> 1614 no Ep 587: Getting The Basics Right https://recruitingfuture.com With so much focus on potentially AI-driven disruptive change and debate about the future, it is sometimes easy to forget that many employers are still struggling to develop and leverage their culture, and some still lack basic standardized processes for talent acquisition and other aspects of the people function.  Looking at what is happening in start-up and scale-up businesses is always interesting. They build business functions from a blank sheet of paper and often develop interesting new ways of thinking and working. My guest this week is Roza Szafranek, Founder and CEO at HR Hints. HR Hints acts as the external HR team to over 70 scaling companies. Roza has used this experience to develop the Culturivy method of building organizational cultures and processes, which she has shared in a recent book called Culturivy: The Power of Changing a Workplace. Roza believes employers should address some long-standing issues in TA, such as candidate experience and biased hiring processes. She also has a counterpoint view on the current efficacy of AI in hiring. In the interview, we discuss: Building and scaling organizational culture Managing a burnt-out workforce Leveraging culture to power engagement Practices, behaviours, and values How should companies think about talent? Strengthening the candidate experience Building a non-biased recruitment process Verifying candidates as a good match Will AI and Automation have the impact we think they will Listen to this podcast on Apple Podcasts Wed, 24 Jan 2024 18:48:00 -0000 Getting The Basics Right full 587 Matt Alder Roza Szafranek, Founder and CEO at HR Hints, talks to Matt Alder With so much focus on potentially AI-driven disruptive change and debate about the future, it is sometimes easy to forget that many employers are still struggling to develop and leverage their culture, and some still lack basic standardized processes for talent acquisition and other aspects of the people function.  Looking at what is happening in start-up and scale-up businesses is always interesting. They build business functions from a blank sheet of paper and often develop interesting new ways of thinking and working. My guest this week is Roza Szafranek, Founder and CEO at HR Hints. HR Hints acts as the external HR team to over 70 scaling companies. Roza has used this experience to develop the Culturivy method of building organizational cultures and processes, which she has shared in a recent book called Culturivy: The Power of Changing a Workplace. Roza believes employers should address some long-standing issues in TA, such as candidate experience and biased hiring processes. She also has a counterpoint view on the current efficacy of AI in hiring. In the interview, we discuss: Building and scaling organizational culture Managing a burnt-out workforce Leveraging culture to power engagement Practices, behaviours, and values How should companies think about talent? Strengthening the candidate experience Building a non-biased recruitment process Verifying candidates as a good match Will AI and Automation have the impact we think they will Listen to this podcast on Apple Podcasts With so much focus on potentially AI-driven disruptive change and debate about the future, it is sometimes easy to forget that many employers are still struggling to develop and leverage their culture, and some still lack basic standardized processes for talent acquisition and other aspects of the people function. 


Looking at what is happening in start-up and scale-up businesses is always interesting. They build business functions from a blank sheet of paper and often develop interesting new ways of thinking and working.


My guest this week is Roza Szafranek, Founder and CEO at HR Hints. HR Hints acts as the external HR team to over 70 scaling companies. Roza has used this experience to develop the Culturivy method of building organizational cultures and processes, which she has shared in a recent book called Culturivy: The Power of Changing a Workplace. Roza believes employers should address some long-standing issues in TA, such as candidate experience and biased hiring processes. She also has a counterpoint view on the current efficacy of AI in hiring.


In the interview, we discuss:


  • Building and scaling organizational culture


  • Managing a burnt-out workforce


  • Leveraging culture to power engagement


  • Practices, behaviours, and values


  • How should companies think about talent?


  • Strengthening the candidate experience


  • Building a non-biased recruitment process
  • Verifying candidates as a good match


  • Will AI and Automation have the impact we think they will


Listen to this podcast on Apple Podcasts

]]> 1854 no Ep 586: Removing Silos to Improve Hiring and Retention https://recruitingfuture.com The ever-shortening shelf life of skills, fast-changing business priorities, ageing populations, and changing attitudes to work means that retaining the right talent is not only more difficult than ever, it is also likely to remain so for years to come. It's not surprising, then, that Talent Leaders are starting to think differently about the structure of their function to remove silos and foster collaboration between Talent Acquisition, Talent Management, L&D and other vital people functions. So what kind of overarching vision is needed to drive effective cross-function thinking, and what strategic role should TA play internally within the organization? My guest this week is Hélène Loine, VP of Human Resources at Ekkiden. Hélène has a background in recruiting, working at rapidly scaling companies. Her focus at Ekkiden is building a shared vision of employee experience to connect HR silos to improve hiring and retention. In the interview, we discuss: The TA challenges in scaling different types of business The importance of understanding your target audience Automation and AI Using technology and a shared vision to connect the silos in HR Different ways of thinking about talent Building a people-centric talent function Looking at employee experience holistically to drive retention Personalization How can TA use data and insights to contribute strategically inside the business? What does the future of TA look like? Listen to this podcast on Apple Podcasts. Wed, 17 Jan 2024 20:49:00 -0000 Removing Silos to Improve Hiring and Retention full 586 Matt Alder Hélène Loine, VP of Human Resources at Ekkiden, talks to Matt Alder The ever-shortening shelf life of skills, fast-changing business priorities, ageing populations, and changing attitudes to work means that retaining the right talent is not only more difficult than ever, it is also likely to remain so for years to come. It's not surprising, then, that Talent Leaders are starting to think differently about the structure of their function to remove silos and foster collaboration between Talent Acquisition, Talent Management, L&D and other vital people functions. So what kind of overarching vision is needed to drive effective cross-function thinking, and what strategic role should TA play internally within the organization? My guest this week is Hélène Loine, VP of Human Resources at Ekkiden. Hélène has a background in recruiting, working at rapidly scaling companies. Her focus at Ekkiden is building a shared vision of employee experience to connect HR silos to improve hiring and retention. In the interview, we discuss: The TA challenges in scaling different types of business The importance of understanding your target audience Automation and AI Using technology and a shared vision to connect the silos in HR Different ways of thinking about talent Building a people-centric talent function Looking at employee experience holistically to drive retention Personalization How can TA use data and insights to contribute strategically inside the business? What does the future of TA look like? Listen to this podcast on Apple Podcasts. The ever-shortening shelf life of skills, fast-changing business priorities, ageing populations, and changing attitudes to work means that retaining the right talent is not only more difficult than ever, it is also likely to remain so for years to come.


It's not surprising, then, that Talent Leaders are starting to think differently about the structure of their function to remove silos and foster collaboration between Talent Acquisition, Talent Management, L&D and other vital people functions.


So what kind of overarching vision is needed to drive effective cross-function thinking, and what strategic role should TA play internally within the organization?


My guest this week is Hélène Loine, VP of Human Resources at Ekkiden. Hélène has a background in recruiting, working at rapidly scaling companies. Her focus at Ekkiden is building a shared vision of employee experience to connect HR silos to improve hiring and retention.


In the interview, we discuss:


  • The TA challenges in scaling different types of business


  • The importance of understanding your target audience


  • Automation and AI


  • Using technology and a shared vision to connect the silos in HR


  • Different ways of thinking about talent


  • Building a people-centric talent function


  • Looking at employee experience holistically to drive retention


  • Personalization


  • How can TA use data and insights to contribute strategically inside the business?


  • What does the future of TA look like?



Listen to this podcast on Apple Podcasts.

]]> 1153 no Ep 585: Embracing Automation https://recruitingfuture.com/ As I've said before, automation is inevitable in talent acquisition. Automation can bring essential efficiencies and a vastly improved and personalized experience for everyone when done correctly. The question shouldn't be, do we automate; instead, TA and HR leaders need to ask what we automate and how we do it. My guest this week is Brigette McInnis-Day, Chief People Officer at UiPath. UiPath has been at the vanguard of Robotic Process Automation for several years, helping companies automate systems and processes across different parts of the enterprise. Brigette has deep expertise in automation and HR Tech and highlights some critical areas that TA Leaders should pay attention to.  The first is using an enterprise automation platform to bring data, processes and quality of experience together across the entire organization. There is an assumption that TA tools will drive recruiting automation, and it is essential to understand that integrated company-wide automation strategies may dictate the pace of change.  Brigette also highlights some excellent use cases, including how UI Path has automated onboarding to offer a quicker and more personalized experience. In the interview, we also discuss: How automation improves experience Why are HR and TA so hesitant about automation? How the employer/employee relationship has changed Automation driven personalization Thinking holistically and planning strategically  The impact of automation on jobs and careers Listen to this podcast on Apple Podcasts. Fri, 12 Jan 2024 21:21:00 -0000 Embracing Automation full 585 Matt Alder Brigette McInnis-Day, Chief People Officer at UiPath, talks to Matt Alder As I've said before, automation is inevitable in talent acquisition. Automation can bring essential efficiencies and a vastly improved and personalized experience for everyone when done correctly. The question shouldn't be, do we automate; instead, TA and HR leaders need to ask what we automate and how we do it. My guest this week is Brigette McInnis-Day, Chief People Officer at UiPath. UiPath has been at the vanguard of Robotic Process Automation for several years, helping companies automate systems and processes across different parts of the enterprise. Brigette has deep expertise in automation and HR Tech and highlights some critical areas that TA Leaders should pay attention to.  The first is using an enterprise automation platform to bring data, processes and quality of experience together across the entire organization. There is an assumption that TA tools will drive recruiting automation, and it is essential to understand that integrated company-wide automation strategies may dictate the pace of change.  Brigette also highlights some excellent use cases, including how UI Path has automated onboarding to offer a quicker and more personalized experience. In the interview, we also discuss: How automation improves experience Why are HR and TA so hesitant about automation? How the employer/employee relationship has changed Automation driven personalization Thinking holistically and planning strategically  The impact of automation on jobs and careers Listen to this podcast on Apple Podcasts. As I've said before, automation is inevitable in talent acquisition. Automation can bring essential efficiencies and a vastly improved and personalized experience for everyone when done correctly.


The question shouldn't be, do we automate; instead, TA and HR leaders need to ask what we automate and how we do it.


My guest this week is Brigette McInnis-Day, Chief People Officer at UiPath. UiPath has been at the vanguard of Robotic Process Automation for several years, helping companies automate systems and processes across different parts of the enterprise. Brigette has deep expertise in automation and HR Tech and highlights some critical areas that TA Leaders should pay attention to. 


The first is using an enterprise automation platform to bring data, processes and quality of experience together across the entire organization. There is an assumption that TA tools will drive recruiting automation, and it is essential to understand that integrated company-wide automation strategies may dictate the pace of change. 


Brigette also highlights some excellent use cases, including how UI Path has automated onboarding to offer a quicker and more personalized experience.


In the interview, we also discuss:


  • How automation improves experience


  • Why are HR and TA so hesitant about automation?


  • How the employer/employee relationship has changed


  • Automation driven personalization


  • Thinking holistically and planning strategically 


  • The impact of automation on jobs and careers



Listen to this podcast on Apple Podcasts.

]]> 1974 no Ep 584: Talent-Centered Design https://recruitingfuture.com There is a growing consensus that 2024 will see the start of some fundamental changes in Talent Acquisition. The adoption of Skills-based hiring and the rapid development of AI are the catalysts here, but to truly understand what is happening, we must take a step back and understand the forces driving this potential revolution. Work is changing fast, skills have an ever-shortening shelf life, and talent is still in short supply in many markets. Companies need to think differently about talent to grow and deliver value, and this is the driving force that will use skills-based thinking and AI to re-engineer the corporate talent function. So what are the practicalities around this, and what kind of mindset does TA need to adopt to help drive rather than resist the change? My guest this week is Jason Cerrato, VP of Market Strategy at Eightfold. In addition to working in an AI-driven HR Technology business, Jason has been a Director of Talent Acquisition and industry analyst. In our conversation, he draws on all of this experience to explain why talent-centered design is a critical foundation of the future of talent acquisition.  In the interview, we discuss: The main talent challenges in 2024 What is talent-centred design? Building around talent rather than around jobs The accelerating shelf life of skills Real-time data and intelligence The role of technology Prioritising skills over job titles and previous experience Redefining talent management The future role of recruiters How much change will happen in 2024? Listen to this podcast on Apple Podcasts. Thu, 11 Jan 2024 18:28:12 -0000 Talent-Centered Design full 584 Matt Alder Jason Cerrato, VP of Market Strategy at Eightfold, talks to Matt Alder There is a growing consensus that 2024 will see the start of some fundamental changes in Talent Acquisition. The adoption of Skills-based hiring and the rapid development of AI are the catalysts here, but to truly understand what is happening, we must take a step back and understand the forces driving this potential revolution. Work is changing fast, skills have an ever-shortening shelf life, and talent is still in short supply in many markets. Companies need to think differently about talent to grow and deliver value, and this is the driving force that will use skills-based thinking and AI to re-engineer the corporate talent function. So what are the practicalities around this, and what kind of mindset does TA need to adopt to help drive rather than resist the change? My guest this week is Jason Cerrato, VP of Market Strategy at Eightfold. In addition to working in an AI-driven HR Technology business, Jason has been a Director of Talent Acquisition and industry analyst. In our conversation, he draws on all of this experience to explain why talent-centered design is a critical foundation of the future of talent acquisition.  In the interview, we discuss: The main talent challenges in 2024 What is talent-centred design? Building around talent rather than around jobs The accelerating shelf life of skills Real-time data and intelligence The role of technology Prioritising skills over job titles and previous experience Redefining talent management The future role of recruiters How much change will happen in 2024? Listen to this podcast on Apple Podcasts. There is a growing consensus that 2024 will see the start of some fundamental changes in Talent Acquisition. The adoption of Skills-based hiring and the rapid development of AI are the catalysts here, but to truly understand what is happening, we must take a step back and understand the forces driving this potential revolution.


Work is changing fast, skills have an ever-shortening shelf life, and talent is still in short supply in many markets. Companies need to think differently about talent to grow and deliver value, and this is the driving force that will use skills-based thinking and AI to re-engineer the corporate talent function.


So what are the practicalities around this, and what kind of mindset does TA need to adopt to help drive rather than resist the change?


My guest this week is Jason Cerrato, VP of Market Strategy at Eightfold. In addition to working in an AI-driven HR Technology business, Jason has been a Director of Talent Acquisition and industry analyst. In our conversation, he draws on all of this experience to explain why talent-centered design is a critical foundation of the future of talent acquisition. 


In the interview, we discuss:


  • The main talent challenges in 2024


  • What is talent-centred design?


  • Building around talent rather than around jobs


  • The accelerating shelf life of skills


  • Real-time data and intelligence


  • The role of technology


  • Prioritising skills over job titles and previous experience


  • Redefining talent management


  • The future role of recruiters


  • How much change will happen in 2024?



Listen to this podcast on Apple Podcasts.

]]> 1798 no Round Up December 2023 https://recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 573: The Power Of Employee Value Propositions Ep 579: The Value Of Employer Branding Ep 582: Employer Branding With Gen AI Ep 576: Generative AI – A TA Progress Report Ep 578: The AI Hype Cycle Ep 574: Building A Successful TA Function Ep 575: RPO Evolution Ep 577: Hiring In Challenging Talent Markets Ep 581: An Inflection Point For Recruiting? Ep 580: A New Community For Women In TA Ep 583: Re-Inventing Your Career Listen to this podcast on Apple Podcasts A full transcript will appear here shortly. Sat, 06 Jan 2024 23:11:52 -0000 Round Up December 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during December 2023. Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 573: The Power Of Employee Value Propositions Ep 579: The Value Of Employer Branding Ep 582: Employer Branding With Gen AI Ep 576: Generative AI – A TA Progress Report Ep 578: The AI Hype Cycle Ep 574: Building A Successful TA Function Ep 575: RPO Evolution Ep 577: Hiring In Challenging Talent Markets Ep 581: An Inflection Point For Recruiting? Ep 580: A New Community For Women In TA Ep 583: Re-Inventing Your Career Listen to this podcast on Apple Podcasts A full transcript will appear here shortly. Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 573: The Power Of Employee Value Propositions


Ep 579: The Value Of Employer Branding


Ep 582: Employer Branding With Gen AI


Ep 576: Generative AI – A TA Progress Report


Ep 578: The AI Hype Cycle


Ep 574: Building A Successful TA Function


Ep 575: RPO Evolution


Ep 577: Hiring In Challenging Talent Markets


Ep 581: An Inflection Point For Recruiting?


Ep 580: A New Community For Women In TA


Ep 583: Re-Inventing Your Career


Listen to this podcast on Apple Podcasts


A full transcript will appear here shortly.

]]> 1135 no Ep 583: Re-Inventing Your Career https://recruitingfuture.com It's been a brutal year for many in talent acquisition, with a lot of layoffs and a very tough job market, making it challenging to find other roles. This removal of certainty and stability has been mirrored in many different talent markets and looks like becoming the norm moving forward. Traditionally, switching careers and industries has been challenging, but will the rise of skills-based thinking change this moving forward? So, how do we think about careers moving forward, and what do employers need to do to ensure they are getting the right skills in their business? My guest this week is Ilana Golan, Founder and CEO of Leap Academy. Leap Academy is a coaching programme that helps professionals fast-track their careers by changing function or industry, by moving into leadership, or by making the jump to be an entrepreneur. In the interview, we discuss: How work and careers are changing Practical advice for job seekers Adapting, learning and re-inventing The challenging pace of change A mindset shift for employers Dealing with Ageism Rising above the noise The impact of AI What will career paths look like in the future? Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly. Fri, 29 Dec 2023 07:00:00 -0000 Re-Inventing Your Career full 583 Matt Alder Ilana Golan, Founder and CEO of Leap Academy, talks to Matt Alder It's been a brutal year for many in talent acquisition, with a lot of layoffs and a very tough job market, making it challenging to find other roles. This removal of certainty and stability has been mirrored in many different talent markets and looks like becoming the norm moving forward. Traditionally, switching careers and industries has been challenging, but will the rise of skills-based thinking change this moving forward? So, how do we think about careers moving forward, and what do employers need to do to ensure they are getting the right skills in their business? My guest this week is Ilana Golan, Founder and CEO of Leap Academy. Leap Academy is a coaching programme that helps professionals fast-track their careers by changing function or industry, by moving into leadership, or by making the jump to be an entrepreneur. In the interview, we discuss: How work and careers are changing Practical advice for job seekers Adapting, learning and re-inventing The challenging pace of change A mindset shift for employers Dealing with Ageism Rising above the noise The impact of AI What will career paths look like in the future? Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly. It's been a brutal year for many in talent acquisition, with a lot of layoffs and a very tough job market, making it challenging to find other roles. This removal of certainty and stability has been mirrored in many different talent markets and looks like becoming the norm moving forward.


Traditionally, switching careers and industries has been challenging, but will the rise of skills-based thinking change this moving forward? So, how do we think about careers moving forward, and what do employers need to do to ensure they are getting the right skills in their business?


My guest this week is Ilana Golan, Founder and CEO of Leap Academy. Leap Academy is a coaching programme that helps professionals fast-track their careers by changing function or industry, by moving into leadership, or by making the jump to be an entrepreneur.


In the interview, we discuss:


  • How work and careers are changing


  • Practical advice for job seekers


  • Adapting, learning and re-inventing


  • The challenging pace of change


  • A mindset shift for employers


  • Dealing with Ageism


  • Rising above the noise


  • The impact of AI


  • What will career paths look like in the future?



Listen to this podcast on Apple Podcasts.


A full transcript will appear here shortly.

]]> 1339 no Ep 582: Employer Branding With Gen AI https://recruitingfuture.com Most of the conversation around generative AI in 2023 has focused on its potential and future long-term strategic impact. However, many talent acquisition teams have been doing some hands-on experimentation with the tools to see what is achievable right now. My guests this week are Bryan Peereboom, Head of Recruitment at Wortell, and Friso Visser, Lead Recruitment Marketeer at Wortell. Wortell has been using generative AI to create recruitment marketing content this year that makes them stand out in the market. In our conversation, Bryan and Frisso discuss their experiences using the tools and their plans for an AI-first future. In the interview, we discuss: Standing out in a crowded market Using Generative AI to develop content assets Midjourney, Chat GPT, Dalle3, Runway and Opus Staying up to date with rapidly advancing tech Engaging hard-to-find audiences Is AI saving time and resources? Analysing data faster Automating processes while improving the candidate experience What is the future of talent acquisition? Listen to this podcast on Apple Podcasts. Wed, 27 Dec 2023 07:00:00 -0000 Employer Branding With Gen AI full 582 Matt Alder Bryan Peereboom, Head of Recruitment at Wortell, and Friso Visser, Lead Recruitment Marketeer at Wortell, talk to Matt Alder Most of the conversation around generative AI in 2023 has focused on its potential and future long-term strategic impact. However, many talent acquisition teams have been doing some hands-on experimentation with the tools to see what is achievable right now. My guests this week are Bryan Peereboom, Head of Recruitment at Wortell, and Friso Visser, Lead Recruitment Marketeer at Wortell. Wortell has been using generative AI to create recruitment marketing content this year that makes them stand out in the market. In our conversation, Bryan and Frisso discuss their experiences using the tools and their plans for an AI-first future. In the interview, we discuss: Standing out in a crowded market Using Generative AI to develop content assets Midjourney, Chat GPT, Dalle3, Runway and Opus Staying up to date with rapidly advancing tech Engaging hard-to-find audiences Is AI saving time and resources? Analysing data faster Automating processes while improving the candidate experience What is the future of talent acquisition? Listen to this podcast on Apple Podcasts. Most of the conversation around generative AI in 2023 has focused on its potential and future long-term strategic impact. However, many talent acquisition teams have been doing some hands-on experimentation with the tools to see what is achievable right now.


My guests this week are Bryan Peereboom, Head of Recruitment at Wortell, and Friso Visser, Lead Recruitment Marketeer at Wortell. Wortell has been using generative AI to create recruitment marketing content this year that makes them stand out in the market. In our conversation, Bryan and Frisso discuss their experiences using the tools and their plans for an AI-first future.


In the interview, we discuss:


  • Standing out in a crowded market


  • Using Generative AI to develop content assets


  • Midjourney, Chat GPT, Dalle3, Runway and Opus


  • Staying up to date with rapidly advancing tech


  • Engaging hard-to-find audiences


  • Is AI saving time and resources?


  • Analysing data faster


  • Automating processes while improving the candidate experience


  • What is the future of talent acquisition?



Listen to this podcast on Apple Podcasts.

]]> 1645 no Ep 581: An Inflection Point For Recruiting? https://recruitingfuture.com Despite massive advances in technology and I/O psychology over the last 20 years, the recruiting process has stubbornly stuck with norms established nearly 100 years ago.  There is a massive body of scientific evidence that debunks the effectiveness of resume-based screening. At the same time, narrow definitions of talent and inflexible thinking make it impossible for many employers to recruit the skills they need for their business. But are we finally about to see things change? Two potential catalysts are mass access to Gen AI, which threatens to break recruitment systems as employers become overwhelmed by automated applications and the rise of skills-based hiring being used to solve talent challenges. My guest this week is Caitlin MacGregor, CEO of Plum. Caitlin is on a mission to make recruiting fairer and more effective and help companies discover the true potential of their employees. Recruiting is changing, and this is a must-listen interview for anyone wanting to understand the direction the change is going in. In the interview, we discuss: Predicting long-term performance and retention How AI is amplifying the ineffectiveness of the recruiting process Mobility, retention and alternative pools of talent Challenging long-established norms Improving productivity by improving screening Connecting people to opportunities based on their strengths Democratising access to assessment Making data transparent and easy to understand How can employers accelerate their skills-based evolution? Understanding your bench The long-term future of recruiting How much change can happen in 2024? Listen to this podcast on Apple Podcasts. Thu, 21 Dec 2023 07:07:00 -0000 An Inflection Point For Recruiting? full 581 Matt Alder Caitlin MacGregor, CEO of Plum, talks to Matt Alder Despite massive advances in technology and I/O psychology over the last 20 years, the recruiting process has stubbornly stuck with norms established nearly 100 years ago.  There is a massive body of scientific evidence that debunks the effectiveness of resume-based screening. At the same time, narrow definitions of talent and inflexible thinking make it impossible for many employers to recruit the skills they need for their business. But are we finally about to see things change? Two potential catalysts are mass access to Gen AI, which threatens to break recruitment systems as employers become overwhelmed by automated applications and the rise of skills-based hiring being used to solve talent challenges. My guest this week is Caitlin MacGregor, CEO of Plum. Caitlin is on a mission to make recruiting fairer and more effective and help companies discover the true potential of their employees. Recruiting is changing, and this is a must-listen interview for anyone wanting to understand the direction the change is going in. In the interview, we discuss: Predicting long-term performance and retention How AI is amplifying the ineffectiveness of the recruiting process Mobility, retention and alternative pools of talent Challenging long-established norms Improving productivity by improving screening Connecting people to opportunities based on their strengths Democratising access to assessment Making data transparent and easy to understand How can employers accelerate their skills-based evolution? Understanding your bench The long-term future of recruiting How much change can happen in 2024? Listen to this podcast on Apple Podcasts. Despite massive advances in technology and I/O psychology over the last 20 years, the recruiting process has stubbornly stuck with norms established nearly 100 years ago. 


There is a massive body of scientific evidence that debunks the effectiveness of resume-based screening. At the same time, narrow definitions of talent and inflexible thinking make it impossible for many employers to recruit the skills they need for their business. But are we finally about to see things change? Two potential catalysts are mass access to Gen AI, which threatens to break recruitment systems as employers become overwhelmed by automated applications and the rise of skills-based hiring being used to solve talent challenges.


My guest this week is Caitlin MacGregor, CEO of Plum. Caitlin is on a mission to make recruiting fairer and more effective and help companies discover the true potential of their employees. Recruiting is changing, and this is a must-listen interview for anyone wanting to understand the direction the change is going in.


In the interview, we discuss:


  • Predicting long-term performance and retention


  • How AI is amplifying the ineffectiveness of the recruiting process


  • Mobility, retention and alternative pools of talent


  • Challenging long-established norms


  • Improving productivity by improving screening


  • Connecting people to opportunities based on their strengths


  • Democratising access to assessment


  • Making data transparent and easy to understand


  • How can employers accelerate their skills-based evolution?


  • Understanding your bench


  • The long-term future of recruiting


  • How much change can happen in 2024?


Listen to this podcast on Apple Podcasts.

]]> 1876 no Ep 580: A New Community For Women In TA https://recruitingfuture.com/ One of the things that I love about our industry is the sense of community. Wherever talent acquisition professionals gather, whether online or face-to-face, at industry events, there is always a strong emphasis on peer-to-peer learning and support. My guest this week is Krista Tan. Krista is a TA leader and the founder of Talent Collective, a non-profit organization building a community to help support the careers of women working in talent acquisition. In our conversation, Krista discusses the motivations for starting Talent Collective and the benefits curated communities can bring. With so much disruption in the market, we also discuss the advantages of working fractionally and what the future looks like for talent acquisition. In the interview, we discuss: The story behind Talent Collective and its purpose Who the community is for Market expectations for 2024 The benefits of fractional working Advice for TA professionals looking to move to fractional What does the future of talent acquisition look like? Listen to this podcast in Apple Podcasts. Tue, 19 Dec 2023 23:43:08 -0000 A New Community For Women In TA full 580 Matt Alder Krista Tan, Founder of Talent Collective One of the things that I love about our industry is the sense of community. Wherever talent acquisition professionals gather, whether online or face-to-face, at industry events, there is always a strong emphasis on peer-to-peer learning and support. My guest this week is Krista Tan. Krista is a TA leader and the founder of Talent Collective, a non-profit organization building a community to help support the careers of women working in talent acquisition. In our conversation, Krista discusses the motivations for starting Talent Collective and the benefits curated communities can bring. With so much disruption in the market, we also discuss the advantages of working fractionally and what the future looks like for talent acquisition. In the interview, we discuss: The story behind Talent Collective and its purpose Who the community is for Market expectations for 2024 The benefits of fractional working Advice for TA professionals looking to move to fractional What does the future of talent acquisition look like? Listen to this podcast in Apple Podcasts. One of the things that I love about our industry is the sense of community. Wherever talent acquisition professionals gather, whether online or face-to-face, at industry events, there is always a strong emphasis on peer-to-peer learning and support.


My guest this week is Krista Tan. Krista is a TA leader and the founder of Talent Collective, a non-profit organization building a community to help support the careers of women working in talent acquisition.


In our conversation, Krista discusses the motivations for starting Talent Collective and the benefits curated communities can bring. With so much disruption in the market, we also discuss the advantages of working fractionally and what the future looks like for talent acquisition.


In the interview, we discuss:


  • The story behind Talent Collective and its purpose


  • Who the community is for


  • Market expectations for 2024


  • The benefits of fractional working


  • Advice for TA professionals looking to move to fractional


  • What does the future of talent acquisition look like?



Listen to this podcast in Apple Podcasts.

]]> 1180 no Ep 579: The Value Of Employer Branding https://recruitingfuture.com Previously, In Episode 573, we explored the power of Employee Value Propositions; I want to follow up by having a similar conversation about employer branding. As companies re-invent their employee experience post-pandemic or look to rebuild their reputation post-layoffs, employer branding has never been more critical, particularly for employers recruiting in challenging talent markets.  Definitions are fundamental here because, in the same way that developing an EVP isn't employer branding, employer branding isn't recruitment marketing. My guest this week is John Tarrant, Managing Partner at DNA. DNA is a UK-based employer branding agency with an impressive client list and vast experience in helping employers develop employer brands that are compelling, distinctive, and drive tangible value for the organization. In the interview, we discuss: Recruiting challenges Increasing candidate expectations ESG, diversity, and values Problems caused by lack of metrics Emotion over logic Employer brand as a strategy to appeal to current and future talent Identity plus reputation Redefining talent How can employers rescue their employer brand? The impact of AI and technology What's next for employer branding Listen to this podcast on Apple Podcasts. Mon, 18 Dec 2023 16:32:00 -0000 The Value Of Employer Branding full 579 Matt Alder John Tarrant, Managing Partner at DNA, talks to Matt Alder Previously, In Episode 573, we explored the power of Employee Value Propositions; I want to follow up by having a similar conversation about employer branding. As companies re-invent their employee experience post-pandemic or look to rebuild their reputation post-layoffs, employer branding has never been more critical, particularly for employers recruiting in challenging talent markets.  Definitions are fundamental here because, in the same way that developing an EVP isn't employer branding, employer branding isn't recruitment marketing. My guest this week is John Tarrant, Managing Partner at DNA. DNA is a UK-based employer branding agency with an impressive client list and vast experience in helping employers develop employer brands that are compelling, distinctive, and drive tangible value for the organization. In the interview, we discuss: Recruiting challenges Increasing candidate expectations ESG, diversity, and values Problems caused by lack of metrics Emotion over logic Employer brand as a strategy to appeal to current and future talent Identity plus reputation Redefining talent How can employers rescue their employer brand? The impact of AI and technology What's next for employer branding Listen to this podcast on Apple Podcasts. Previously, In Episode 573, we explored the power of Employee Value Propositions; I want to follow up by having a similar conversation about employer branding. As companies re-invent their employee experience post-pandemic or look to rebuild their reputation post-layoffs, employer branding has never been more critical, particularly for employers recruiting in challenging talent markets. 


Definitions are fundamental here because, in the same way that developing an EVP isn't employer branding, employer branding isn't recruitment marketing.


My guest this week is John Tarrant, Managing Partner at DNA. DNA is a UK-based employer branding agency with an impressive client list and vast experience in helping employers develop employer brands that are compelling, distinctive, and drive tangible value for the organization.


In the interview, we discuss:


  • Recruiting challenges


  • Increasing candidate expectations


  • ESG, diversity, and values


  • Problems caused by lack of metrics


  • Emotion over logic


  • Employer brand as a strategy to appeal to current and future talent


  • Identity plus reputation


  • Redefining talent


  • How can employers rescue their employer brand?


  • The impact of AI and technology


  • What's next for employer branding



Listen to this podcast on Apple Podcasts.

]]> 1669 no Ep 578: The AI Hype Cycle https://recruitingfuture.com It does feel like 2024 could be the inflection point where we can push away the hype and start to see what impact AI is really going to have on talent acquisition. Continuing my end-of-year theme of trying to find the signal in all the noise around generative AI, I wanted to get the perspective of a TA technology innovation practitioner to help us understand more about what 2024 might bring. My guest this week is Tom Chevalier, General Manager at Appcast Labs, a division of Appcast that focuses on innovation and creating the next generation of recruiting technology. Tom and his team are literally building part of the future, and unsurprisingly, he has some valuable insights and important advice to share. In the interview, we discuss: Where we are in the AI Hype Cycle The bundling of AI into established TA technologies Seeing through the marketing spin Where are the most interesting investments being made? What problems does AI solve, and what new issues does it create? Transforming the recruiting process Disruption in contingent staffing Use cases Implications for the careers of TA leaders and recruiters Download a copy of Appcast’s 2024 Recruiting Trends whitepaper Listen to this podcast in Apple Podcasts. Fri, 15 Dec 2023 17:38:06 -0000 The AI Hype Cycle full 578 Matt Alder Tom Chevalier, General Manager at Appcast Labs, talks to Matt Alder It does feel like 2024 could be the inflection point where we can push away the hype and start to see what impact AI is really going to have on talent acquisition. Continuing my end-of-year theme of trying to find the signal in all the noise around generative AI, I wanted to get the perspective of a TA technology innovation practitioner to help us understand more about what 2024 might bring. My guest this week is Tom Chevalier, General Manager at Appcast Labs, a division of Appcast that focuses on innovation and creating the next generation of recruiting technology. Tom and his team are literally building part of the future, and unsurprisingly, he has some valuable insights and important advice to share. In the interview, we discuss: Where we are in the AI Hype Cycle The bundling of AI into established TA technologies Seeing through the marketing spin Where are the most interesting investments being made? What problems does AI solve, and what new issues does it create? Transforming the recruiting process Disruption in contingent staffing Use cases Implications for the careers of TA leaders and recruiters Download a copy of Appcast’s 2024 Recruiting Trends whitepaper Listen to this podcast in Apple Podcasts. It does feel like 2024 could be the inflection point where we can push away the hype and start to see what impact AI is really going to have on talent acquisition. Continuing my end-of-year theme of trying to find the signal in all the noise around generative AI, I wanted to get the perspective of a TA technology innovation practitioner to help us understand more about what 2024 might bring.


My guest this week is Tom Chevalier, General Manager at Appcast Labs, a division of Appcast that focuses on innovation and creating the next generation of recruiting technology. Tom and his team are literally building part of the future, and unsurprisingly, he has some valuable insights and important advice to share.


In the interview, we discuss:


  • Where we are in the AI Hype Cycle


  • The bundling of AI into established TA technologies


  • Seeing through the marketing spin


  • Where are the most interesting investments being made?


  • What problems does AI solve, and what new issues does it create?


  • Transforming the recruiting process


  • Disruption in contingent staffing


  • Use cases


  • Implications for the careers of TA leaders and recruiters



Download a copy of Appcast’s 2024 Recruiting Trends whitepaper


Listen to this podcast in Apple Podcasts.

]]> 1397 no Ep 577: Hiring In Challenging Talent Markets https://recruitingfuture.com Despite the recent increases in applications that some sectors are experiencing, there are still many talent markets with acute skills shortages where hiring is a considerable challenge. So, what long-term strategies are employers using to ensure they are recruiting effectively when talent is in short supply? My guest this week is Ellie Harte, Head of Recruitment at AtkinsRéalis. AtkinsRéalis is focusing strongly on skills-based hiring as well as using employer branding and employee advocacy as attraction tools to compete in a highly competitive market for talent. They also think long-term, working to champion STEM education in schools and inspire a future generation of engineers.  In the interview, we discuss: Talent market challenges in the engineering sector From LVPs to a global EVP Aligning corporate brand, employer brand, and employee experience Managing attrition and growth Moving to skills-based hiring Working with schools to nurture STEM talent and challenge assumptions about engineering Using employees as brand advocates with authentic and genuine content Getting talent attention and showcasing culture rather than advertising jobs How skills-based hiring and AI will shape the future of talent acquisition. Listen to this podcast on Apple podcasts. Thu, 14 Dec 2023 18:58:00 -0000 Hiring In Challenging Talent Markets full 577 Matt Alder Ellie Harte, Head of Recruitment at AtkinsRéalis, talks to Matt Alder Despite the recent increases in applications that some sectors are experiencing, there are still many talent markets with acute skills shortages where hiring is a considerable challenge. So, what long-term strategies are employers using to ensure they are recruiting effectively when talent is in short supply? My guest this week is Ellie Harte, Head of Recruitment at AtkinsRéalis. AtkinsRéalis is focusing strongly on skills-based hiring as well as using employer branding and employee advocacy as attraction tools to compete in a highly competitive market for talent. They also think long-term, working to champion STEM education in schools and inspire a future generation of engineers.  In the interview, we discuss: Talent market challenges in the engineering sector From LVPs to a global EVP Aligning corporate brand, employer brand, and employee experience Managing attrition and growth Moving to skills-based hiring Working with schools to nurture STEM talent and challenge assumptions about engineering Using employees as brand advocates with authentic and genuine content Getting talent attention and showcasing culture rather than advertising jobs How skills-based hiring and AI will shape the future of talent acquisition. Listen to this podcast on Apple podcasts. Despite the recent increases in applications that some sectors are experiencing, there are still many talent markets with acute skills shortages where hiring is a considerable challenge. So, what long-term strategies are employers using to ensure they are recruiting effectively when talent is in short supply?


My guest this week is Ellie Harte, Head of Recruitment at AtkinsRéalis. AtkinsRéalis is focusing strongly on skills-based hiring as well as using employer branding and employee advocacy as attraction tools to compete in a highly competitive market for talent. They also think long-term, working to champion STEM education in schools and inspire a future generation of engineers. 


In the interview, we discuss:


  • Talent market challenges in the engineering sector


  • From LVPs to a global EVP


  • Aligning corporate brand, employer brand, and employee experience


  • Managing attrition and growth


  • Moving to skills-based hiring


  • Working with schools to nurture STEM talent and challenge assumptions about engineering


  • Using employees as brand advocates with authentic and genuine content


  • Getting talent attention and showcasing culture rather than advertising jobs


  • How skills-based hiring and AI will shape the future of talent acquisition.



Listen to this podcast on Apple podcasts.

]]> 1526 no Ep 576: Generative AI - A TA Progress Report https://recruitingfuture.com It's been a year since Generative AI burst onto the scene and took over the entire TA conversation for 2023. Some of the predictions made back then about its immediate impact on the world of work were out there, even for something that clearly has so much disruptive potential. So, one year on, where have we got to? What are the genuine use cases, what is still hype, and how will AI actually transform talent acquisition over the next few years? My guests this week, Adam Godson, President and Chief Product Officer at Paradox and Yael Florenthal, VP of Product at Paradox, are the perfect people to answer these questions.  In the interview, we discuss: How AI has evolved in the last six months Slow gains but clearer potential Generative AI versus Conversational AI What AI can and can't do in the context of Talent Acquisition Where is adoption the quickest? TA process re-engineering What will things look like in two years and five years? Emotional work versus repeatable tasks Implications for recruiters and their careers AI and Job Seekers Advice TA leaders on AI strategy What progress can we expect in 2024? Listen to this podcast on Apple Podcasts. Fri, 08 Dec 2023 22:30:07 -0000 Generative AI - A TA Progress Report full 576 Matt Alder Adam Godson and Yael Florenthal from Paradox, talk to Matt Alder It's been a year since Generative AI burst onto the scene and took over the entire TA conversation for 2023. Some of the predictions made back then about its immediate impact on the world of work were out there, even for something that clearly has so much disruptive potential. So, one year on, where have we got to? What are the genuine use cases, what is still hype, and how will AI actually transform talent acquisition over the next few years? My guests this week, Adam Godson, President and Chief Product Officer at Paradox and Yael Florenthal, VP of Product at Paradox, are the perfect people to answer these questions.  In the interview, we discuss: How AI has evolved in the last six months Slow gains but clearer potential Generative AI versus Conversational AI What AI can and can't do in the context of Talent Acquisition Where is adoption the quickest? TA process re-engineering What will things look like in two years and five years? Emotional work versus repeatable tasks Implications for recruiters and their careers AI and Job Seekers Advice TA leaders on AI strategy What progress can we expect in 2024? Listen to this podcast on Apple Podcasts. It's been a year since Generative AI burst onto the scene and took over the entire TA conversation for 2023. Some of the predictions made back then about its immediate impact on the world of work were out there, even for something that clearly has so much disruptive potential.


So, one year on, where have we got to? What are the genuine use cases, what is still hype, and how will AI actually transform talent acquisition over the next few years?


My guests this week, Adam Godson, President and Chief Product Officer at Paradox and Yael Florenthal, VP of Product at Paradox, are the perfect people to answer these questions. 


In the interview, we discuss:


  • How AI has evolved in the last six months


  • Slow gains but clearer potential


  • Generative AI versus Conversational AI


  • What AI can and can't do in the context of Talent Acquisition


  • Where is adoption the quickest?


  • TA process re-engineering


  • What will things look like in two years and five years?


  • Emotional work versus repeatable tasks


  • Implications for recruiters and their careers


  • AI and Job Seekers


  • Advice TA leaders on AI strategy


  • What progress can we expect in 2024?


Listen to this podcast on Apple Podcasts.

]]> 1477 no Ep 575: RPO Evolution https://recruitingfuture.com One of the key themes from my conversations with TA practitioners on the podcast this year has been the importance of flexibility and agility. This isn't surprising, as we seem to be bouncing between panic mass hiring and panic mass layoffs faster than ever when it comes to in-house recruiting teams. This situation can't be sustainable! However, opportunity always comes out of chaos, and outsourcing to achieve the flexibility needed in these disruptive times is certainly something on the radar of many employers. So how are RPOs evolving to meet the current market conditions, and what might the future of TA function look like? My guest this week is Don Farr, Managing Director North America at Talent Works. Don is a highly experienced previous Head of Talent Acquisition and is the perfect person to talk to about the future relationship between TA and RPO. In the interview, we discuss: Talent Acquisition challenges for 2024 The evolution of RPO since the pandemic Hybrid, customized and project-based. RPOs versus Agencies Implementation and Onboarding Innovating with technology What will the TA Team of the future look like? Listen to this podcast on Apple Podcasts. Thu, 07 Dec 2023 20:58:00 -0000 RPO Evolution full 575 Matt Alder Don Farr, Managing Director North America at Talent Works, talks to Matt Alder One of the key themes from my conversations with TA practitioners on the podcast this year has been the importance of flexibility and agility. This isn't surprising, as we seem to be bouncing between panic mass hiring and panic mass layoffs faster than ever when it comes to in-house recruiting teams. This situation can't be sustainable! However, opportunity always comes out of chaos, and outsourcing to achieve the flexibility needed in these disruptive times is certainly something on the radar of many employers. So how are RPOs evolving to meet the current market conditions, and what might the future of TA function look like? My guest this week is Don Farr, Managing Director North America at Talent Works. Don is a highly experienced previous Head of Talent Acquisition and is the perfect person to talk to about the future relationship between TA and RPO. In the interview, we discuss: Talent Acquisition challenges for 2024 The evolution of RPO since the pandemic Hybrid, customized and project-based. RPOs versus Agencies Implementation and Onboarding Innovating with technology What will the TA Team of the future look like? Listen to this podcast on Apple Podcasts. One of the key themes from my conversations with TA practitioners on the podcast this year has been the importance of flexibility and agility. This isn't surprising, as we seem to be bouncing between panic mass hiring and panic mass layoffs faster than ever when it comes to in-house recruiting teams. This situation can't be sustainable! However, opportunity always comes out of chaos, and outsourcing to achieve the flexibility needed in these disruptive times is certainly something on the radar of many employers.


So how are RPOs evolving to meet the current market conditions, and what might the future of TA function look like?


My guest this week is Don Farr, Managing Director North America at Talent Works. Don is a highly experienced previous Head of Talent Acquisition and is the perfect person to talk to about the future relationship between TA and RPO.


In the interview, we discuss:


  • Talent Acquisition challenges for 2024


  • The evolution of RPO since the pandemic


  • Hybrid, customized and project-based.


  • RPOs versus Agencies


  • Implementation and Onboarding


  • Innovating with technology


  • What will the TA Team of the future look like?


Listen to this podcast on Apple Podcasts.

]]> 1161 no Ep 574: Building A Successful TA Function https://recruitingfuture.com The rapidly increasing speed of change in talent acquisition means the skills, strategy and types of thinking needed to build, retain and develop a successful TA function are also evolving quickly. So what does a high-performing TA function now look like, and what do TA leaders need to make sure they have in place? My guest this week is Melissa Grabiner, an award-winning former Global Head of TA who now works as a consultant for One Digital. Melissa has built talent acquisition teams from the ground up. She is now using her considerable insights and experience to help start-ups and scale-ups in the biotech industry build strategies to acquire the talent they need. In the interview, we discuss: Talent market challenges Global talent pool restrictions What makes a successful TA function? Building a culture of continuous learning Autonomy, accountability and adaptability Putting candidate experience at the forefront of TA strategy The role of technology Agility and flexibility Personalization Preparing for the future Listen to this podcast on Apple Podcasts. Wed, 06 Dec 2023 22:48:00 -0000 Building A Successful TA Function full 574 Matt Alder Melissa Grabiner, TA Consultant at One Digital, talks to Matt Alder The rapidly increasing speed of change in talent acquisition means the skills, strategy and types of thinking needed to build, retain and develop a successful TA function are also evolving quickly. So what does a high-performing TA function now look like, and what do TA leaders need to make sure they have in place? My guest this week is Melissa Grabiner, an award-winning former Global Head of TA who now works as a consultant for One Digital. Melissa has built talent acquisition teams from the ground up. She is now using her considerable insights and experience to help start-ups and scale-ups in the biotech industry build strategies to acquire the talent they need. In the interview, we discuss: Talent market challenges Global talent pool restrictions What makes a successful TA function? Building a culture of continuous learning Autonomy, accountability and adaptability Putting candidate experience at the forefront of TA strategy The role of technology Agility and flexibility Personalization Preparing for the future Listen to this podcast on Apple Podcasts. The rapidly increasing speed of change in talent acquisition means the skills, strategy and types of thinking needed to build, retain and develop a successful TA function are also evolving quickly.


So what does a high-performing TA function now look like, and what do TA leaders need to make sure they have in place?


My guest this week is Melissa Grabiner, an award-winning former Global Head of TA who now works as a consultant for One Digital. Melissa has built talent acquisition teams from the ground up. She is now using her considerable insights and experience to help start-ups and scale-ups in the biotech industry build strategies to acquire the talent they need.


In the interview, we discuss:


  • Talent market challenges


  • Global talent pool restrictions


  • What makes a successful TA function?


  • Building a culture of continuous learning


  • Autonomy, accountability and adaptability


  • Putting candidate experience at the forefront of TA strategy


  • The role of technology


  • Agility and flexibility


  • Personalization


  • Preparing for the future



Listen to this podcast on Apple Podcasts.

]]> 1529 no Round Up November 2023 https://recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 564: Recruiting In AI Ep 565: Building A Strategic TA Function Ep 566: Skills, AI And The Future Of Hiring Ep 567: The Strategic Future Of Talent Acquisition Ep 568: Reshaping Talent Strategies Ep 569: Culture and Connection In Distributed Teams Building In Public – Episode One Ep 570: Sustainable Hiring Ep 571 – The Road Ahead For Talent Acquisition Ep 572 – Generative AI: Capabilities and Limitations Listen to this podcast on Apple Podcasts A full transcript will appear here shortly Tue, 05 Dec 2023 15:19:44 -0000 Round Up November 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during November 2023. Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 564: Recruiting In AI Ep 565: Building A Strategic TA Function Ep 566: Skills, AI And The Future Of Hiring Ep 567: The Strategic Future Of Talent Acquisition Ep 568: Reshaping Talent Strategies Ep 569: Culture and Connection In Distributed Teams Building In Public – Episode One Ep 570: Sustainable Hiring Ep 571 – The Road Ahead For Talent Acquisition Ep 572 – Generative AI: Capabilities and Limitations Listen to this podcast on Apple Podcasts A full transcript will appear here shortly Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 564: Recruiting In AI


Ep 565: Building A Strategic TA Function


Ep 566: Skills, AI And The Future Of Hiring


Ep 567: The Strategic Future Of Talent Acquisition


Ep 568: Reshaping Talent Strategies


Ep 569: Culture and Connection In Distributed Teams


Building In Public – Episode One


Ep 570: Sustainable Hiring


Ep 571 – The Road Ahead For Talent Acquisition


Ep 572 – Generative AI: Capabilities and Limitations


Listen to this podcast on Apple Podcasts


A full transcript will appear here shortly

]]> 890 no Ep 573: The Power Of Employee Value Propositions https://recruitingfuture.com Employer Value Propositions are potent tools that attract talent, retain talent, and shape the future of organizations. However, we don't talk about EVPS enough, and they are regularly confused with Employer Brands when they are discussed. So, what are the benefits of an effective EVP, and do you define one? My guest this week is Vicki Saunders, Founder of The EVP Consultancy. Vicki is a highly experienced expert in this field and has worked on EVPs in-house at Currys, BAE Systems, and Boots. She has a vast amount of knowledge to share, and this is an absolutely must-listen episode. In the interview, we discuss: The difference between EVP, Employer Branding, and Recruitment Marketing The value to employers of an effective EVP Strategic workforce planning and building the future of the organization Supporting DE&I Where should the responsibility for EVP sit? Authentic, Differentiated, Resonating, and Future Focused Pillars are proof points. Measurement Internal Comms and Employee Experience The role of technology Anticipating the future and evolving Listen to this podcast on Apple Podcasts. Fri, 01 Dec 2023 11:56:00 -0000 The Power Of Employee Value Propositions full 573 Matt Alder Vicki Saunders, Founder of The EVP Consultancy, talks to Matt Alder Employer Value Propositions are potent tools that attract talent, retain talent, and shape the future of organizations. However, we don't talk about EVPS enough, and they are regularly confused with Employer Brands when they are discussed. So, what are the benefits of an effective EVP, and do you define one? My guest this week is Vicki Saunders, Founder of The EVP Consultancy. Vicki is a highly experienced expert in this field and has worked on EVPs in-house at Currys, BAE Systems, and Boots. She has a vast amount of knowledge to share, and this is an absolutely must-listen episode. In the interview, we discuss: The difference between EVP, Employer Branding, and Recruitment Marketing The value to employers of an effective EVP Strategic workforce planning and building the future of the organization Supporting DE&I Where should the responsibility for EVP sit? Authentic, Differentiated, Resonating, and Future Focused Pillars are proof points. Measurement Internal Comms and Employee Experience The role of technology Anticipating the future and evolving Listen to this podcast on Apple Podcasts. Employer Value Propositions are potent tools that attract talent, retain talent, and shape the future of organizations. However, we don't talk about EVPS enough, and they are regularly confused with Employer Brands when they are discussed. So, what are the benefits of an effective EVP, and do you define one?


My guest this week is Vicki Saunders, Founder of The EVP Consultancy. Vicki is a highly experienced expert in this field and has worked on EVPs in-house at Currys, BAE Systems, and Boots. She has a vast amount of knowledge to share, and this is an absolutely must-listen episode.


In the interview, we discuss:


  • The difference between EVP, Employer Branding, and Recruitment Marketing


  • The value to employers of an effective EVP


  • Strategic workforce planning and building the future of the organization


  • Supporting DE&I


  • Where should the responsibility for EVP sit?


  • Authentic, Differentiated, Resonating, and Future Focused


  • Pillars are proof points.


  • Measurement


  • Internal Comms and Employee Experience


  • The role of technology


  • Anticipating the future and evolving



Listen to this podcast on Apple Podcasts.

]]> 1509 no Ep 572 - Generative AI: Capabilities and Limitations https://recruitingfuture.com AI is a game changer for talent acquisition, and as we start to move from the hype phase to the doing phase, its potential capabilities and current limitations are becoming more apparent. So what can and can't AI do for talent acquisition right now, and how will things develop in the future? My guest this week is Mona Khalil, Senior Manager Data Science at Greenhouse. As well as building AI into their products, Greenhouse has done extensive research with both TA leaders and job seekers to understand the potential positive and negative impacts of generative AI on recruiting. In the interview, we discuss: Current talent market challenges Employer uptake of generative AI Reducing bias versus codifying bias Levels of nuance in decision-making Parsing and normalizing candidate data Are employers monitoring AI effectively? Asking vendors the right questions about their AI integrations How do candidates feel about AI? What does the future look like Listen to this podcast on Apple Podcasts. Wed, 29 Nov 2023 18:50:00 -0000 Generative AI: Capabilities and Limitations full 572 Matt Alder Mona Khalil, Senior Manager Data Science at Greenhouse, talks to Matt Alder AI is a game changer for talent acquisition, and as we start to move from the hype phase to the doing phase, its potential capabilities and current limitations are becoming more apparent. So what can and can't AI do for talent acquisition right now, and how will things develop in the future? My guest this week is Mona Khalil, Senior Manager Data Science at Greenhouse. As well as building AI into their products, Greenhouse has done extensive research with both TA leaders and job seekers to understand the potential positive and negative impacts of generative AI on recruiting. In the interview, we discuss: Current talent market challenges Employer uptake of generative AI Reducing bias versus codifying bias Levels of nuance in decision-making Parsing and normalizing candidate data Are employers monitoring AI effectively? Asking vendors the right questions about their AI integrations How do candidates feel about AI? What does the future look like Listen to this podcast on Apple Podcasts. AI is a game changer for talent acquisition, and as we start to move from the hype phase to the doing phase, its potential capabilities and current limitations are becoming more apparent.


So what can and can't AI do for talent acquisition right now, and how will things develop in the future?


My guest this week is Mona Khalil, Senior Manager Data Science at Greenhouse. As well as building AI into their products, Greenhouse has done extensive research with both TA leaders and job seekers to understand the potential positive and negative impacts of generative AI on recruiting.


In the interview, we discuss:


  • Current talent market challenges


  • Employer uptake of generative AI


  • Reducing bias versus codifying bias


  • Levels of nuance in decision-making


  • Parsing and normalizing candidate data


  • Are employers monitoring AI effectively?


  • Asking vendors the right questions about their AI integrations


  • How do candidates feel about AI?


  • What does the future look like



Listen to this podcast on Apple Podcasts.

]]> 1157 no Ep 571 - The Road Ahead For Talent Acquisition https://recruitingfuture.com As we come to the end of another interesting year, I know that many of you will be looking towards 2024 and planning for the new year ahead. One of the best things about 2023 for me has been the opportunity to get back on stage and start presenting again. I've spoken at prominent industry events, including The HR Technology Conference in the US and The CIPD Annual Conference in the UK, and delivered talks and workshops for several employers. Back in September, I spoke at the ATAP Global TA Day about the future of Talent Acquisition, and I'm delighted to be able to share the audio of my presentation as this week's podcast. If you're unfamiliar with ATAP, it is short for The Association of Talent Acquisition Professionals, and they do some great work around standards and training in the industry. Their website is here, and you can get a 50% membership discount using the code ATAP50 before the end of the year. In my presentation, I talk about: Why we can't predict the future but how we can have strategic foresight Three Forces Shaping Talent Acquisition Three Critical Trends for 2024 Practical steps you can take right now to stay ahead of the curve Listen to this podcast on Apple Podcasts Fri, 24 Nov 2023 14:33:00 -0000 The Road Ahead For Talent Acquisition full 571 Matt Alder Matt Alder talks about the Road Ahead for Talent Acquisition in a presentation recorded at The ATAP Global TA Day in September As we come to the end of another interesting year, I know that many of you will be looking towards 2024 and planning for the new year ahead. One of the best things about 2023 for me has been the opportunity to get back on stage and start presenting again. I've spoken at prominent industry events, including The HR Technology Conference in the US and The CIPD Annual Conference in the UK, and delivered talks and workshops for several employers. Back in September, I spoke at the ATAP Global TA Day about the future of Talent Acquisition, and I'm delighted to be able to share the audio of my presentation as this week's podcast. If you're unfamiliar with ATAP, it is short for The Association of Talent Acquisition Professionals, and they do some great work around standards and training in the industry. Their website is here, and you can get a 50% membership discount using the code ATAP50 before the end of the year. In my presentation, I talk about: Why we can't predict the future but how we can have strategic foresight Three Forces Shaping Talent Acquisition Three Critical Trends for 2024 Practical steps you can take right now to stay ahead of the curve Listen to this podcast on Apple Podcasts As we come to the end of another interesting year, I know that many of you will be looking towards 2024 and planning for the new year ahead.


One of the best things about 2023 for me has been the opportunity to get back on stage and start presenting again. I've spoken at prominent industry events, including The HR Technology Conference in the US and The CIPD Annual Conference in the UK, and delivered talks and workshops for several employers.


Back in September, I spoke at the ATAP Global TA Day about the future of Talent Acquisition, and I'm delighted to be able to share the audio of my presentation as this week's podcast.


If you're unfamiliar with ATAP, it is short for The Association of Talent Acquisition Professionals, and they do some great work around standards and training in the industry. Their website is here, and you can get a 50% membership discount using the code ATAP50 before the end of the year.


In my presentation, I talk about:


  • Why we can't predict the future but how we can have strategic foresight


  • Three Forces Shaping Talent Acquisition


  • Three Critical Trends for 2024


  • Practical steps you can take right now to stay ahead of the curve



Listen to this podcast on Apple Podcasts

]]> 1878 no Ep 570: Sustainable Hiring https://recruitingfuture.com The overhiring in the technology sector at the end of the pandemic, the resulting layoffs, and the knock-on effects on talent acquisition have been well-documented this year. However, big tech isn't the only area where this has happened. Other talent markets have also been through a similar journey. So how can employers hire more sustainably, and what new talent strategies are companies adopting to build more flexibility? My guest this week is Carina Clingman, Founder and CEO of Recruitomics, a talent consultancy working with start-ups and scale-ups in the Biotech industry. The Biotech industry has had a big issue with overhiring in the last few years. Carina has some insights on sustainable hiring models, which are also relevant in many other sectors. In the interview, we discuss: The changing talent marketing in Biotech Challenging for scaling companies Aligning talent strategies with business goals Fractional hiring Understanding candidate motivations Balancing growth with sustainable hiring The dangers of overhiring What can larger employers learn from start-ups and scale-ups Total talent thinking What is the future for recruiters? Listen to this podcast on Apple Podcasts. Wed, 22 Nov 2023 20:34:00 -0000 Sustainable Hiring full 570 Matt Alder Carina Clingman, Founder and CEO of Recruitomics Consulting, talks to Matt Alder The overhiring in the technology sector at the end of the pandemic, the resulting layoffs, and the knock-on effects on talent acquisition have been well-documented this year. However, big tech isn't the only area where this has happened. Other talent markets have also been through a similar journey. So how can employers hire more sustainably, and what new talent strategies are companies adopting to build more flexibility? My guest this week is Carina Clingman, Founder and CEO of Recruitomics, a talent consultancy working with start-ups and scale-ups in the Biotech industry. The Biotech industry has had a big issue with overhiring in the last few years. Carina has some insights on sustainable hiring models, which are also relevant in many other sectors. In the interview, we discuss: The changing talent marketing in Biotech Challenging for scaling companies Aligning talent strategies with business goals Fractional hiring Understanding candidate motivations Balancing growth with sustainable hiring The dangers of overhiring What can larger employers learn from start-ups and scale-ups Total talent thinking What is the future for recruiters? Listen to this podcast on Apple Podcasts. The overhiring in the technology sector at the end of the pandemic, the resulting layoffs, and the knock-on effects on talent acquisition have been well-documented this year. However, big tech isn't the only area where this has happened. Other talent markets have also been through a similar journey.


So how can employers hire more sustainably, and what new talent strategies are companies adopting to build more flexibility?


My guest this week is Carina Clingman, Founder and CEO of Recruitomics, a talent consultancy working with start-ups and scale-ups in the Biotech industry. The Biotech industry has had a big issue with overhiring in the last few years. Carina has some insights on sustainable hiring models, which are also relevant in many other sectors.


In the interview, we discuss:


  • The changing talent marketing in Biotech


  • Challenging for scaling companies


  • Aligning talent strategies with business goals


  • Fractional hiring


  • Understanding candidate motivations


  • Balancing growth with sustainable hiring


  • The dangers of overhiring


  • What can larger employers learn from start-ups and scale-ups


  • Total talent thinking


  • What is the future for recruiters?



Listen to this podcast on Apple Podcasts.

]]> 1484 no Building In Public - Episode One https://recruitingfuture.com Whenever I ask people questions about the future on the podcast, I always caveat the question by saying that no one can predict the future. However, you can develop tools, knowledge and techniques to give you strategic foresight to plan for the future. Once you start properly planning for the future, you actually begin to influence and shape what the future will be. Now imagine what being able to shape the future would mean for your strategic planning and, more importantly, your career. I'm tapping into the body of knowledge Recruiting Future has built up over the last nine years to create an online course that will help you identify and understand the key trends that are driving talent acquisition, predict where they are likely to take us and develop the mindset you need to proactively develop your career in an industry where disruptive change is going to be the norm for years to come. I'm going to build the course in public, and I'm launching this podcast mini-series to document my journey from the initial idea to the final product. Please listen to this first episode to learn more and join the mailing list to ensure you are the first to know when the course launches. Tue, 21 Nov 2023 21:53:08 -0000 Building In Public - Episode One full Matt Alder I'm launching a course to help you understand the future of TA, and I'm building it in public. Take a listen to find out more. Whenever I ask people questions about the future on the podcast, I always caveat the question by saying that no one can predict the future. However, you can develop tools, knowledge and techniques to give you strategic foresight to plan for the future. Once you start properly planning for the future, you actually begin to influence and shape what the future will be. Now imagine what being able to shape the future would mean for your strategic planning and, more importantly, your career. I'm tapping into the body of knowledge Recruiting Future has built up over the last nine years to create an online course that will help you identify and understand the key trends that are driving talent acquisition, predict where they are likely to take us and develop the mindset you need to proactively develop your career in an industry where disruptive change is going to be the norm for years to come. I'm going to build the course in public, and I'm launching this podcast mini-series to document my journey from the initial idea to the final product. Please listen to this first episode to learn more and join the mailing list to ensure you are the first to know when the course launches. Whenever I ask people questions about the future on the podcast, I always caveat the question by saying that no one can predict the future. However, you can develop tools, knowledge and techniques to give you strategic foresight to plan for the future. Once you start properly planning for the future, you actually begin to influence and shape what the future will be.


Now imagine what being able to shape the future would mean for your strategic planning and, more importantly, your career.


I'm tapping into the body of knowledge Recruiting Future has built up over the last nine years to create an online course that will help you identify and understand the key trends that are driving talent acquisition, predict where they are likely to take us and develop the mindset you need to proactively develop your career in an industry where disruptive change is going to be the norm for years to come.


I'm going to build the course in public, and I'm launching this podcast mini-series to document my journey from the initial idea to the final product. Please listen to this first episode to learn more and join the mailing list to ensure you are the first to know when the course launches.

]]> 452 Ep 569: Culture and Connection In Distributed Teams https://recruitingfuture.com Three and a half years on from the first pandemic lockdowns, the debate about returning to the office still rages on. However, despite all the noise this year, as some large well-known companies tried yet again to force their employees back to the office, many employers have embraced the reality of remote and hybrid and are working hard to adjust and deal with the challenges of having a distributed workforce.  Culture and connection are often cited as reasons companies want to bring people back to their offices, particularly when supporting the new generation entering the workforce. So, what are remote and hybrid organizations doing to address these challenges without invoking a mandatory return to the office?  My guest this week is Dena Singleton, Chief People Officer at Kajabi. Kajabi strongly focuses on developing its culture and building connections within its organization, and Dina has some excellent advice to share. In the interview, we discuss: The unique market that Kajabi serves TA challenges Job vs Opportunities Building culture and connection Foster community Supporting the new generation in the workforce Onboarding The impact of AI on the talent function The future of work Listen to this podcast on Apple Podcasts. Fri, 17 Nov 2023 18:58:00 -0000 Culture and Connection In Distributed Teams full 569 Matt Alder Dena Singleton, Chief People Officer at Kajabi. Three and a half years on from the first pandemic lockdowns, the debate about returning to the office still rages on. However, despite all the noise this year, as some large well-known companies tried yet again to force their employees back to the office, many employers have embraced the reality of remote and hybrid and are working hard to adjust and deal with the challenges of having a distributed workforce.  Culture and connection are often cited as reasons companies want to bring people back to their offices, particularly when supporting the new generation entering the workforce. So, what are remote and hybrid organizations doing to address these challenges without invoking a mandatory return to the office?  My guest this week is Dena Singleton, Chief People Officer at Kajabi. Kajabi strongly focuses on developing its culture and building connections within its organization, and Dina has some excellent advice to share. In the interview, we discuss: The unique market that Kajabi serves TA challenges Job vs Opportunities Building culture and connection Foster community Supporting the new generation in the workforce Onboarding The impact of AI on the talent function The future of work Listen to this podcast on Apple Podcasts. Three and a half years on from the first pandemic lockdowns, the debate about returning to the office still rages on. However, despite all the noise this year, as some large well-known companies tried yet again to force their employees back to the office, many employers have embraced the reality of remote and hybrid and are working hard to adjust and deal with the challenges of having a distributed workforce. 


Culture and connection are often cited as reasons companies want to bring people back to their offices, particularly when supporting the new generation entering the workforce. So, what are remote and hybrid organizations doing to address these challenges without invoking a mandatory return to the office? 


My guest this week is Dena Singleton, Chief People Officer at Kajabi. Kajabi strongly focuses on developing its culture and building connections within its organization, and Dina has some excellent advice to share.


In the interview, we discuss:


  • The unique market that Kajabi serves


  • TA challenges


  • Job vs Opportunities


  • Building culture and connection


  • Foster community


  • Supporting the new generation in the workforce


  • Onboarding


  • The impact of AI on the talent function


  • The future of work



Listen to this podcast on Apple Podcasts.

]]> 1376 no Ep 568: Reshaping Talent Strategies https://recruitingfuture.com The last 18 months have seen colossal talent market disruption in the tech industry, with large-scale layoffs continuing as the companies attempt to rebalance after a post-pandemic hiring frenzy. So how has this ongoing disruption affected start-up and scale-up businesses in the tech sector, and what lessons could the wider talent acquisition community learn from the way talent strategies are being reshaped My guest this week is Lorraine Buhannic, SVP & Head of Talent at VC firm Juxtapose. Lorraine advises Juxtapose's portfolio companies on the talent strategies they need to hire, develop and retain high-performing talent in these very volatile times.  In the interview, we discuss: Current market challenges Recruiting CEOs Developing a board-level community of talent Why talent is even more critical in a downturn The compression of middle management The long-term implications of losing experienced managers Why the most interesting jobs are often at early-stage companies Removing silos in the talent function The impact of leadership on hiring and retention What does the future look like Subscribe to this podcast in Apple Podcasts. Wed, 15 Nov 2023 22:45:00 -0000 Reshaping Talent Strategies full 568 Matt Alder Lorraine Buhannic, SVP & Head of Talent at VC firm Juxtapose, talks to Matt Alder The last 18 months have seen colossal talent market disruption in the tech industry, with large-scale layoffs continuing as the companies attempt to rebalance after a post-pandemic hiring frenzy. So how has this ongoing disruption affected start-up and scale-up businesses in the tech sector, and what lessons could the wider talent acquisition community learn from the way talent strategies are being reshaped My guest this week is Lorraine Buhannic, SVP & Head of Talent at VC firm Juxtapose. Lorraine advises Juxtapose's portfolio companies on the talent strategies they need to hire, develop and retain high-performing talent in these very volatile times.  In the interview, we discuss: Current market challenges Recruiting CEOs Developing a board-level community of talent Why talent is even more critical in a downturn The compression of middle management The long-term implications of losing experienced managers Why the most interesting jobs are often at early-stage companies Removing silos in the talent function The impact of leadership on hiring and retention What does the future look like Subscribe to this podcast in Apple Podcasts. The last 18 months have seen colossal talent market disruption in the tech industry, with large-scale layoffs continuing as the companies attempt to rebalance after a post-pandemic hiring frenzy. So how has this ongoing disruption affected start-up and scale-up businesses in the tech sector, and what lessons could the wider talent acquisition community learn from the way talent strategies are being reshaped


My guest this week is Lorraine Buhannic, SVP & Head of Talent at VC firm Juxtapose. Lorraine advises Juxtapose's portfolio companies on the talent strategies they need to hire, develop and retain high-performing talent in these very volatile times. 


In the interview, we discuss:


  • Current market challenges


  • Recruiting CEOs


  • Developing a board-level community of talent


  • Why talent is even more critical in a downturn


  • The compression of middle management


  • The long-term implications of losing experienced managers


  • Why the most interesting jobs are often at early-stage companies


  • Removing silos in the talent function


  • The impact of leadership on hiring and retention


  • What does the future look like


Subscribe to this podcast in Apple Podcasts.

]]> 1228 no Ep 567: The Strategic Future Of Talent Acquisition Transforming TA into a strategic function that can prove its long-term value to the business has been a critical topic on the show this year.  AI, uneven talent markets and challenging economic factors continue to cause widespread market disruption, and TA leaders need to drive their function in a more strategic direction. As we race towards 2024, I will continue to seek out strategic thinkers who can share the insights we need to move the industry forward. My guest this week is Marcel Rütten. Marcel is a consultant, author, podcaster, conference organiser and former Global TA Leader who knows what it takes to build a highly strategic TA function. In the interview, we discuss: Talent market trends Proving TA's strategic importance to the C-Suite Aligning TA strategy with business strategy Uncovering the real issues in hiring and retention Tools and technologies Root cause analysis  The balance between time, cost and quality Using data to analyse candidate behaviour What impact will generative AI have on talent acquisition What will recruiting look like in 5 years? Listen to this podcast on Apple Podcasts. Fri, 10 Nov 2023 23:54:00 -0000 The Strategic Future Of Talent Acquisition full 567 Matt Alder Marcel Rütten, consultant, author, podcaster, conference organiser and former Global TA Leader, talks to Matt Alder Transforming TA into a strategic function that can prove its long-term value to the business has been a critical topic on the show this year.  AI, uneven talent markets and challenging economic factors continue to cause widespread market disruption, and TA leaders need to drive their function in a more strategic direction. As we race towards 2024, I will continue to seek out strategic thinkers who can share the insights we need to move the industry forward. My guest this week is Marcel Rütten. Marcel is a consultant, author, podcaster, conference organiser and former Global TA Leader who knows what it takes to build a highly strategic TA function. In the interview, we discuss: Talent market trends Proving TA's strategic importance to the C-Suite Aligning TA strategy with business strategy Uncovering the real issues in hiring and retention Tools and technologies Root cause analysis  The balance between time, cost and quality Using data to analyse candidate behaviour What impact will generative AI have on talent acquisition What will recruiting look like in 5 years? Listen to this podcast on Apple Podcasts. Transforming TA into a strategic function that can prove its long-term value to the business has been a critical topic on the show this year. 


AI, uneven talent markets and challenging economic factors continue to cause widespread market disruption, and TA leaders need to drive their function in a more strategic direction. As we race towards 2024, I will continue to seek out strategic thinkers who can share the insights we need to move the industry forward.


My guest this week is Marcel Rütten. Marcel is a consultant, author, podcaster, conference organiser and former Global TA Leader who knows what it takes to build a highly strategic TA function.


In the interview, we discuss:


  • Talent market trends


  • Proving TA's strategic importance to the C-Suite


  • Aligning TA strategy with business strategy


  • Uncovering the real issues in hiring and retention


  • Tools and technologies


  • Root cause analysis 


  • The balance between time, cost and quality


  • Using data to analyse candidate behaviour


  • What impact will generative AI have on talent acquisition


  • What will recruiting look like in 5 years?



Listen to this podcast on Apple Podcasts.

]]> 1327 no Ep 566: Skills, AI And The Future Of Hiring https://recruitingfuture.com The rapid development of AI and the increasing sophistication of skills-based hiring methodologies are two potent forces shaping the future of talent acquisition.  So what kind of future can we look forward to, and will we see the increase in talent mobility and the decrease in bias that we need to make hiring more equitable and ensure employers have better access to the talent they need? My guest this week is Ben Porr, Chief Customer Officer at Harver. Ben is a highly experienced I/O psychologist who has been working to reduce bias in the hiring process. Ben's knowledge and experience have given him expert insights that can help us understand what the future of talent acquisition looks like when you combine the power of AI with the potential of skills-based hiring. In the interview, we discuss: The biggest challenges in the talent market Bottlenecks in the hiring process The evolution of skills-based hiring Increasing talent mobility Strategies to reduce bias Combing pieces of evidence  Does AI increase or decrease bias? AI as a job creation tool How can talent acquisition better use data What does the future look like, and how quickly will the recruiter's role change? Listen to this podcast on Apple Podcasts. Wed, 08 Nov 2023 07:00:00 -0000 Skills, AI And The Future Of Hiring full 566 Matt Alder Ben Porr, Chief Customer Officer at Harver, talks to Matt Alder The rapid development of AI and the increasing sophistication of skills-based hiring methodologies are two potent forces shaping the future of talent acquisition.  So what kind of future can we look forward to, and will we see the increase in talent mobility and the decrease in bias that we need to make hiring more equitable and ensure employers have better access to the talent they need? My guest this week is Ben Porr, Chief Customer Officer at Harver. Ben is a highly experienced I/O psychologist who has been working to reduce bias in the hiring process. Ben's knowledge and experience have given him expert insights that can help us understand what the future of talent acquisition looks like when you combine the power of AI with the potential of skills-based hiring. In the interview, we discuss: The biggest challenges in the talent market Bottlenecks in the hiring process The evolution of skills-based hiring Increasing talent mobility Strategies to reduce bias Combing pieces of evidence  Does AI increase or decrease bias? AI as a job creation tool How can talent acquisition better use data What does the future look like, and how quickly will the recruiter's role change? Listen to this podcast on Apple Podcasts. The rapid development of AI and the increasing sophistication of skills-based hiring methodologies are two potent forces shaping the future of talent acquisition. 


So what kind of future can we look forward to, and will we see the increase in talent mobility and the decrease in bias that we need to make hiring more equitable and ensure employers have better access to the talent they need?


My guest this week is Ben Porr, Chief Customer Officer at Harver. Ben is a highly experienced I/O psychologist who has been working to reduce bias in the hiring process. Ben's knowledge and experience have given him expert insights that can help us understand what the future of talent acquisition looks like when you combine the power of AI with the potential of skills-based hiring.


In the interview, we discuss:


  • The biggest challenges in the talent market


  • Bottlenecks in the hiring process


  • The evolution of skills-based hiring


  • Increasing talent mobility


  • Strategies to reduce bias


  • Combing pieces of evidence 


  • Does AI increase or decrease bias?


  • AI as a job creation tool


  • How can talent acquisition better use data


  • What does the future look like, and how quickly will the recruiter's role change?


Listen to this podcast on Apple Podcasts.

]]> 1411 no Ep 565: Building A Strategic TA Function https://recruitingfuture.com Talent Acquisition is in a state of fast-accelerating disruption, and it has never been more critical for TA leaders to demonstrate the strategic value of their function. However, in the current volatile environment, many organisations are still struggling to get the essential elements of recruiting right. So what should TA teams be focusing on to make sure they are fit for purpose in an uncertain future? My guests this week are Kurt Bridge and Christian Le Loux from Macramé Consulting. Kurt and Christian are both highly experienced TA Leaders. They have much advice to share on building the right foundations for talent acquisition and implementing effective data-driven recruiting. In the interview, we discuss: How do TA Teams innovate Fractional leadership and scalability Building a foundation to be strategic Operating models, workflows and experience What is data-driven recruiting? Proving strategic value to the organisation Combating short-termism What will TA look like in the future? Listen to this podcast in Apple Podcasts. Fri, 03 Nov 2023 22:29:00 -0000 Building A Strategic TA Function full 565 Matt Alder Kurt Bridge and Christian Le Loux from Macramé Consulting talk to Matt Alder Talent Acquisition is in a state of fast-accelerating disruption, and it has never been more critical for TA leaders to demonstrate the strategic value of their function. However, in the current volatile environment, many organisations are still struggling to get the essential elements of recruiting right. So what should TA teams be focusing on to make sure they are fit for purpose in an uncertain future? My guests this week are Kurt Bridge and Christian Le Loux from Macramé Consulting. Kurt and Christian are both highly experienced TA Leaders. They have much advice to share on building the right foundations for talent acquisition and implementing effective data-driven recruiting. In the interview, we discuss: How do TA Teams innovate Fractional leadership and scalability Building a foundation to be strategic Operating models, workflows and experience What is data-driven recruiting? Proving strategic value to the organisation Combating short-termism What will TA look like in the future? Listen to this podcast in Apple Podcasts. Talent Acquisition is in a state of fast-accelerating disruption, and it has never been more critical for TA leaders to demonstrate the strategic value of their function. However, in the current volatile environment, many organisations are still struggling to get the essential elements of recruiting right.


So what should TA teams be focusing on to make sure they are fit for purpose in an uncertain future?


My guests this week are Kurt Bridge and Christian Le Loux from Macramé Consulting. Kurt and Christian are both highly experienced TA Leaders. They have much advice to share on building the right foundations for talent acquisition and implementing effective data-driven recruiting.


In the interview, we discuss:


  • How do TA Teams innovate


  • Fractional leadership and scalability


  • Building a foundation to be strategic


  • Operating models, workflows and experience


  • What is data-driven recruiting?


  • Proving strategic value to the organisation


  • Combating short-termism


  • What will TA look like in the future?


Listen to this podcast in Apple Podcasts.

]]> 2025 no Ep 564: Recruiting In AI https://recruitingfuture.com AI and recruiting have been extensively discussed this year in podcasts, blogs, conferences, webinars and LinkedIn posts. However, the one angle I've not seen covered is what it is like to recruit for AI professionals.  Such a new industry means a severe shortage of experienced talent, and AI companies must work hard to outsmart their talent market competition. My guest this week is Lauren Saltus, a Senior Recruiter at Runway, an AI research company focused on the creative sectors. In our conversation, Lauren shares her experience of refocusing to become a specialist AI recruiter and discusses some of the critical factors that influence talent in this area. There are some great insights here, not just for AI recruiting but for anyone who is operating in a market where there is a significant skill shortage. In the interview, we discuss: The current state of tech recruiting and why AI recruiting is different Accelerator programs to develop deeper talent pipelines Creating a research brand to attract talent Individual managers as talent magnets Diverse hiring, bias and recruiting people with untraditional backgrounds Training AI on diverse datasets What is the future for recruiters? Listen to this podcast on Apple Podcasts. Thu, 02 Nov 2023 16:45:00 -0000 Recruiting In AI full 563 Matt Alder Lauren Saltus, Senior Recruiter at Runway, talks to Matt Alder AI and recruiting have been extensively discussed this year in podcasts, blogs, conferences, webinars and LinkedIn posts. However, the one angle I've not seen covered is what it is like to recruit for AI professionals.  Such a new industry means a severe shortage of experienced talent, and AI companies must work hard to outsmart their talent market competition. My guest this week is Lauren Saltus, a Senior Recruiter at Runway, an AI research company focused on the creative sectors. In our conversation, Lauren shares her experience of refocusing to become a specialist AI recruiter and discusses some of the critical factors that influence talent in this area. There are some great insights here, not just for AI recruiting but for anyone who is operating in a market where there is a significant skill shortage. In the interview, we discuss: The current state of tech recruiting and why AI recruiting is different Accelerator programs to develop deeper talent pipelines Creating a research brand to attract talent Individual managers as talent magnets Diverse hiring, bias and recruiting people with untraditional backgrounds Training AI on diverse datasets What is the future for recruiters? Listen to this podcast on Apple Podcasts. AI and recruiting have been extensively discussed this year in podcasts, blogs, conferences, webinars and LinkedIn posts. However, the one angle I've not seen covered is what it is like to recruit for AI professionals. 


Such a new industry means a severe shortage of experienced talent, and AI companies must work hard to outsmart their talent market competition.


My guest this week is Lauren Saltus, a Senior Recruiter at Runway, an AI research company focused on the creative sectors. In our conversation, Lauren shares her experience of refocusing to become a specialist AI recruiter and discusses some of the critical factors that influence talent in this area. There are some great insights here, not just for AI recruiting but for anyone who is operating in a market where there is a significant skill shortage.


In the interview, we discuss:


  • The current state of tech recruiting and why AI recruiting is different




  • Individual managers as talent magnets


  • Diverse hiring, bias and recruiting people with untraditional backgrounds


  • Training AI on diverse datasets


  • What is the future for recruiters?


Listen to this podcast on Apple Podcasts.

]]> 1062 no Round Up October 2023 Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episode mentioned in this Round Up: Ep 557: The Complexity of Talent Acquisition Ep 558: Making Talent Acquisition Magical Ep 559: Wellness, Culture, Recruiting and Retention Ep 560: Hiring For The Future Ep 561: Building The Foundations Of Skills-Based Hiring Ep 562: Vulnerability At Work Ep 563: How Will AI Change TA? (Live at RecFest) Listen to this podcast on Apple Podcasts. Thu, 02 Nov 2023 00:19:00 -0000 Round Up October 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during October 2023. Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episode mentioned in this Round Up: Ep 557: The Complexity of Talent Acquisition Ep 558: Making Talent Acquisition Magical Ep 559: Wellness, Culture, Recruiting and Retention Ep 560: Hiring For The Future Ep 561: Building The Foundations Of Skills-Based Hiring Ep 562: Vulnerability At Work Ep 563: How Will AI Change TA? (Live at RecFest) Listen to this podcast on Apple Podcasts. Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episode mentioned in this Round Up:


Ep 557: The Complexity of Talent Acquisition


Ep 558: Making Talent Acquisition Magical


Ep 559: Wellness, Culture, Recruiting and Retention


Ep 560: Hiring For The Future


Ep 561: Building The Foundations Of Skills-Based Hiring


Ep 562: Vulnerability At Work


Ep 563: How Will AI Change TA? (Live at RecFest)


Listen to this podcast on Apple Podcasts.

]]> 715 no Ep 563: How Will AI Change TA? (Live at RecFest) https://recruitingfuture.com This time last year, most of us hadn't heard of generative AI, but it has dominated our industry discourse in 2023. The dramatic emergence of generative AI has illustrated how fast disruption is accelerating and has made us think deeply about the future of talent acquisition. Back in July at RecFest, Tony de Graaf, Global Director of Hiring Success at SmartRecruiters, invited me to join him for a fireside chat about the potential impact of generative AI on TA. Even though three months is a long time in AI, this is still a very relevant discussion where we attempted to unpick what is happening and understand how AI is shaping the future of talent acquisition. In the interview, we discuss: The AI hype cycle Does AI take away tasks or jobs? The pressure for change that is coming from the top of organizations Strategic workforce planning and hiring for future skills Moving from being operational to being strategic The transformation of marketing Democratized access to technology Is this the end of recruiting norms that we take for granted? Being relentlessly open-minded and questioning everything The future workforce talent and skills crisis Listen to this podcast on Apple Podcasts. Fri, 27 Oct 2023 23:33:00 -0000 How Will AI Change TA? (Live at RecFest) full 563 Matt Alder Matt Alder joins Tony de Graaf, Global Director of Hiring Success at SmartRecruiters, for a fireside chat on AI's impact on TA This time last year, most of us hadn't heard of generative AI, but it has dominated our industry discourse in 2023. The dramatic emergence of generative AI has illustrated how fast disruption is accelerating and has made us think deeply about the future of talent acquisition. Back in July at RecFest, Tony de Graaf, Global Director of Hiring Success at SmartRecruiters, invited me to join him for a fireside chat about the potential impact of generative AI on TA. Even though three months is a long time in AI, this is still a very relevant discussion where we attempted to unpick what is happening and understand how AI is shaping the future of talent acquisition. In the interview, we discuss: The AI hype cycle Does AI take away tasks or jobs? The pressure for change that is coming from the top of organizations Strategic workforce planning and hiring for future skills Moving from being operational to being strategic The transformation of marketing Democratized access to technology Is this the end of recruiting norms that we take for granted? Being relentlessly open-minded and questioning everything The future workforce talent and skills crisis Listen to this podcast on Apple Podcasts. This time last year, most of us hadn't heard of generative AI, but it has dominated our industry discourse in 2023. The dramatic emergence of generative AI has illustrated how fast disruption is accelerating and has made us think deeply about the future of talent acquisition.


Back in July at RecFest, Tony de Graaf, Global Director of Hiring Success at SmartRecruiters, invited me to join him for a fireside chat about the potential impact of generative AI on TA. Even though three months is a long time in AI, this is still a very relevant discussion where we attempted to unpick what is happening and understand how AI is shaping the future of talent acquisition.


In the interview, we discuss:


  • The AI hype cycle


  • Does AI take away tasks or jobs?


  • The pressure for change that is coming from the top of organizations


  • Strategic workforce planning and hiring for future skills


  • Moving from being operational to being strategic


  • The transformation of marketing


  • Democratized access to technology


  • Is this the end of recruiting norms that we take for granted?


  • Being relentlessly open-minded and questioning everything


  • The future workforce talent and skills crisis



Listen to this podcast on Apple Podcasts.

]]> 2004 no Ep 562: Vulnerability At Work Showing your vulnerability is becoming a common theme in personal development as a way of fostering good mental health and a route to building resilience and reducing anxiety. Leaders are often told to show vulnerability at work, but the dynamic between doing this in your professional life is somewhat different than in your life outside of work. So, how can leaders use their vulnerability to motivate their teams, and what skills do they need to learn to do so? My guest this week is Jacob Morgan, Futurist, Speaker and Author of a new book called Leading With Vulnerability. I've always been a fan of Jacob's writing. In our conversation, he talks about the art of leading with vulnerability and shares some insights about the skills we will all need for the uncertain future of work. In the interview, we discuss: What is vulnerability at work? Adding leadership to vulnerability Taking action to create positive outcomes Creating connections Warmth and competence The importance of intention Motivation and growth mindset Predicting the future What skills do we need to develop for the future of work? Listen to this podcast in Apple Podcasts. Thu, 26 Oct 2023 15:18:00 -0000 Vulnerability At Work full 562 Matt Alder Futurist and Author Jacob Morgan talks to Matt Alder Showing your vulnerability is becoming a common theme in personal development as a way of fostering good mental health and a route to building resilience and reducing anxiety. Leaders are often told to show vulnerability at work, but the dynamic between doing this in your professional life is somewhat different than in your life outside of work. So, how can leaders use their vulnerability to motivate their teams, and what skills do they need to learn to do so? My guest this week is Jacob Morgan, Futurist, Speaker and Author of a new book called Leading With Vulnerability. I've always been a fan of Jacob's writing. In our conversation, he talks about the art of leading with vulnerability and shares some insights about the skills we will all need for the uncertain future of work. In the interview, we discuss: What is vulnerability at work? Adding leadership to vulnerability Taking action to create positive outcomes Creating connections Warmth and competence The importance of intention Motivation and growth mindset Predicting the future What skills do we need to develop for the future of work? Listen to this podcast in Apple Podcasts. Showing your vulnerability is becoming a common theme in personal development as a way of fostering good mental health and a route to building resilience and reducing anxiety. Leaders are often told to show vulnerability at work, but the dynamic between doing this in your professional life is somewhat different than in your life outside of work.


So, how can leaders use their vulnerability to motivate their teams, and what skills do they need to learn to do so?


My guest this week is Jacob Morgan, Futurist, Speaker and Author of a new book called Leading With Vulnerability. I've always been a fan of Jacob's writing. In our conversation, he talks about the art of leading with vulnerability and shares some insights about the skills we will all need for the uncertain future of work.


In the interview, we discuss:


  • What is vulnerability at work?


  • Adding leadership to vulnerability


  • Taking action to create positive outcomes


  • Creating connections


  • Warmth and competence


  • The importance of intention


  • Motivation and growth mindset


  • Predicting the future


  • What skills do we need to develop for the future of work?


Listen to this podcast in Apple Podcasts.

]]> 1898 no Ep 561: Building The Foundations Of Skills-Based Hiring https://recruitingfuture.com Having covered both topics extensively on the podcast this year, I'm very much of the opinion that the move towards skills-based thinking will be more disruptive to recruiting norms than the rapid adoption of generative AI. The adoption of skills-based hiring and the move towards skills-based organizations is still happening slowly. However, as more organizations question blanket requirements for college degrees, new upskilling and reskilling initiatives are emerging that could help move the needle quicker. My guest this week is Michelle Westfort, Chief University Officer at InStride. InStride works with businesses to use skill-based hiring to expand talent pools by partnering with employers to construct career education paths to provide employees with the skills they need to do their jobs. In the interview, we discuss: Why some employers are moving away from degrees Do employers understand skills-based hiring? Diversifying talent pools with more equitable hiring processes Understanding the skills needed for specific roles Just in time, skills development Evolving the relationship between Universities and employers Deconstructing the degree Strategies for long-term professional development Mapping education to skills requirements What does the future look like? Listen to this podcast on Apple Podcasts. Fri, 20 Oct 2023 06:00:00 -0000 Building The Foundations Of Skills-Based Hiring full 561 Matt Alder Michelle Westfort, Chief University Officer at InStride, talks to Matt Alder Having covered both topics extensively on the podcast this year, I'm very much of the opinion that the move towards skills-based thinking will be more disruptive to recruiting norms than the rapid adoption of generative AI. The adoption of skills-based hiring and the move towards skills-based organizations is still happening slowly. However, as more organizations question blanket requirements for college degrees, new upskilling and reskilling initiatives are emerging that could help move the needle quicker. My guest this week is Michelle Westfort, Chief University Officer at InStride. InStride works with businesses to use skill-based hiring to expand talent pools by partnering with employers to construct career education paths to provide employees with the skills they need to do their jobs. In the interview, we discuss: Why some employers are moving away from degrees Do employers understand skills-based hiring? Diversifying talent pools with more equitable hiring processes Understanding the skills needed for specific roles Just in time, skills development Evolving the relationship between Universities and employers Deconstructing the degree Strategies for long-term professional development Mapping education to skills requirements What does the future look like? Listen to this podcast on Apple Podcasts. Having covered both topics extensively on the podcast this year, I'm very much of the opinion that the move towards skills-based thinking will be more disruptive to recruiting norms than the rapid adoption of generative AI.


The adoption of skills-based hiring and the move towards skills-based organizations is still happening slowly. However, as more organizations question blanket requirements for college degrees, new upskilling and reskilling initiatives are emerging that could help move the needle quicker.


My guest this week is Michelle Westfort, Chief University Officer at InStride. InStride works with businesses to use skill-based hiring to expand talent pools by partnering with employers to construct career education paths to provide employees with the skills they need to do their jobs.


In the interview, we discuss:


  • Why some employers are moving away from degrees


  • Do employers understand skills-based hiring?


  • Diversifying talent pools with more equitable hiring processes


  • Understanding the skills needed for specific roles


  • Just in time, skills development


  • Evolving the relationship between Universities and employers


  • Deconstructing the degree


  • Strategies for long-term professional development


  • Mapping education to skills requirements


  • What does the future look like?


Listen to this podcast on Apple Podcasts.

]]> 1746 no Ep 560: Hiring For The Future https://recruitingfuture.com The business world is changing quickly, and the skill sets that employees need are constantly shifting, developing and evolving. So, how can companies develop strategic workforce plans and build long-term talent pipelines in such an unpredictable and fast-changing environment? My guests this week are Jennifer Longworth, Director of People and Culture at Entuitive, and Ugo Orsi, Chief Customer Officer at Digitate. Jennifer and Ugo have a unique combination of perspectives on how AI is shaping the workforce of the future and some solid practical advice to share In the interview, we discuss: Current talent challenges Hiring for the skills of the future The importance of a growth mindset Building trust and motivation The current use and future potential of AI The emotional impact of the AI Powerful automations Embracing change management and curiosity Adoption issues within middle management Ageing populations and reducing labour markets Thinking instead of executing Strategic workforce planning Increasing the ability to collaborate What might work look like in 10 years? Listen to this podcast on Apple Podcasts. Wed, 18 Oct 2023 21:01:00 -0000 Hiring For The Future full 560 Matt Alder Jennifer Longworth, Director of People and Culture at Entuitive, and Ugo Orsi, Chief Customer Officer at Digitate, talk to Matt Alder The business world is changing quickly, and the skill sets that employees need are constantly shifting, developing and evolving. So, how can companies develop strategic workforce plans and build long-term talent pipelines in such an unpredictable and fast-changing environment? My guests this week are Jennifer Longworth, Director of People and Culture at Entuitive, and Ugo Orsi, Chief Customer Officer at Digitate. Jennifer and Ugo have a unique combination of perspectives on how AI is shaping the workforce of the future and some solid practical advice to share In the interview, we discuss: Current talent challenges Hiring for the skills of the future The importance of a growth mindset Building trust and motivation The current use and future potential of AI The emotional impact of the AI Powerful automations Embracing change management and curiosity Adoption issues within middle management Ageing populations and reducing labour markets Thinking instead of executing Strategic workforce planning Increasing the ability to collaborate What might work look like in 10 years? Listen to this podcast on Apple Podcasts. The business world is changing quickly, and the skill sets that employees need are constantly shifting, developing and evolving. So, how can companies develop strategic workforce plans and build long-term talent pipelines in such an unpredictable and fast-changing environment?


My guests this week are Jennifer Longworth, Director of People and Culture at Entuitive, and Ugo Orsi, Chief Customer Officer at Digitate. Jennifer and Ugo have a unique combination of perspectives on how AI is shaping the workforce of the future and some solid practical advice to share


In the interview, we discuss:


  • Current talent challenges


  • Hiring for the skills of the future


  • The importance of a growth mindset


  • Building trust and motivation


  • The current use and future potential of AI


  • The emotional impact of the AI


  • Powerful automations


  • Embracing change management and curiosity


  • Adoption issues within middle management


  • Ageing populations and reducing labour markets


  • Thinking instead of executing


  • Strategic workforce planning


  • Increasing the ability to collaborate


  • What might work look like in 10 years?


Listen to this podcast on Apple Podcasts.

]]> 2006 no Ep 559: Wellness, Culture, Recruiting and Retention https://recruitingfuture.com Recruiting and retaining the right talent continues to be highly challenging for many organisations. Understanding the key drivers here is critical for any company that wants to achieve a competitive talent advantage. It's starting to become clear that the impact of prioritising wellbeing on an organisation's culture is significant enough to have a powerful influence on hiring and retention. So, what can employees do to move the needle here quickly? My guest this week is Beth Ridley, founder and CEO of The Ridley Consulting Group. Beth works with CEOs to achieve thriving workplace cultures and embed diversity, equity and inclusion values into their business. She has some brilliant insights to share on the relationship between wellness, culture, recruiting and wellbeing and also offers some highly actionable advice. In the interview, we discuss: Culture and leadership Diversity as an asset Applying an inclusive lens to leadership The role of culture and wellness in attraction and retention How can recruiting be more inclusive? Values, expectations and outcomes Elements of Wellness The value of wellness for employers How small things can make a big difference Generational expectations Listen to this podcast on Apple Podcasts. Sat, 14 Oct 2023 02:02:00 -0000 Wellness, Culture, Recruiting and Retention full 559 Matt Alder Beth Ridley, founder and CEO of The Ridley Consulting Group, talks to Matt Alder Recruiting and retaining the right talent continues to be highly challenging for many organisations. Understanding the key drivers here is critical for any company that wants to achieve a competitive talent advantage. It's starting to become clear that the impact of prioritising wellbeing on an organisation's culture is significant enough to have a powerful influence on hiring and retention. So, what can employees do to move the needle here quickly? My guest this week is Beth Ridley, founder and CEO of The Ridley Consulting Group. Beth works with CEOs to achieve thriving workplace cultures and embed diversity, equity and inclusion values into their business. She has some brilliant insights to share on the relationship between wellness, culture, recruiting and wellbeing and also offers some highly actionable advice. In the interview, we discuss: Culture and leadership Diversity as an asset Applying an inclusive lens to leadership The role of culture and wellness in attraction and retention How can recruiting be more inclusive? Values, expectations and outcomes Elements of Wellness The value of wellness for employers How small things can make a big difference Generational expectations Listen to this podcast on Apple Podcasts. Recruiting and retaining the right talent continues to be highly challenging for many organisations. Understanding the key drivers here is critical for any company that wants to achieve a competitive talent advantage.


It's starting to become clear that the impact of prioritising wellbeing on an organisation's culture is significant enough to have a powerful influence on hiring and retention. So, what can employees do to move the needle here quickly?


My guest this week is Beth Ridley, founder and CEO of The Ridley Consulting Group. Beth works with CEOs to achieve thriving workplace cultures and embed diversity, equity and inclusion values into their business. She has some brilliant insights to share on the relationship between wellness, culture, recruiting and wellbeing and also offers some highly actionable advice.


In the interview, we discuss:


  • Culture and leadership


  • Diversity as an asset


  • Applying an inclusive lens to leadership


  • The role of culture and wellness in attraction and retention


  • How can recruiting be more inclusive?


  • Values, expectations and outcomes


  • Elements of Wellness


  • The value of wellness for employers


  • How small things can make a big difference


  • Generational expectations


Listen to this podcast on Apple Podcasts.

]]> 1533 no Ep 558: Making Talent Acquisition Magical https://recruitingfuture.com This special episode was recorded at the first ever Recruiting Future Podcast live event at the HR Technology Conference in Las Vegas. I was blown away by how many people came along and shared their views on the future talent acquisition. On such a magical night (we even had a magician doing card tricks), it seemed fitting to ask people what we need to do to make talent acquisition more magical. Here is a selection of the brilliant insights shared with me and my guest co-host Jenny Cotie Kangas from White Rock Consulting. Topics covered include: Automation and human interaction Candidate and employee experience Skills based hiring Speed and engagement Hidden pools of talent Influence and persuasion Co-operation and collaboration Listen to this podcast on Apple Podcasts. Thu, 12 Oct 2023 15:28:00 -0000 Making Talent Acquisition Magical full 558 Matt Alder In this special live episode, Matt Alder and guest co-host Jenny Cotie Kangas ask their audience their views on the future of talent acquisition. This special episode was recorded at the first ever Recruiting Future Podcast live event at the HR Technology Conference in Las Vegas. I was blown away by how many people came along and shared their views on the future talent acquisition. On such a magical night (we even had a magician doing card tricks), it seemed fitting to ask people what we need to do to make talent acquisition more magical. Here is a selection of the brilliant insights shared with me and my guest co-host Jenny Cotie Kangas from White Rock Consulting. Topics covered include: Automation and human interaction Candidate and employee experience Skills based hiring Speed and engagement Hidden pools of talent Influence and persuasion Co-operation and collaboration Listen to this podcast on Apple Podcasts. This special episode was recorded at the first ever Recruiting Future Podcast live event at the HR Technology Conference in Las Vegas. I was blown away by how many people came along and shared their views on the future talent acquisition.


On such a magical night (we even had a magician doing card tricks), it seemed fitting to ask people what we need to do to make talent acquisition more magical. Here is a selection of the brilliant insights shared with me and my guest co-host Jenny Cotie Kangas from White Rock Consulting.


Topics covered include:


  • Automation and human interaction


  • Candidate and employee experience


  • Skills based hiring


  • Speed and engagement


  • Hidden pools of talent


  • Influence and persuasion


  • Co-operation and collaboration


Listen to this podcast on Apple Podcasts.

]]> 1446 no Ep 557: The Complexity of Talent Acquisition https://recruitingfuture.com When discussing talent market challenges and recruiting technology trends, we often refer to talent acquisition as a homogeneous activity with common challenges and processes. However, many organisations have highly complex hiring operations that deal with challenges that can be as unique as the employers themselves. My guest this week is Lisa Scales, Talent Acquisition Director at Royal Mail. As well as being one of the UK's largest employers, Royal Mail also hire 18,000 seasonal workers every Christmas. We discuss everything from supply chain management to sophisticated recruitment marketing and social mobility. Lisa gives us a fascinating insight into a highly complex hiring strategy.  In the interview, we discuss: The recruiting challenges at Royal Mail Scaling up Outsourcing and driving results via third parties Appealing to a younger generation of workers Purpose-driven work Using recruitment marketing to shift perceptions Social mobility and reflecting your customer communities Recruiting 18,000 seasonal workers Agile management of a contingent workforce The role of technology Robotic Process Automation What does the future look like for talent acquisition Listen to this podcast on Apple Podcasts Sat, 07 Oct 2023 22:48:00 -0000 The Complexity of Talent Acquisition full 557 Matt Alder Lisa Scales, Talent Acquisition Director at Royal Mail, talks to Matt Alder When discussing talent market challenges and recruiting technology trends, we often refer to talent acquisition as a homogeneous activity with common challenges and processes. However, many organisations have highly complex hiring operations that deal with challenges that can be as unique as the employers themselves. My guest this week is Lisa Scales, Talent Acquisition Director at Royal Mail. As well as being one of the UK's largest employers, Royal Mail also hire 18,000 seasonal workers every Christmas. We discuss everything from supply chain management to sophisticated recruitment marketing and social mobility. Lisa gives us a fascinating insight into a highly complex hiring strategy.  In the interview, we discuss: The recruiting challenges at Royal Mail Scaling up Outsourcing and driving results via third parties Appealing to a younger generation of workers Purpose-driven work Using recruitment marketing to shift perceptions Social mobility and reflecting your customer communities Recruiting 18,000 seasonal workers Agile management of a contingent workforce The role of technology Robotic Process Automation What does the future look like for talent acquisition Listen to this podcast on Apple Podcasts When discussing talent market challenges and recruiting technology trends, we often refer to talent acquisition as a homogeneous activity with common challenges and processes. However, many organisations have highly complex hiring operations that deal with challenges that can be as unique as the employers themselves.


My guest this week is Lisa Scales, Talent Acquisition Director at Royal Mail. As well as being one of the UK's largest employers, Royal Mail also hire 18,000 seasonal workers every Christmas. We discuss everything from supply chain management to sophisticated recruitment marketing and social mobility. Lisa gives us a fascinating insight into a highly complex hiring strategy. 


In the interview, we discuss:


  • The recruiting challenges at Royal Mail


  • Scaling up


  • Outsourcing and driving results via third parties


  • Appealing to a younger generation of workers


  • Purpose-driven work


  • Using recruitment marketing to shift perceptions


  • Social mobility and reflecting your customer communities


  • Recruiting 18,000 seasonal workers


  • Agile management of a contingent workforce


  • The role of technology


  • Robotic Process Automation


  • What does the future look like for talent acquisition



Listen to this podcast on Apple Podcasts

]]> 1801 no Round Up September 2023 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episode mentioned in this Round Up: Ep 547: Generative AI – A Deep Dive Ep 548: Rethinking Background Checks Ep 549: Rethinking Work, Jobs and Recruiting Ep 550: Promotion, Motivation, Commitment and Retention Ep 551: Interviewerless Interviewing Ep 552: Hiring Innovation in LATAM and Asia Ep 553: The Strategic Value of Talent Acquisition Ep 554: Perfect Business Storytelling Ep 555: Using Skills To Predict Job Performance Ep 556: How AI Is Transforming Recruiting Listen to this podcast in Apple Podcasts Wed, 04 Oct 2023 21:42:00 -0000 Round Up September 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during September 2023. Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episode mentioned in this Round Up: Ep 547: Generative AI – A Deep Dive Ep 548: Rethinking Background Checks Ep 549: Rethinking Work, Jobs and Recruiting Ep 550: Promotion, Motivation, Commitment and Retention Ep 551: Interviewerless Interviewing Ep 552: Hiring Innovation in LATAM and Asia Ep 553: The Strategic Value of Talent Acquisition Ep 554: Perfect Business Storytelling Ep 555: Using Skills To Predict Job Performance Ep 556: How AI Is Transforming Recruiting Listen to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episode mentioned in this Round Up:


Ep 547: Generative AI – A Deep Dive


Ep 548: Rethinking Background Checks


Ep 549: Rethinking Work, Jobs and Recruiting


Ep 550: Promotion, Motivation, Commitment and Retention


Ep 551: Interviewerless Interviewing


Ep 552: Hiring Innovation in LATAM and Asia


Ep 553: The Strategic Value of Talent Acquisition


Ep 554: Perfect Business Storytelling


Ep 555: Using Skills To Predict Job Performance


Ep 556: How AI Is Transforming Recruiting


Listen to this podcast in Apple Podcasts

]]> 917 no Ep 556: How AI Is Transforming Recruiting https://recruitingfuture.com We've talked about generative AI a lot this year and its incredible potential to change and disrupt talent acquisition. A lot of our industry conversation has been about creating with Large Language Models to generate recruitment marketing content and automate interactions with candidates. However, the impact of AI goes much deeper than this, and its effect on the speed of vendor innovation is highly significant. AI is already changing the way candidates are found, and matches are made and has the potential to make boolean searching and keyword matching obsolete in a very short space of time. So what is the art of the possible here, and how can TA Leaders ask the right questions of vendors to ensure they are dealing with genuine products that are ethical and legally compliant? My guest this week is Mark Chaffey, CEO of Hackajob. Hackajob has integrated generative AI into its technology to vastly improve matching between candidates and roles. At the same time, they have a strong focus on using AI to improve diversity in tech hiring and are already getting some significant results. In the interview, we discuss: Every company is a tech company. Market differences between the USA and Europe The continuing skill shortage in tech The impact of generative AI on vendors Building technology that actually solves problems Moving beyond boolean and keywords with richer LLM-driven datasets The questions TA leaders need to ask vendors Improving diversity in tech hiring Opt-in self, disclosed diversity data. Will AI change the way we think about skills and hiring What does the future look like? Listen to this podcast on Apple Podcasts. Fri, 29 Sep 2023 21:18:13 -0000 How AI Is Transforming Recruiting full 556 Matt Alder Mark Chaffey, CEO of Hackajob, talks to Matt Alder We've talked about generative AI a lot this year and its incredible potential to change and disrupt talent acquisition. A lot of our industry conversation has been about creating with Large Language Models to generate recruitment marketing content and automate interactions with candidates. However, the impact of AI goes much deeper than this, and its effect on the speed of vendor innovation is highly significant. AI is already changing the way candidates are found, and matches are made and has the potential to make boolean searching and keyword matching obsolete in a very short space of time. So what is the art of the possible here, and how can TA Leaders ask the right questions of vendors to ensure they are dealing with genuine products that are ethical and legally compliant? My guest this week is Mark Chaffey, CEO of Hackajob. Hackajob has integrated generative AI into its technology to vastly improve matching between candidates and roles. At the same time, they have a strong focus on using AI to improve diversity in tech hiring and are already getting some significant results. In the interview, we discuss: Every company is a tech company. Market differences between the USA and Europe The continuing skill shortage in tech The impact of generative AI on vendors Building technology that actually solves problems Moving beyond boolean and keywords with richer LLM-driven datasets The questions TA leaders need to ask vendors Improving diversity in tech hiring Opt-in self, disclosed diversity data. Will AI change the way we think about skills and hiring What does the future look like? Listen to this podcast on Apple Podcasts. We've talked about generative AI a lot this year and its incredible potential to change and disrupt talent acquisition. A lot of our industry conversation has been about creating with Large Language Models to generate recruitment marketing content and automate interactions with candidates. However, the impact of AI goes much deeper than this, and its effect on the speed of vendor innovation is highly significant. AI is already changing the way candidates are found, and matches are made and has the potential to make boolean searching and keyword matching obsolete in a very short space of time.


So what is the art of the possible here, and how can TA Leaders ask the right questions of vendors to ensure they are dealing with genuine products that are ethical and legally compliant?


My guest this week is Mark Chaffey, CEO of Hackajob. Hackajob has integrated generative AI into its technology to vastly improve matching between candidates and roles. At the same time, they have a strong focus on using AI to improve diversity in tech hiring and are already getting some significant results.


In the interview, we discuss:


  • Every company is a tech company.


  • Market differences between the USA and Europe


  • The continuing skill shortage in tech


  • The impact of generative AI on vendors


  • Building technology that actually solves problems


  • Moving beyond boolean and keywords with richer LLM-driven datasets


  • The questions TA leaders need to ask vendors


  • Improving diversity in tech hiring


  • Opt-in self, disclosed diversity data.


  • Will AI change the way we think about skills and hiring


  • What does the future look like?



Listen to this podcast on Apple Podcasts.

]]> 1726 no Ep 555: Using Skills To Predict Job Performance https://recruitingfuture.com When we're talking about the future of talent acquisition, Generative AI has been taking all of the limelight this year. However, arguably, although it grabs fewer headlines, the steady evolution of skills-based hiring is potentially even more disruptive to traditional recruiting norms. There is an enormous amount of data, science and research going into understanding the relationship between skills and job performance, and the results are smashing some of our longest-held assumptions about hiring. My guest this week is Andy Nelesen, Global Head of Talent Acquisition Solutions at SHL. SHL has done an enormous amount of work to establish the link between skills and performance, and their research has revealed 12 skills that universally predict success. There is also a significant discrepancy between the skills employers ask for in job ads and the skills the science shows they actually need, so this is a must-list interview for everyone who wants to hire more effectively. In the interview, we discuss: Why understanding skills is so important The adoption rate of skills-based hiring What does potential mean? Overlaying soft skills against performance The 12 skills that universally predict success Why a growth mindset is more important than resilience and adaptability Moving away from academic credentials and previous experience Are skills the key to diverse hiring? Talent mobility What does the future of work look like? Listen to this podcast on Apple Podcasts. Thu, 28 Sep 2023 23:12:00 -0000 Using Skills To Predict Job Performance full 555 Matt Alder Andy Nelesen, Global Head of Talent Acquisition Solutions at SHL, talks to Matt Alder When we're talking about the future of talent acquisition, Generative AI has been taking all of the limelight this year. However, arguably, although it grabs fewer headlines, the steady evolution of skills-based hiring is potentially even more disruptive to traditional recruiting norms. There is an enormous amount of data, science and research going into understanding the relationship between skills and job performance, and the results are smashing some of our longest-held assumptions about hiring. My guest this week is Andy Nelesen, Global Head of Talent Acquisition Solutions at SHL. SHL has done an enormous amount of work to establish the link between skills and performance, and their research has revealed 12 skills that universally predict success. There is also a significant discrepancy between the skills employers ask for in job ads and the skills the science shows they actually need, so this is a must-list interview for everyone who wants to hire more effectively. In the interview, we discuss: Why understanding skills is so important The adoption rate of skills-based hiring What does potential mean? Overlaying soft skills against performance The 12 skills that universally predict success Why a growth mindset is more important than resilience and adaptability Moving away from academic credentials and previous experience Are skills the key to diverse hiring? Talent mobility What does the future of work look like? Listen to this podcast on Apple Podcasts. When we're talking about the future of talent acquisition, Generative AI has been taking all of the limelight this year. However, arguably, although it grabs fewer headlines, the steady evolution of skills-based hiring is potentially even more disruptive to traditional recruiting norms.


There is an enormous amount of data, science and research going into understanding the relationship between skills and job performance, and the results are smashing some of our longest-held assumptions about hiring.


My guest this week is Andy Nelesen, Global Head of Talent Acquisition Solutions at SHL. SHL has done an enormous amount of work to establish the link between skills and performance, and their research has revealed 12 skills that universally predict success. There is also a significant discrepancy between the skills employers ask for in job ads and the skills the science shows they actually need, so this is a must-list interview for everyone who wants to hire more effectively.


In the interview, we discuss:


  • Why understanding skills is so important


  • The adoption rate of skills-based hiring


  • What does potential mean?


  • Overlaying soft skills against performance


  • The 12 skills that universally predict success


  • Why a growth mindset is more important than resilience and adaptability


  • Moving away from academic credentials and previous experience


  • Are skills the key to diverse hiring?


  • Talent mobility


  • What does the future of work look like?


Listen to this podcast on Apple Podcasts.

]]> 1648 no Are You Going To The HR Technology Conference? https://mattalder.me/vegas Are you going to be at the HR Technology Conference in Las Vegas on Tuesday, October 10th? Recruiting Future has teamed up with the lovely people at Hackajob to host an early evening soiree that we're calling Hack A Pod.  We will be crowdsourcing a live episode of The Recruiting Future Podcast on the roof terrace of BrewDog Vegas's very own Scottish brewpub, and one of the best viewing points there is to watch the sun set over the Vegas strip. So please come along to join in or just watch and mingle with some great people. We've got free drinks, food, and even a magician to keep you entertained. Not only that, BrewDog is only a short walk or an even shorter taxi ride from The Mandalay Bay, where the conference is being held. We've only got limited capacity, so to find out more and register for your free ticket, go to mattalder.me/vegas Tue, 26 Sep 2023 17:17:00 -0000 Are You Going To The HR Technology Conference? full Matt Alder Listen to hear more about a special Recruiting Future event taking place at the HR Technology Conference on 10th October Are you going to be at the HR Technology Conference in Las Vegas on Tuesday, October 10th? Recruiting Future has teamed up with the lovely people at Hackajob to host an early evening soiree that we're calling Hack A Pod.  We will be crowdsourcing a live episode of The Recruiting Future Podcast on the roof terrace of BrewDog Vegas's very own Scottish brewpub, and one of the best viewing points there is to watch the sun set over the Vegas strip. So please come along to join in or just watch and mingle with some great people. We've got free drinks, food, and even a magician to keep you entertained. Not only that, BrewDog is only a short walk or an even shorter taxi ride from The Mandalay Bay, where the conference is being held. We've only got limited capacity, so to find out more and register for your free ticket, go to mattalder.me/vegas Are you going to be at the HR Technology Conference in Las Vegas on Tuesday, October 10th? Recruiting Future has teamed up with the lovely people at Hackajob to host an early evening soiree that we're calling Hack A Pod. 


We will be crowdsourcing a live episode of The Recruiting Future Podcast on the roof terrace of BrewDog Vegas's very own Scottish brewpub, and one of the best viewing points there is to watch the sun set over the Vegas strip.


So please come along to join in or just watch and mingle with some great people. We've got free drinks, food, and even a magician to keep you entertained. Not only that, BrewDog is only a short walk or an even shorter taxi ride from The Mandalay Bay, where the conference is being held.


We've only got limited capacity, so to find out more and register for your free ticket, go to mattalder.me/vegas

]]> 177 no Ep 554: Perfect Business Storytelling https://recruitingfuture.com Regular listeners will know just how essential I believe it is for talent acquisition to learn the art and science of storytelling. Being able to craft stories that resonate isn't just part of effective recruitment marketing; it is vital to building internal stakeholder engagement and developing more influence to move TA up the corporate strategic value chain. So why is effective storytelling so powerful, and how can we all build our skills in this area? My guest this week is Karen Eber, CEO of the Eber Leadership Group and author of a new book called The Perfect Story: How to Tell Stories That Inform, Influence and Inspire. The book deals with the science and structure of good storytelling in business and is full of advice that can help everyone tell more powerful and engaging stories. In the interview, we discuss: What happens to your brain when you listen to stories? Being memorable and engaging Why business storytelling is so important Understanding your audience Conflict as fuel to drive the narrative Telling stories with data Context, Conflict, Outcome and Takeaway How do you know if your story is resonating? AI and storytelling Listen to this podcast in Apple Podcasts. Fri, 22 Sep 2023 20:19:00 -0000 Perfect Business Storytelling full 554 Matt Alder Karen Eber, CEO of the Eber Leadership Group, talks to Matt Alder Regular listeners will know just how essential I believe it is for talent acquisition to learn the art and science of storytelling. Being able to craft stories that resonate isn't just part of effective recruitment marketing; it is vital to building internal stakeholder engagement and developing more influence to move TA up the corporate strategic value chain. So why is effective storytelling so powerful, and how can we all build our skills in this area? My guest this week is Karen Eber, CEO of the Eber Leadership Group and author of a new book called The Perfect Story: How to Tell Stories That Inform, Influence and Inspire. The book deals with the science and structure of good storytelling in business and is full of advice that can help everyone tell more powerful and engaging stories. In the interview, we discuss: What happens to your brain when you listen to stories? Being memorable and engaging Why business storytelling is so important Understanding your audience Conflict as fuel to drive the narrative Telling stories with data Context, Conflict, Outcome and Takeaway How do you know if your story is resonating? AI and storytelling Listen to this podcast in Apple Podcasts. Regular listeners will know just how essential I believe it is for talent acquisition to learn the art and science of storytelling. Being able to craft stories that resonate isn't just part of effective recruitment marketing; it is vital to building internal stakeholder engagement and developing more influence to move TA up the corporate strategic value chain.


So why is effective storytelling so powerful, and how can we all build our skills in this area?


My guest this week is Karen Eber, CEO of the Eber Leadership Group and author of a new book called The Perfect Story: How to Tell Stories That Inform, Influence and Inspire. The book deals with the science and structure of good storytelling in business and is full of advice that can help everyone tell more powerful and engaging stories.


In the interview, we discuss:


  • What happens to your brain when you listen to stories?


  • Being memorable and engaging


  • Why business storytelling is so important


  • Understanding your audience


  • Conflict as fuel to drive the narrative


  • Telling stories with data


  • Context, Conflict, Outcome and Takeaway


  • How do you know if your story is resonating?


  • AI and storytelling


Listen to this podcast in Apple Podcasts.

]]> 1538 no Ep 553: The Strategic Value of Talent Acquisition https://recruitingfuture.com The talent acquisition landscape is changing rapidly. 2024 has been difficult for many people in the profession, with many layoffs and an incredibly tough job market for recruiters. At the same time, advances in AI and automation technologies are driving types of change that we couldn't have imagined a few years ago, and post-pandemic labour shortages are still a reality in many talent markets. All this disruption is forcing employers to think differently about jobs, work, skills and recruiting, creating an incredible opportunity for talent acquisition to illustrate its long-term value to the business. So what role does TA play in the future, and how can TA leaders prove its strategic value when many of their teams are being downsized? My guest this week is Jessica Zwaan, COO at Whereby. Jessica is a cutting-edge HR thinker and has written a book detailing how People Ops should be run using product management principles. In our conversation, we talk about the future role of TA, and Jessica offers practical advice on how TA leaders can prove their strategic value. In the interview, we discuss: Talent market challenges Building a people team like a product team Work as a subscription model Output metrics and funnel thinking Why businesses cutting TA teams are getting it wrong Building tools and products for the employee subscription lifecycle The shortcoming of working in silos Closing the gaps between TA and People Ops Can existing HR functions evolve towards this model? A COO's advice to TA Leaders on proving their strategic value What TA can learn from marketing The impact of AI and what the future might look like Listen to this podcast in Apple Podcasts. Wed, 20 Sep 2023 21:30:00 -0000 The Strategic Value of Talent Acquisition full 553 Matt Alder Jessica Zwaan, COO at Whereby, talks to Matt Alder The talent acquisition landscape is changing rapidly. 2024 has been difficult for many people in the profession, with many layoffs and an incredibly tough job market for recruiters. At the same time, advances in AI and automation technologies are driving types of change that we couldn't have imagined a few years ago, and post-pandemic labour shortages are still a reality in many talent markets. All this disruption is forcing employers to think differently about jobs, work, skills and recruiting, creating an incredible opportunity for talent acquisition to illustrate its long-term value to the business. So what role does TA play in the future, and how can TA leaders prove its strategic value when many of their teams are being downsized? My guest this week is Jessica Zwaan, COO at Whereby. Jessica is a cutting-edge HR thinker and has written a book detailing how People Ops should be run using product management principles. In our conversation, we talk about the future role of TA, and Jessica offers practical advice on how TA leaders can prove their strategic value. In the interview, we discuss: Talent market challenges Building a people team like a product team Work as a subscription model Output metrics and funnel thinking Why businesses cutting TA teams are getting it wrong Building tools and products for the employee subscription lifecycle The shortcoming of working in silos Closing the gaps between TA and People Ops Can existing HR functions evolve towards this model? A COO's advice to TA Leaders on proving their strategic value What TA can learn from marketing The impact of AI and what the future might look like Listen to this podcast in Apple Podcasts. The talent acquisition landscape is changing rapidly. 2024 has been difficult for many people in the profession, with many layoffs and an incredibly tough job market for recruiters. At the same time, advances in AI and automation technologies are driving types of change that we couldn't have imagined a few years ago, and post-pandemic labour shortages are still a reality in many talent markets.


All this disruption is forcing employers to think differently about jobs, work, skills and recruiting, creating an incredible opportunity for talent acquisition to illustrate its long-term value to the business. So what role does TA play in the future, and how can TA leaders prove its strategic value when many of their teams are being downsized?


My guest this week is Jessica Zwaan, COO at Whereby. Jessica is a cutting-edge HR thinker and has written a book detailing how People Ops should be run using product management principles. In our conversation, we talk about the future role of TA, and Jessica offers practical advice on how TA leaders can prove their strategic value.


In the interview, we discuss:


  • Talent market challenges


  • Building a people team like a product team


  • Work as a subscription model


  • Output metrics and funnel thinking


  • Why businesses cutting TA teams are getting it wrong


  • Building tools and products for the employee subscription lifecycle


  • The shortcoming of working in silos


  • Closing the gaps between TA and People Ops


  • Can existing HR functions evolve towards this model?


  • A COO's advice to TA Leaders on proving their strategic value


  • What TA can learn from marketing


  • The impact of AI and what the future might look like



Listen to this podcast in Apple Podcasts.

]]> 1822 no Ep 552: Hiring Innovation in LATAM and Asia https://recruitingfuture.com If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition. In episodes 551 and 552, I'm diving deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future.  My second guest in this mini-series is Max Armbruster, CEO at Talkpush. Max does extensive work around high-volume hiring in Latin America and Asia. Technology is driving innovation for different reasons in these markets than in the US and Europe, and Max has some deep insights into how hiring is developing and where things are heading. In the interview, we discuss: The hiring market beyond the US and Europe Automation to reduce recruiter numbers and broaden talent pools Emerging markets and future economic powerhouses Cost per hire How AI improves the quality of hire The impact of the accessibility and affordability of AI Communication channels and candidate experience Developing local toolkits Advice to employers hiring remotely in these markets What's the future for recruiters? Listen to this podcast on Apple Podcasts. Mon, 18 Sep 2023 11:00:00 -0000 Hiring Innovation in LATAM and Asia full 552 Matt Alder Max Armbruster, CEO at Talkpush, talks to Matt Alder If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition. In episodes 551 and 552, I'm diving deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future.  My second guest in this mini-series is Max Armbruster, CEO at Talkpush. Max does extensive work around high-volume hiring in Latin America and Asia. Technology is driving innovation for different reasons in these markets than in the US and Europe, and Max has some deep insights into how hiring is developing and where things are heading. In the interview, we discuss: The hiring market beyond the US and Europe Automation to reduce recruiter numbers and broaden talent pools Emerging markets and future economic powerhouses Cost per hire How AI improves the quality of hire The impact of the accessibility and affordability of AI Communication channels and candidate experience Developing local toolkits Advice to employers hiring remotely in these markets What's the future for recruiters? Listen to this podcast on Apple Podcasts. If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition.


In episodes 551 and 552, I'm diving deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future. 


My second guest in this mini-series is Max Armbruster, CEO at Talkpush. Max does extensive work around high-volume hiring in Latin America and Asia. Technology is driving innovation for different reasons in these markets than in the US and Europe, and Max has some deep insights into how hiring is developing and where things are heading.


In the interview, we discuss:


  • The hiring market beyond the US and Europe


  • Automation to reduce recruiter numbers and broaden talent pools


  • Emerging markets and future economic powerhouses


  • Cost per hire


  • How AI improves the quality of hire


  • The impact of the accessibility and affordability of AI


  • Communication channels and candidate experience


  • Developing local toolkits


  • Advice to employers hiring remotely in these markets


  • What's the future for recruiters?



Listen to this podcast on Apple Podcasts.

]]> 1546 no Ep 551: Interviewerless Interviewing https://recruitingfuture.com If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition. Over the next two episodes, I will dive deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future.  My first guest is Stephane Rivard, CEO and Co-Founder of Hiring Branch. Several Hiring Branch's customers have used technology to move away from human interviews completely. Stephane talks us through the results they are getting and the implications for the future of talent acquisition. In the interview, we discuss: Is recruiting automation gaining traction? Predicting job performance via scenario-driven assessment Previewing the work and showcasing skills Removing bias Will this approach spread beyond high volume? Hiring within 24 hours Selling the role and organization Improving the quality of hire Resources, efficiencies, budgets, legislation and regulation Recruiter career prospects and advice to TA leaders Listen to this podcast in Apple Podcasts. Sun, 17 Sep 2023 14:21:00 -0000 Interviewerless Interviewing full 551 Matt Alder Stephane Rivard, CEO and Co-Founder of Hiring Branch, talks to Matt Alder If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition. Over the next two episodes, I will dive deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future.  My first guest is Stephane Rivard, CEO and Co-Founder of Hiring Branch. Several Hiring Branch's customers have used technology to move away from human interviews completely. Stephane talks us through the results they are getting and the implications for the future of talent acquisition. In the interview, we discuss: Is recruiting automation gaining traction? Predicting job performance via scenario-driven assessment Previewing the work and showcasing skills Removing bias Will this approach spread beyond high volume? Hiring within 24 hours Selling the role and organization Improving the quality of hire Resources, efficiencies, budgets, legislation and regulation Recruiter career prospects and advice to TA leaders Listen to this podcast in Apple Podcasts. If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition.


Over the next two episodes, I will dive deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future. 


My first guest is Stephane Rivard, CEO and Co-Founder of Hiring Branch. Several Hiring Branch's customers have used technology to move away from human interviews completely. Stephane talks us through the results they are getting and the implications for the future of talent acquisition.


In the interview, we discuss:


  • Is recruiting automation gaining traction?


  • Predicting job performance via scenario-driven assessment


  • Previewing the work and showcasing skills


  • Removing bias


  • Will this approach spread beyond high volume?


  • Hiring within 24 hours


  • Selling the role and organization


  • Improving the quality of hire


  • Resources, efficiencies, budgets, legislation and regulation


  • Recruiter career prospects and advice to TA leaders


Listen to this podcast in Apple Podcasts.

]]> 1506 no Ep 550: Promotion, Motivation, Commitment and Retention https://recruitingfuture.com Attitudes to work are more complex and varied than ever, making identifying trends and patterns harder. There are currently critical questions around retention and productivity that employers need to understand. So, how can we make sense of our ever more complex motivational drivers and attitudes to work? ADP have access to massive human capital management datasets, and by combining this data with qualitative research, the ADP Research Institute is helping to shine a light on complex questions about work. ADP Research Institute has recently launched a new quarterly workforce report called Today At Work, and my guest this week is Ben Hanowell, their Director of People Analytics Research. As well as looking at patterns in worker sentiment, the report has revealed a surprising inverse relationship between promotion and retention. In the interview, we discuss: Using data to make sense of the labor market The vital importance of retention The Employee Motivation and Commitment Index The impact of promotion on retention Implications for talent acquisition Why having a good bench is important Individual contributors vs. manager Why career development doesn't end with promotion Motivation and commitment are a state, not a trait. Listen to this podcast on Apple Podcast. Fri, 15 Sep 2023 21:15:00 -0000 Promotion, Motivation, Commitment and Retention full 550 Matt Alder Ben Hanowell, Director of People Analytics Research at ADP Research Institute talks to Matt Alder Attitudes to work are more complex and varied than ever, making identifying trends and patterns harder. There are currently critical questions around retention and productivity that employers need to understand. So, how can we make sense of our ever more complex motivational drivers and attitudes to work? ADP have access to massive human capital management datasets, and by combining this data with qualitative research, the ADP Research Institute is helping to shine a light on complex questions about work. ADP Research Institute has recently launched a new quarterly workforce report called Today At Work, and my guest this week is Ben Hanowell, their Director of People Analytics Research. As well as looking at patterns in worker sentiment, the report has revealed a surprising inverse relationship between promotion and retention. In the interview, we discuss: Using data to make sense of the labor market The vital importance of retention The Employee Motivation and Commitment Index The impact of promotion on retention Implications for talent acquisition Why having a good bench is important Individual contributors vs. manager Why career development doesn't end with promotion Motivation and commitment are a state, not a trait. Listen to this podcast on Apple Podcast. Attitudes to work are more complex and varied than ever, making identifying trends and patterns harder. There are currently critical questions around retention and productivity that employers need to understand. So, how can we make sense of our ever more complex motivational drivers and attitudes to work?


ADP have access to massive human capital management datasets, and by combining this data with qualitative research, the ADP Research Institute is helping to shine a light on complex questions about work.


ADP Research Institute has recently launched a new quarterly workforce report called Today At Work, and my guest this week is Ben Hanowell, their Director of People Analytics Research. As well as looking at patterns in worker sentiment, the report has revealed a surprising inverse relationship between promotion and retention.


In the interview, we discuss:


  • Using data to make sense of the labor market


  • The vital importance of retention


  • The Employee Motivation and Commitment Index


  • The impact of promotion on retention


  • Implications for talent acquisition


  • Why having a good bench is important


  • Individual contributors vs. manager


  • Why career development doesn't end with promotion


  • Motivation and commitment are a state, not a trait.



Listen to this podcast on Apple Podcast.

]]> 1306 no Ep 549: Rethinking Work, Jobs and Recruiting https://recruitingfuture.com The way we describe work and jobs is mostly by long-standing assumptions that have been in place since the Industrial Revolution. The world is now a very different place, and the employers breaking free of our ingrained mindsets around jobs and recruiting are giving themselves considerable talent market advantage. My guest this week is one of my favourite thinkers around the reinvention of work. Dart Lindsley is Strategic Advisor for People Experience at Google. Dart believes that rather than being seen as resources or units of production, employees are actually customers of a product we call work. There are some vast implications for talent acquisition here, and this is a must-listen for anyone developing a strategic plan for the future. In the interview, we discuss: How we should be looking at work The legacies of the industrial age A multi-sided business Business architecture Employees as customers, not as units of production The implications for HR Bringing marketing thinking to HR Market research, product market fit and route to market Work as a subscription model A land and expand sales motion Job to be done theory How do recruitment marketing and employer branding need to evolve A different data model for describing work The implications of AI What does the future look like? Listen to this podcast on Apple Podcasts. Wed, 13 Sep 2023 18:56:00 -0000 Rethinking Work, Jobs and Recruiting full 549 Matt Alder Dart Lindsley, Strategic Advisor for People Experience at Google, talks to Matt Alder The way we describe work and jobs is mostly by long-standing assumptions that have been in place since the Industrial Revolution. The world is now a very different place, and the employers breaking free of our ingrained mindsets around jobs and recruiting are giving themselves considerable talent market advantage. My guest this week is one of my favourite thinkers around the reinvention of work. Dart Lindsley is Strategic Advisor for People Experience at Google. Dart believes that rather than being seen as resources or units of production, employees are actually customers of a product we call work. There are some vast implications for talent acquisition here, and this is a must-listen for anyone developing a strategic plan for the future. In the interview, we discuss: How we should be looking at work The legacies of the industrial age A multi-sided business Business architecture Employees as customers, not as units of production The implications for HR Bringing marketing thinking to HR Market research, product market fit and route to market Work as a subscription model A land and expand sales motion Job to be done theory How do recruitment marketing and employer branding need to evolve A different data model for describing work The implications of AI What does the future look like? Listen to this podcast on Apple Podcasts. The way we describe work and jobs is mostly by long-standing assumptions that have been in place since the Industrial Revolution. The world is now a very different place, and the employers breaking free of our ingrained mindsets around jobs and recruiting are giving themselves considerable talent market advantage.


My guest this week is one of my favourite thinkers around the reinvention of work. Dart Lindsley is Strategic Advisor for People Experience at Google. Dart believes that rather than being seen as resources or units of production, employees are actually customers of a product we call work. There are some vast implications for talent acquisition here, and this is a must-listen for anyone developing a strategic plan for the future.


In the interview, we discuss:


  • How we should be looking at work


  • The legacies of the industrial age


  • A multi-sided business


  • Business architecture


  • Employees as customers, not as units of production


  • The implications for HR


  • Bringing marketing thinking to HR


  • Market research, product market fit and route to market


  • Work as a subscription model


  • A land and expand sales motion


  • Job to be done theory


  • How do recruitment marketing and employer branding need to evolve


  • A different data model for describing work


  • The implications of AI


  • What does the future look like?


Listen to this podcast on Apple Podcasts.

]]> 2362 no Ep 548: Rethinking Background Checks https://recruitingfuture.com We've featured several employers on the show with recruiting strategies focusing on hiring people with criminal histories. All of these employers have spoken about the benefits for the people they hire, the benefits they get from reaching new talent pools, and the benefits for society as a whole.  Despite this growing list of case studies, several misconceptions about hiring people who have been involved with the criminal justice system are holding many employers back. My guest this week is Shawn Bushway, a professor at the University at Albany and a researcher at RAND Corporation. Shawn has built a body of research on the impact of criminal background checks on employment, and his work informed the current standards of the EEOC. He now helps employers revise their background check policies to better reflect the science about re-offending and become compliant with EEOC guidance. In the interview, we discuss: How background checks have evolved Ban the box How the tightness of the labor market dictates employers' attitudes Common misconceptions The myth around recidivism Overestimating the level of risk Why crime type is irrelevant Making factually informed decisions Avoiding false positives Age, time, and number The role of government in creating practical, useable incentives to hire people with criminal histories Listen to this podcast on Apple Podcasts Fri, 08 Sep 2023 22:23:00 -0000 Rethinking Background Checks full 548 Matt Alder Shawn Bushway, a professor at the University at Albany and researcher at RAND Corporation talks to Matt Alder We've featured several employers on the show with recruiting strategies focusing on hiring people with criminal histories. All of these employers have spoken about the benefits for the people they hire, the benefits they get from reaching new talent pools, and the benefits for society as a whole.  Despite this growing list of case studies, several misconceptions about hiring people who have been involved with the criminal justice system are holding many employers back. My guest this week is Shawn Bushway, a professor at the University at Albany and a researcher at RAND Corporation. Shawn has built a body of research on the impact of criminal background checks on employment, and his work informed the current standards of the EEOC. He now helps employers revise their background check policies to better reflect the science about re-offending and become compliant with EEOC guidance. In the interview, we discuss: How background checks have evolved Ban the box How the tightness of the labor market dictates employers' attitudes Common misconceptions The myth around recidivism Overestimating the level of risk Why crime type is irrelevant Making factually informed decisions Avoiding false positives Age, time, and number The role of government in creating practical, useable incentives to hire people with criminal histories Listen to this podcast on Apple Podcasts We've featured several employers on the show with recruiting strategies focusing on hiring people with criminal histories. All of these employers have spoken about the benefits for the people they hire, the benefits they get from reaching new talent pools, and the benefits for society as a whole. 


Despite this growing list of case studies, several misconceptions about hiring people who have been involved with the criminal justice system are holding many employers back.


My guest this week is Shawn Bushway, a professor at the University at Albany and a researcher at RAND Corporation. Shawn has built a body of research on the impact of criminal background checks on employment, and his work informed the current standards of the EEOC. He now helps employers revise their background check policies to better reflect the science about re-offending and become compliant with EEOC guidance.


In the interview, we discuss:


  • How background checks have evolved


  • Ban the box


  • How the tightness of the labor market dictates employers' attitudes


  • Common misconceptions


  • The myth around recidivism


  • Overestimating the level of risk


  • Why crime type is irrelevant


  • Making factually informed decisions


  • Avoiding false positives


  • Age, time, and number


  • The role of government in creating practical, useable incentives to hire people with criminal histories


Listen to this podcast on Apple Podcasts

]]> 1646 no Ep 547: Generative AI - A Deep Dive https://recruitingfuture.com It has been an extraordinary year for technology. We can all broadly agree that the effect of generative AI will be transformational for talent acquisition, but how can we separate the hype from the reality to know where to focus in the short term and how to plan for a much-changed future? With so much noise and minimal signal in the discussion about AI, I thought the best way to get a grip on everything was to talk to a genuine AI thought leader. My guest this week is Jon Krohn, host of the SuperDataScience Podcast, Best Selling Author, and Chief Data Scientist at TA start-up Nebula. Jon was on the show back in 2019 and gave us a primer on AI that was so good people are still listening to now. This time, he is doing a deep dive into generative AI, giving us some history, explaining the current reality, and outlining the radical potential for the future. This conversation was eye-opening for me, and it is a compulsory listen for everyone working in Talent Acquisition. In the interview, we discuss: Developments in AI over the last three years Hype v Impact The development of the transformer architecture that facilitates ChatGPT Why the jump from ChatGPT 3.5 to ChatGPT 4 was incredibly significant Is artificial general intelligence possible in our lifetimes? Other notable examples of Large Language Models The immediate implications for Talent Acquisition How LLMs will supercharge vendor innovation The importance of TA Leaders embracing AI Are we heading towards a utopia or a dystopia? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. Tue, 05 Sep 2023 21:17:00 -0000 Generative AI - A Deep Dive full 547 Matt Alder Jon Krohn, host of the SuperDataScience Podcast, Best Selling Author and Chief Data Scientist at TA start-up Nebula, talks to Matt Alder It has been an extraordinary year for technology. We can all broadly agree that the effect of generative AI will be transformational for talent acquisition, but how can we separate the hype from the reality to know where to focus in the short term and how to plan for a much-changed future? With so much noise and minimal signal in the discussion about AI, I thought the best way to get a grip on everything was to talk to a genuine AI thought leader. My guest this week is Jon Krohn, host of the SuperDataScience Podcast, Best Selling Author, and Chief Data Scientist at TA start-up Nebula. Jon was on the show back in 2019 and gave us a primer on AI that was so good people are still listening to now. This time, he is doing a deep dive into generative AI, giving us some history, explaining the current reality, and outlining the radical potential for the future. This conversation was eye-opening for me, and it is a compulsory listen for everyone working in Talent Acquisition. In the interview, we discuss: Developments in AI over the last three years Hype v Impact The development of the transformer architecture that facilitates ChatGPT Why the jump from ChatGPT 3.5 to ChatGPT 4 was incredibly significant Is artificial general intelligence possible in our lifetimes? Other notable examples of Large Language Models The immediate implications for Talent Acquisition How LLMs will supercharge vendor innovation The importance of TA Leaders embracing AI Are we heading towards a utopia or a dystopia? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. It has been an extraordinary year for technology. We can all broadly agree that the effect of generative AI will be transformational for talent acquisition, but how can we separate the hype from the reality to know where to focus in the short term and how to plan for a much-changed future?


With so much noise and minimal signal in the discussion about AI, I thought the best way to get a grip on everything was to talk to a genuine AI thought leader.


My guest this week is Jon Krohn, host of the SuperDataScience Podcast, Best Selling Author, and Chief Data Scientist at TA start-up Nebula. Jon was on the show back in 2019 and gave us a primer on AI that was so good people are still listening to now. This time, he is doing a deep dive into generative AI, giving us some history, explaining the current reality, and outlining the radical potential for the future.


This conversation was eye-opening for me, and it is a compulsory listen for everyone working in Talent Acquisition.


In the interview, we discuss:


  • Developments in AI over the last three years


  • Hype v Impact


  • The development of the transformer architecture that facilitates ChatGPT


  • Why the jump from ChatGPT 3.5 to ChatGPT 4 was incredibly significant


  • Is artificial general intelligence possible in our lifetimes?


  • Other notable examples of Large Language Models


  • The immediate implications for Talent Acquisition


  • How LLMs will supercharge vendor innovation


  • The importance of TA Leaders embracing AI


  • Are we heading towards a utopia or a dystopia?


Listen to this podcast in Apple Podcasts.


A full transcript will appear here shortly.

]]> 2649 no Round Up August 2023 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. This Round Up episode also features a short interview with Clive Meyers, Director of Public Sector Strategy at Indeed, talking about some up coming events to support refugees across Europe Episode mentioned in this Round Up: Ep 537: Strategic Workforce Planning Ep 538: The Rise Of Short-Form Video Ep 539: Building TA Technology Strategies Ep 540: AI & Recruitment Marketing Ep 541: The Skills-Based Revolution Ep 542: Building A Global TA Strategy Ep 543: Hiring At Speed And Scale Ep 544: Transforming TA Teams Ep 545: Using AI Strategically Ep 546: Transforming Frontline Hiring Listen to this podcast in Apple Podcasts Sun, 03 Sep 2023 14:12:00 -0000 Round Up August 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during August 2023. Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. This Round Up episode also features a short interview with Clive Meyers, Director of Public Sector Strategy at Indeed, talking about some up coming events to support refugees across Europe Episode mentioned in this Round Up: Ep 537: Strategic Workforce Planning Ep 538: The Rise Of Short-Form Video Ep 539: Building TA Technology Strategies Ep 540: AI & Recruitment Marketing Ep 541: The Skills-Based Revolution Ep 542: Building A Global TA Strategy Ep 543: Hiring At Speed And Scale Ep 544: Transforming TA Teams Ep 545: Using AI Strategically Ep 546: Transforming Frontline Hiring Listen to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


This Round Up episode also features a short interview with Clive Meyers, Director of Public Sector Strategy at Indeed, talking about some up coming events to support refugees across Europe


Episode mentioned in this Round Up:


Ep 537: Strategic Workforce Planning


Ep 538: The Rise Of Short-Form Video


Ep 539: Building TA Technology Strategies


Ep 540: AI & Recruitment Marketing


Ep 541: The Skills-Based Revolution


Ep 542: Building A Global TA Strategy


Ep 543: Hiring At Speed And Scale


Ep 544: Transforming TA Teams


Ep 545: Using AI Strategically


Ep 546: Transforming Frontline Hiring


Listen to this podcast in Apple Podcasts

]]> 1569 no Ep 545: Using AI Strategically https://recruitingfuture.com Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the third of three podcast episodes where I will be sharing them. Talk about generative AI is everywhere, but most of the conversation is either inflating the hype or dealing with highly tactical short-term techniques and use cases. So, how can TA Leaders think about AI strategically to embrace current opportunities and plan effectively for the future? My next RecFest guest is Ben Handyside, Director of Talent Acquisition EMEA at Colliers International. Colliers have recognized that ChatGPT was already being used by many people within their organization and are harnessing the advantages to boat innovation and make TA a key strategic driver of value. In the interview, we discuss: Challenging barriers and boundaries to access new talent The forces driving change in TA TA as a strategic enabler Acknowledging AI utilization, understanding the risk, and establishing guidelines The risk of doing versus the risk of not doing Use cases and experimentation. Creating more time for human interactions Managing adoption Planning for the AI-driven future Understanding the problem you are trying to solve. Speed as a strategic lever Advice to TA Leaders What will the role of the recruiter be like in ten years? Listen to this podcast on Apple Podcasts. Wed, 30 Aug 2023 20:34:00 -0000 Using AI Strategically full 545 Matt Alder Ben Handyside, Director of Talent Acquisition EMEA at Colliers International, talks to Matt Alder Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the third of three podcast episodes where I will be sharing them. Talk about generative AI is everywhere, but most of the conversation is either inflating the hype or dealing with highly tactical short-term techniques and use cases. So, how can TA Leaders think about AI strategically to embrace current opportunities and plan effectively for the future? My next RecFest guest is Ben Handyside, Director of Talent Acquisition EMEA at Colliers International. Colliers have recognized that ChatGPT was already being used by many people within their organization and are harnessing the advantages to boat innovation and make TA a key strategic driver of value. In the interview, we discuss: Challenging barriers and boundaries to access new talent The forces driving change in TA TA as a strategic enabler Acknowledging AI utilization, understanding the risk, and establishing guidelines The risk of doing versus the risk of not doing Use cases and experimentation. Creating more time for human interactions Managing adoption Planning for the AI-driven future Understanding the problem you are trying to solve. Speed as a strategic lever Advice to TA Leaders What will the role of the recruiter be like in ten years? Listen to this podcast on Apple Podcasts. Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the third of three podcast episodes where I will be sharing them.


Talk about generative AI is everywhere, but most of the conversation is either inflating the hype or dealing with highly tactical short-term techniques and use cases. So, how can TA Leaders think about AI strategically to embrace current opportunities and plan effectively for the future?


My next RecFest guest is Ben Handyside, Director of Talent Acquisition EMEA at Colliers International. Colliers have recognized that ChatGPT was already being used by many people within their organization and are harnessing the advantages to boat innovation and make TA a key strategic driver of value.


In the interview, we discuss:


  • Challenging barriers and boundaries to access new talent


  • The forces driving change in TA


  • TA as a strategic enabler


  • Acknowledging AI utilization, understanding the risk, and establishing guidelines


  • The risk of doing versus the risk of not doing


  • Use cases and experimentation.


  • Creating more time for human interactions


  • Managing adoption


  • Planning for the AI-driven future


  • Understanding the problem you are trying to solve.


  • Speed as a strategic lever


  • Advice to TA Leaders


  • What will the role of the recruiter be like in ten years?



Listen to this podcast on Apple Podcasts.

]]> 1349 no Ep 544: Transforming TA Teams https://recruitingfuture.com/ Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the second of three podcast episodes where I will be sharing them. It's an unprecedented time of disruption in talent acquisition. Economics, demographics, and technology are driving seismic shifts in how companies think about hiring. With the pace of change continuing to increase, the most successful TA functions will be the ones that adapt the quickest. My second RecFest guests are Lindsey Stone, Group Head of Talent Attraction & Resourcing at Greene King, and Eric Houwen, Head of Talent Acquisition & Employer Branding at Deloitte in The Netherlands. Although they work for two very different types of business, there are a lot of interesting commonalities in Eric and Lindsey's approach to TA transformation. In the interview, we discuss: The forces driving change in TA Employability and Social Mobility Shifting workforces Evolving talent acquisition What skills does a TA team now need? Developing a consultative approach Positioning TA to drive value for the business The role of technology How do you take your people with you? What will the role of the recruiter be in 10 years? Listen to this podcast on Apple Podcasts. Fri, 25 Aug 2023 14:00:00 -0000 Transforming TA Teams full 544 Matt Alder Lindsey Stone, Group Head of Talent Attraction & Resourcing at Greene King and Eric Houwen, Head of Talent Acquisition & Employer Branding at Deloitte, talk to Matt Alder Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the second of three podcast episodes where I will be sharing them. It's an unprecedented time of disruption in talent acquisition. Economics, demographics, and technology are driving seismic shifts in how companies think about hiring. With the pace of change continuing to increase, the most successful TA functions will be the ones that adapt the quickest. My second RecFest guests are Lindsey Stone, Group Head of Talent Attraction & Resourcing at Greene King, and Eric Houwen, Head of Talent Acquisition & Employer Branding at Deloitte in The Netherlands. Although they work for two very different types of business, there are a lot of interesting commonalities in Eric and Lindsey's approach to TA transformation. In the interview, we discuss: The forces driving change in TA Employability and Social Mobility Shifting workforces Evolving talent acquisition What skills does a TA team now need? Developing a consultative approach Positioning TA to drive value for the business The role of technology How do you take your people with you? What will the role of the recruiter be in 10 years? Listen to this podcast on Apple Podcasts. Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the second of three podcast episodes where I will be sharing them.


It's an unprecedented time of disruption in talent acquisition. Economics, demographics, and technology are driving seismic shifts in how companies think about hiring. With the pace of change continuing to increase, the most successful TA functions will be the ones that adapt the quickest.


My second RecFest guests are Lindsey Stone, Group Head of Talent Attraction & Resourcing at Greene King, and Eric Houwen, Head of Talent Acquisition & Employer Branding at Deloitte in The Netherlands. Although they work for two very different types of business, there are a lot of interesting commonalities in Eric and Lindsey's approach to TA transformation.


In the interview, we discuss:


  • The forces driving change in TA


  • Employability and Social Mobility


  • Shifting workforces


  • Evolving talent acquisition


  • What skills does a TA team now need?


  • Developing a consultative approach


  • Positioning TA to drive value for the business


  • The role of technology


  • How do you take your people with you?


  • What will the role of the recruiter be in 10 years?



Listen to this podcast on Apple Podcasts.

]]> 1512 no Ep 543: Hiring At Speed And Scale https://recruitingfuture.com Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the first of three podcast episodes where I will be sharing them. Hiring for frontline retail positions has always been a challenge, but since the pandemic, it is a challenge that has increased exponentially. So how does an expanding retail group fill 30,000 roles a year at pace while ensuring a high-quality candidate experience that reflects the fact that their candidates are literally their customers? My first RecFest guest is Adam Reynolds, Head of Talent at Frasers Group. Frasers Group is a multi-brand international retail chain, and Adam and his team have used technology to transform their TA strategy to meet the needs of the business in a very tough talent market. In the interview, we discuss: Recruiting challenges Growing hiring exponentially Urgency, pace, and velocity Getting stakeholder buy-in Quality communication at scale Automation without being robotic Storytelling The fundamental role of technology Ratios and data Talent pooling silver medallists How will the role of the recruiter evolve in an AI-driven future? Listen to this podcast on Apple Podcasts. Thu, 24 Aug 2023 21:24:00 -0000 Hiring At Speed And Scale full 543 Matt Alder Adam Reynolds, Head of Talent at Frasers Group, talks to Matt Alder Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the first of three podcast episodes where I will be sharing them. Hiring for frontline retail positions has always been a challenge, but since the pandemic, it is a challenge that has increased exponentially. So how does an expanding retail group fill 30,000 roles a year at pace while ensuring a high-quality candidate experience that reflects the fact that their candidates are literally their customers? My first RecFest guest is Adam Reynolds, Head of Talent at Frasers Group. Frasers Group is a multi-brand international retail chain, and Adam and his team have used technology to transform their TA strategy to meet the needs of the business in a very tough talent market. In the interview, we discuss: Recruiting challenges Growing hiring exponentially Urgency, pace, and velocity Getting stakeholder buy-in Quality communication at scale Automation without being robotic Storytelling The fundamental role of technology Ratios and data Talent pooling silver medallists How will the role of the recruiter evolve in an AI-driven future? Listen to this podcast on Apple Podcasts. Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the first of three podcast episodes where I will be sharing them.


Hiring for frontline retail positions has always been a challenge, but since the pandemic, it is a challenge that has increased exponentially. So how does an expanding retail group fill 30,000 roles a year at pace while ensuring a high-quality candidate experience that reflects the fact that their candidates are literally their customers?


My first RecFest guest is Adam Reynolds, Head of Talent at Frasers Group. Frasers Group is a multi-brand international retail chain, and Adam and his team have used technology to transform their TA strategy to meet the needs of the business in a very tough talent market.


In the interview, we discuss:


  • Recruiting challenges


  • Growing hiring exponentially


  • Urgency, pace, and velocity


  • Getting stakeholder buy-in


  • Quality communication at scale


  • Automation without being robotic


  • Storytelling


  • The fundamental role of technology


  • Ratios and data


  • Talent pooling silver medallists


  • How will the role of the recruiter evolve in an AI-driven future?



Listen to this podcast on Apple Podcasts.

]]> 1355 no Ep 542: Building A Global TA Strategy https://recruitingfuture.com Being a Global Head of TA in 2023 is highly challenging. Dealing with disrupted talent markets and global hiring nuances while building a consistent approach to candidate experience and stakeholder relations and keeping on top of emerging technology trends is complex, to say the least.  My guest this week is Chet Ritchie, VP of Global Talent Acquisition at Manulife. Chet is driving a TA strategy based on transparent relationship management and a core, common, and custom approach to the critical elements of recruiting and employer branding.  In the interview, we discuss: Demographic shifts and talent market dynamics The importance of hiring manager and stakeholder relations A personalized and engaging candidate experience Providing feedback throughout the process Structuring a global team Core, Common, and Custom The role of technology Showing humanity through the recruiting process Leveraging data for talent intelligence and process optimization What does the future of TA look like Listen to this podcast on Apple Podcasts. Fri, 18 Aug 2023 19:28:00 -0000 Building A Global TA Strategy full 542 Matt Alder Chet Ritchie, VP of Global Talent Acquisition at Manulife, talks to Matt Alder Being a Global Head of TA in 2023 is highly challenging. Dealing with disrupted talent markets and global hiring nuances while building a consistent approach to candidate experience and stakeholder relations and keeping on top of emerging technology trends is complex, to say the least.  My guest this week is Chet Ritchie, VP of Global Talent Acquisition at Manulife. Chet is driving a TA strategy based on transparent relationship management and a core, common, and custom approach to the critical elements of recruiting and employer branding.  In the interview, we discuss: Demographic shifts and talent market dynamics The importance of hiring manager and stakeholder relations A personalized and engaging candidate experience Providing feedback throughout the process Structuring a global team Core, Common, and Custom The role of technology Showing humanity through the recruiting process Leveraging data for talent intelligence and process optimization What does the future of TA look like Listen to this podcast on Apple Podcasts. Being a Global Head of TA in 2023 is highly challenging. Dealing with disrupted talent markets and global hiring nuances while building a consistent approach to candidate experience and stakeholder relations and keeping on top of emerging technology trends is complex, to say the least. 


My guest this week is Chet Ritchie, VP of Global Talent Acquisition at Manulife. Chet is driving a TA strategy based on transparent relationship management and a core, common, and custom approach to the critical elements of recruiting and employer branding. 


In the interview, we discuss:


  • Demographic shifts and talent market dynamics


  • The importance of hiring manager and stakeholder relations


  • A personalized and engaging candidate experience


  • Providing feedback throughout the process


  • Structuring a global team


  • Core, Common, and Custom


  • The role of technology


  • Showing humanity through the recruiting process


  • Leveraging data for talent intelligence and process optimization


  • What does the future of TA look like


Listen to this podcast on Apple Podcasts.

]]> 1296 no Ep 541: The Skills-Based Revolution https://recruitingfuture.com The skills-based organization and skills-based hiring have been talked about for several years now. Despite this, many employers are yet to start a shift towards skills or are still at a very early stage of the process. So why is being skilled-based so important, and what are the implications for companies that haven't yet started a transition towards skills-based hiring and talent management? Is this another HR fad or a critical re-imagining of how we think about talent in a world of continued disruptive change? My guest this week is David Blake, CEO of Degreed, a skills-based learning and development technology platform. David is a passionate advocate for the advantages that skills-based organizations will have in our AI-driven future of work. In the interview, we discuss: Why is a skilled-based approach so important, and how does it translate into business success? Job titles are not the same as skills. Getting the best out of people Jailbreaking the college degree. Skills versus qualifications and experience Evolving the recruiting process to hire for skills Reskilling and upskilling Why the skills gap will continue to get bigger and bigger In demand skills Thinking differently about talent How will AI define the future of work? Listen to this podcast on Apple Podcasts. Thu, 17 Aug 2023 16:24:00 -0000 The Skills-Based Revolution full 541 Matt Alder David Blake, CEO of Degreed, talks to Matt Alder The skills-based organization and skills-based hiring have been talked about for several years now. Despite this, many employers are yet to start a shift towards skills or are still at a very early stage of the process. So why is being skilled-based so important, and what are the implications for companies that haven't yet started a transition towards skills-based hiring and talent management? Is this another HR fad or a critical re-imagining of how we think about talent in a world of continued disruptive change? My guest this week is David Blake, CEO of Degreed, a skills-based learning and development technology platform. David is a passionate advocate for the advantages that skills-based organizations will have in our AI-driven future of work. In the interview, we discuss: Why is a skilled-based approach so important, and how does it translate into business success? Job titles are not the same as skills. Getting the best out of people Jailbreaking the college degree. Skills versus qualifications and experience Evolving the recruiting process to hire for skills Reskilling and upskilling Why the skills gap will continue to get bigger and bigger In demand skills Thinking differently about talent How will AI define the future of work? Listen to this podcast on Apple Podcasts. The skills-based organization and skills-based hiring have been talked about for several years now. Despite this, many employers are yet to start a shift towards skills or are still at a very early stage of the process.


So why is being skilled-based so important, and what are the implications for companies that haven't yet started a transition towards skills-based hiring and talent management? Is this another HR fad or a critical re-imagining of how we think about talent in a world of continued disruptive change?


My guest this week is David Blake, CEO of Degreed, a skills-based learning and development technology platform. David is a passionate advocate for the advantages that skills-based organizations will have in our AI-driven future of work.


In the interview, we discuss:


  • Why is a skilled-based approach so important, and how does it translate into business success?


  • Job titles are not the same as skills.


  • Getting the best out of people


  • Jailbreaking the college degree.


  • Skills versus qualifications and experience


  • Evolving the recruiting process to hire for skills


  • Reskilling and upskilling


  • Why the skills gap will continue to get bigger and bigger


  • In demand skills


  • Thinking differently about talent


  • How will AI define the future of work?


Listen to this podcast on Apple Podcasts.

]]> 1818 no Ep 540: AI & Recruitment Marketing https://recruitingfuture.com A few short months ago, many commentators predicted that AI would be a revolutionary force in recruitment marketing that would drive automation, efficiency, and engagement. So how does the hype live up to the reality, and what have we learned about how AI and humans need to work together to create effective recruitment marketing? My guest this week is Kat Kibben, CEO and Founder of Three Ears Media. Kat is a recruitment marketing expert with a focus on job postings. They have some valuable insights and informed opinions on the relationship between recruiters, AI and recruitment marketing. In the interview, we discuss: How has recruitment marketing evolved since the pandemic What is holding AI back Why marketing and recruitment marketing are not the same jobs What happens when everyone has access to the same tools Telling the truth, being unique, and standing out Training recruiters to be consultative. Driving a faster hiring process What makes a great job posting Are mandatory requirements really mandatory? Employer branding as an accelerator Advice for TA leaders on the future of recruitment marketing Listen to this podcast on Apple Podcasts. Fri, 11 Aug 2023 10:00:00 -0000 AI & Recruitment Marketing full 540 Matt Alder Kat Kibben, CEO and Founder of Three Ears Media, talks to Matt Alder A few short months ago, many commentators predicted that AI would be a revolutionary force in recruitment marketing that would drive automation, efficiency, and engagement. So how does the hype live up to the reality, and what have we learned about how AI and humans need to work together to create effective recruitment marketing? My guest this week is Kat Kibben, CEO and Founder of Three Ears Media. Kat is a recruitment marketing expert with a focus on job postings. They have some valuable insights and informed opinions on the relationship between recruiters, AI and recruitment marketing. In the interview, we discuss: How has recruitment marketing evolved since the pandemic What is holding AI back Why marketing and recruitment marketing are not the same jobs What happens when everyone has access to the same tools Telling the truth, being unique, and standing out Training recruiters to be consultative. Driving a faster hiring process What makes a great job posting Are mandatory requirements really mandatory? Employer branding as an accelerator Advice for TA leaders on the future of recruitment marketing Listen to this podcast on Apple Podcasts. A few short months ago, many commentators predicted that AI would be a revolutionary force in recruitment marketing that would drive automation, efficiency, and engagement. So how does the hype live up to the reality, and what have we learned about how AI and humans need to work together to create effective recruitment marketing?


My guest this week is Kat Kibben, CEO and Founder of Three Ears Media. Kat is a recruitment marketing expert with a focus on job postings. They have some valuable insights and informed opinions on the relationship between recruiters, AI and recruitment marketing.


In the interview, we discuss:


  • How has recruitment marketing evolved since the pandemic


  • What is holding AI back


  • Why marketing and recruitment marketing are not the same jobs


  • What happens when everyone has access to the same tools


  • Telling the truth, being unique, and standing out


  • Training recruiters to be consultative.


  • Driving a faster hiring process


  • What makes a great job posting


  • Are mandatory requirements really mandatory?


  • Employer branding as an accelerator


  • Advice for TA leaders on the future of recruitment marketing



Listen to this podcast on Apple Podcasts.

]]> 1797 no Ep 539: Building TA Technology Strategies https://recruitingfuture.com/ The amount of technology available to TA teams has exploded, and innovation is moving so rapidly that it is almost impossible to keep up. In a world driven by shiny objects syndrome taking a long-term strategic view when it comes to TA technologies is crucial. However, the challenges around this are considerable and are not just about the amount of choice. TA leaders need access to specialist skills to help them make the right decisions and, simultaneously, need to ensure their voice is heard within the business around tech procurement. My guest this week is Rob Cohen, TA Ecosystem Manager at Philip Morris International. Rob has the kind of role I can see becoming more common in TA Teams in the future. He is a genuine technology expert who sits outside the IT function and is responsible for all the technology that touches candidates and helps recruiters do their job. Rob has some fascinating insights on technology strategy, TA tech stacks, and the AI-driven future, making this an absolute must-listen interview. In the interview, we discuss: The importance of Talent Acquisition owning its own tech Skills and stakeholders Translating business needs into tech requirements. Being strategic with technology, not tactical Dealing knowledgeably with vendors Open AIs Using systems for what they are designed for Platforms versus point solutions The complexities of operating globally Is there such a thing as a perfect TA tech stack? The current and future role of AI Personalized recruiting automation The future role of the TA team Listen to this podcast on Apple Podcasts. Thu, 10 Aug 2023 16:17:17 -0000 Building TA Technology Strategies full 539 Matt Alder Rob Cohen, TA Ecosystem Manager at Philip Morris International, talks to Matt Alder The amount of technology available to TA teams has exploded, and innovation is moving so rapidly that it is almost impossible to keep up. In a world driven by shiny objects syndrome taking a long-term strategic view when it comes to TA technologies is crucial. However, the challenges around this are considerable and are not just about the amount of choice. TA leaders need access to specialist skills to help them make the right decisions and, simultaneously, need to ensure their voice is heard within the business around tech procurement. My guest this week is Rob Cohen, TA Ecosystem Manager at Philip Morris International. Rob has the kind of role I can see becoming more common in TA Teams in the future. He is a genuine technology expert who sits outside the IT function and is responsible for all the technology that touches candidates and helps recruiters do their job. Rob has some fascinating insights on technology strategy, TA tech stacks, and the AI-driven future, making this an absolute must-listen interview. In the interview, we discuss: The importance of Talent Acquisition owning its own tech Skills and stakeholders Translating business needs into tech requirements. Being strategic with technology, not tactical Dealing knowledgeably with vendors Open AIs Using systems for what they are designed for Platforms versus point solutions The complexities of operating globally Is there such a thing as a perfect TA tech stack? The current and future role of AI Personalized recruiting automation The future role of the TA team Listen to this podcast on Apple Podcasts. The amount of technology available to TA teams has exploded, and innovation is moving so rapidly that it is almost impossible to keep up. In a world driven by shiny objects syndrome taking a long-term strategic view when it comes to TA technologies is crucial. However, the challenges around this are considerable and are not just about the amount of choice. TA leaders need access to specialist skills to help them make the right decisions and, simultaneously, need to ensure their voice is heard within the business around tech procurement.


My guest this week is Rob Cohen, TA Ecosystem Manager at Philip Morris International. Rob has the kind of role I can see becoming more common in TA Teams in the future. He is a genuine technology expert who sits outside the IT function and is responsible for all the technology that touches candidates and helps recruiters do their job. Rob has some fascinating insights on technology strategy, TA tech stacks, and the AI-driven future, making this an absolute must-listen interview.


In the interview, we discuss:


  • The importance of Talent Acquisition owning its own tech


  • Skills and stakeholders


  • Translating business needs into tech requirements.


  • Being strategic with technology, not tactical


  • Dealing knowledgeably with vendors


  • Open AIs


  • Using systems for what they are designed for


  • Platforms versus point solutions


  • The complexities of operating globally


  • Is there such a thing as a perfect TA tech stack?


  • The current and future role of AI


  • Personalized recruiting automation


  • The future role of the TA team


Listen to this podcast on Apple Podcasts.

]]> 1553 no Ep 538: The Rise Of Short-Form Video https://recruitingfuture.com Over the last few years, TikTok has driven a revolution in short-form video content, racking up billions of views and forcing its competitors to adopt similar formats. Recent data, ironically released by Google, has also highlighted that a significant percentage of young people prefer to do their research on TikTok and Instagram instead of using Google.  However, while a few employers are doing a great job in this area, overall, there is still very little recruitment marketing or employer branding content on these platforms. So what do employers need to do to connect with the millions of people consuming short-form views effectively, and what part should this type of content play in recruitment marketing and employer branding strategies? My guest this week is Omar Khateeb, Founder and CEO at JobPixel. JobPixel is helping many employers to embrace short-form video content, and Omar has expert insights to share on what works and how to build effective workflows for this type of content. In the interview, we discuss: The current state of the market and the consequences of overhiring How employer branding is evolving to meet the current challenges The critical importance of creating authentic video content Showcasing the good, the bad and the ugly. The evolution of Day in the Life videos How does short-form video fit in strategically? Many people research companies after they have applied, not before What makes great content Having the right tooling and process to capture video The impact of AI on content creation What is the future of video for recruitment marketing and employer branding? Listen to this podcast on Apple Podcasts. Fri, 04 Aug 2023 14:33:00 -0000 The Rise Of Short-Form Video full 538 Matt Alder Omar Khateeb, Founder and CEO at JobPixel, talks to Matt Alder Over the last few years, TikTok has driven a revolution in short-form video content, racking up billions of views and forcing its competitors to adopt similar formats. Recent data, ironically released by Google, has also highlighted that a significant percentage of young people prefer to do their research on TikTok and Instagram instead of using Google.  However, while a few employers are doing a great job in this area, overall, there is still very little recruitment marketing or employer branding content on these platforms. So what do employers need to do to connect with the millions of people consuming short-form views effectively, and what part should this type of content play in recruitment marketing and employer branding strategies? My guest this week is Omar Khateeb, Founder and CEO at JobPixel. JobPixel is helping many employers to embrace short-form video content, and Omar has expert insights to share on what works and how to build effective workflows for this type of content. In the interview, we discuss: The current state of the market and the consequences of overhiring How employer branding is evolving to meet the current challenges The critical importance of creating authentic video content Showcasing the good, the bad and the ugly. The evolution of Day in the Life videos How does short-form video fit in strategically? Many people research companies after they have applied, not before What makes great content Having the right tooling and process to capture video The impact of AI on content creation What is the future of video for recruitment marketing and employer branding? Listen to this podcast on Apple Podcasts. Over the last few years, TikTok has driven a revolution in short-form video content, racking up billions of views and forcing its competitors to adopt similar formats. Recent data, ironically released by Google, has also highlighted that a significant percentage of young people prefer to do their research on TikTok and Instagram instead of using Google. 


However, while a few employers are doing a great job in this area, overall, there is still very little recruitment marketing or employer branding content on these platforms.


So what do employers need to do to connect with the millions of people consuming short-form views effectively, and what part should this type of content play in recruitment marketing and employer branding strategies?


My guest this week is Omar Khateeb, Founder and CEO at JobPixel. JobPixel is helping many employers to embrace short-form video content, and Omar has expert insights to share on what works and how to build effective workflows for this type of content.


In the interview, we discuss:


  • The current state of the market and the consequences of overhiring


  • How employer branding is evolving to meet the current challenges


  • The critical importance of creating authentic video content


  • Showcasing the good, the bad and the ugly.


  • The evolution of Day in the Life videos


  • How does short-form video fit in strategically?


  • Many people research companies after they have applied, not before


  • What makes great content


  • Having the right tooling and process to capture video


  • The impact of AI on content creation


  • What is the future of video for recruitment marketing and employer branding?



Listen to this podcast on Apple Podcasts.

]]> 1609 no Ep 537: Strategic Workforce Planning https://recruitingfuture.com One of the key themes I've observed emerging over the last few years is the need for employers to think about talent holistically. To achieve this, progressive organizations are already breaking down the barriers between talent acquisition, talent management, and L&D. The central tenet is Strategic Workforce Planning (SWP). So what does effective SWP look like, how is AI changing thought processes, and what role does Talent Acquisition need to play? My guest this week is Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson. Sadhana has expert insights to share on the current state and future development of SWP, and this is a must-listen for TA leaders everywhere. In the interview, we discuss: What is SWP, and why is it so important? Unique strategic advantages Engaged workforces The 6 Bs that underpin SWP The impact of AI on jobs What role should Talent Acquisition play in SWP? Common roadblocks and challenges Best practices to measure success Establishing a learning mindset and a culture of change readiness What does the future of HR look like? Subscribe to this podcast in Apple Podcasts. Wed, 02 Aug 2023 20:44:00 -0000 Strategic Workforce Planning full 537 Matt Alder Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson, talks to Matt Alder One of the key themes I've observed emerging over the last few years is the need for employers to think about talent holistically. To achieve this, progressive organizations are already breaking down the barriers between talent acquisition, talent management, and L&D. The central tenet is Strategic Workforce Planning (SWP). So what does effective SWP look like, how is AI changing thought processes, and what role does Talent Acquisition need to play? My guest this week is Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson. Sadhana has expert insights to share on the current state and future development of SWP, and this is a must-listen for TA leaders everywhere. In the interview, we discuss: What is SWP, and why is it so important? Unique strategic advantages Engaged workforces The 6 Bs that underpin SWP The impact of AI on jobs What role should Talent Acquisition play in SWP? Common roadblocks and challenges Best practices to measure success Establishing a learning mindset and a culture of change readiness What does the future of HR look like? Subscribe to this podcast in Apple Podcasts. One of the key themes I've observed emerging over the last few years is the need for employers to think about talent holistically. To achieve this, progressive organizations are already breaking down the barriers between talent acquisition, talent management, and L&D. The central tenet is Strategic Workforce Planning (SWP).


So what does effective SWP look like, how is AI changing thought processes, and what role does Talent Acquisition need to play?


My guest this week is Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson. Sadhana has expert insights to share on the current state and future development of SWP, and this is a must-listen for TA leaders everywhere.


In the interview, we discuss:


  • What is SWP, and why is it so important?


  • Unique strategic advantages


  • Engaged workforces


  • The 6 Bs that underpin SWP


  • The impact of AI on jobs


  • What role should Talent Acquisition play in SWP?


  • Common roadblocks and challenges


  • Best practices to measure success


  • Establishing a learning mindset and a culture of change readiness


  • What does the future of HR look like?


Subscribe to this podcast in Apple Podcasts.

]]> 1019 no Round Up July 2023 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 534: AI & Executive Search Ep 535: Hiring Enablement Ep 536: AI -Benefits, Risks, and Potential Subscribe to this podcast in Apple Podcasts Tue, 01 Aug 2023 09:11:00 -0000 Round Up July 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during July 2023. Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 534: AI & Executive Search Ep 535: Hiring Enablement Ep 536: AI -Benefits, Risks, and Potential Subscribe to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 534: AI & Executive Search


Ep 535: Hiring Enablement


Ep 536: AI -Benefits, Risks, and Potential


Subscribe to this podcast in Apple Podcasts

]]> 580 no REPLAY: Open Hiring https://recruitingfuture.com I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. The final replay for July is a discussion about The Body Shop's open hiring program with Nykeba King, their Global Head of Inclusion and Belonging. Not only is this an important look at diversity and inclusion it also shows what happens when you challenge some of the established thinking organizations have about talent, assessment, and hiring. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance, and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts. Thu, 27 Jul 2023 20:42:00 -0000 REPLAY: Open Hiring full Matt Alder Replay of Nykeba King, Global Head of Inclusion and Belonging at The Body Shop, talking to Matt Alder I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. The final replay for July is a discussion about The Body Shop's open hiring program with Nykeba King, their Global Head of Inclusion and Belonging. Not only is this an important look at diversity and inclusion it also shows what happens when you challenge some of the established thinking organizations have about talent, assessment, and hiring. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance, and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts. I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around.


The final replay for July is a discussion about The Body Shop's open hiring program with Nykeba King, their Global Head of Inclusion and Belonging. Not only is this an important look at diversity and inclusion it also shows what happens when you challenge some of the established thinking organizations have about talent, assessment, and hiring.


In the interview, we discuss:


  • Recruiting challenges at The Body Shop


  • What is Open Hiring, and how does it work?


  • No background checks, no screening, no education requirements


  • How Open Hiring is helping The Body Shop in the current talent markets


  • Making recruiting more purposeful with "Targeted Recruitment."


  • Replacing scrutiny with trust


  • Removing barriers and removing bias


  • Implementation challenges


  • The danger of second-guessing someone's ability to do a job


  • Wrap-around support to build an inclusive workplace


  • Time to hire, performance, and retention


  • What's next for Open Hiring



Listen to this podcast on Apple Podcasts.

]]> 1795 no REPLAY: Performance, Potential & Culture https://recruitingfuture.com I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. One of the continuing themes on the show has been how many employers are starting to think differently about talent and potential. It's always good to get a perspective from outside the industry. This week's replay is my conversation with Mehdi Kordi, the Dutch national track cycling coach, on development, performance, and culture. In the interview, we discuss: • What makes a good coach • Managing riders, employees, and partners • Getting the best out of people • How do you spot talent? • The importance of resilience • The mental versus the physical • The role of technology • Running a world-class team with limited resources. • Collaboration and partnerships • Using culture to drive performance • Clarity and transparency • What does the future look like for track cycling? Listen to this podcast on Apple Podcasts. Fri, 21 Jul 2023 06:07:00 -0000 REPLAY: Performance, Potential & Culture full Matt Alder Replay of Mehdi Kordi, the coach of the Dutch national track cycling team, talking to Matt Alder I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. One of the continuing themes on the show has been how many employers are starting to think differently about talent and potential. It's always good to get a perspective from outside the industry. This week's replay is my conversation with Mehdi Kordi, the Dutch national track cycling coach, on development, performance, and culture. In the interview, we discuss: • What makes a good coach • Managing riders, employees, and partners • Getting the best out of people • How do you spot talent? • The importance of resilience • The mental versus the physical • The role of technology • Running a world-class team with limited resources. • Collaboration and partnerships • Using culture to drive performance • Clarity and transparency • What does the future look like for track cycling? Listen to this podcast on Apple Podcasts. I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around.

One of the continuing themes on the show has been how many employers are starting to think differently about talent and potential. It's always good to get a perspective from outside the industry. This week's replay is my conversation with Mehdi Kordi, the Dutch national track cycling coach, on development, performance, and culture.


In the interview, we discuss:

• What makes a good coach

• Managing riders, employees, and partners

• Getting the best out of people

• How do you spot talent?

• The importance of resilience

• The mental versus the physical

• The role of technology

• Running a world-class team with limited resources.

• Collaboration and partnerships

• Using culture to drive performance

• Clarity and transparency

• What does the future look like for track cycling?

Listen to this podcast on Apple Podcasts.

]]> 1453 no Ep 536: AI -Benefits, Risks and Potential https://recruitingfuture.com AI has dominated the discussion for months now, and if recent conversations are anything to go by, this shows no sign of letting up. However, the initial hysteria is fading, and the hype is slowly turning into meaningful discussions about what the AI-driven future will look like. So what is the potential of AI in TA and HR, what are the current benefits, and perhaps most importantly, what are the risks? I was keen to get the perspectives of a Chief People Officer on all of this, so I'm delighted that my guest this week is Geri Morgan, Chief People Officer at Intellum. Gerri has some excellent advice to share and even got ChatGPT to actively participate in our conversation! In the interview, we discuss: What aspects of employer engagement will benefit from AI? Personalization The opportunities AI offers HR Tech for tasks - AI as our new co-worker What are the current use cases? Compliance, ethics, and legislation Keeping the momentum of innovation going Mitigating risk Building out AI-enabled processes What does the future look like for HR? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. Wed, 19 Jul 2023 06:07:00 -0000 AI -Benefits, Risks and Potential full Matt Alder Geri Morgan, Chief People Officer at Intellum, talks to Matt Alder AI has dominated the discussion for months now, and if recent conversations are anything to go by, this shows no sign of letting up. However, the initial hysteria is fading, and the hype is slowly turning into meaningful discussions about what the AI-driven future will look like. So what is the potential of AI in TA and HR, what are the current benefits, and perhaps most importantly, what are the risks? I was keen to get the perspectives of a Chief People Officer on all of this, so I'm delighted that my guest this week is Geri Morgan, Chief People Officer at Intellum. Gerri has some excellent advice to share and even got ChatGPT to actively participate in our conversation! In the interview, we discuss: What aspects of employer engagement will benefit from AI? Personalization The opportunities AI offers HR Tech for tasks - AI as our new co-worker What are the current use cases? Compliance, ethics, and legislation Keeping the momentum of innovation going Mitigating risk Building out AI-enabled processes What does the future look like for HR? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. AI has dominated the discussion for months now, and if recent conversations are anything to go by, this shows no sign of letting up. However, the initial hysteria is fading, and the hype is slowly turning into meaningful discussions about what the AI-driven future will look like.


So what is the potential of AI in TA and HR, what are the current benefits, and perhaps most importantly, what are the risks? I was keen to get the perspectives of a Chief People Officer on all of this, so I'm delighted that my guest this week is Geri Morgan, Chief People Officer at Intellum. Gerri has some excellent advice to share and even got ChatGPT to actively participate in our conversation!


In the interview, we discuss:


  • What aspects of employer engagement will benefit from AI?


  • Personalization


  • The opportunities AI offers HR


  • Tech for tasks - AI as our new co-worker


  • What are the current use cases?


  • Compliance, ethics, and legislation


  • Keeping the momentum of innovation going


  • Mitigating risk


  • Building out AI-enabled processes


  • What does the future look like for HR?



Listen to this podcast in Apple Podcasts.


A full transcript will appear here shortly.

]]> 1238 no REPLAY: The Nowhere Office https://recruitingfuture.com  I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. With the debates about hybrid work continuing to rage and many companies forcibly ordering people to return to the office, this week's replay of my interview with author Julia Hobsbawm from last year takes the long-term perspective on the future work the debate badly needs.  In the interview, we discuss: • Reimagining and reframing how we work • The four phases of work since 1945 • How the pandemic has accelerated trends that were already there • The complexity of hybrid • The real challenges with developing the next phase of work • Undoing assumptions and old norms • The challenge for talent acquisition • Autonomy, flexibility, and networks • Thinking strategically to improve wellness and mental health. A full transcript will appear here shortly. Listen to this podcast on Apple Podcasts. Fri, 14 Jul 2023 06:07:00 -0000 REPLAY: The Nowhere Office full Matt Alder Replay of writer, speaker and consultant Julia Hobsbawm, talking to Matt Alder  I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. With the debates about hybrid work continuing to rage and many companies forcibly ordering people to return to the office, this week's replay of my interview with author Julia Hobsbawm from last year takes the long-term perspective on the future work the debate badly needs.  In the interview, we discuss: • Reimagining and reframing how we work • The four phases of work since 1945 • How the pandemic has accelerated trends that were already there • The complexity of hybrid • The real challenges with developing the next phase of work • Undoing assumptions and old norms • The challenge for talent acquisition • Autonomy, flexibility, and networks • Thinking strategically to improve wellness and mental health. A full transcript will appear here shortly. Listen to this podcast on Apple Podcasts.  I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around.

With the debates about hybrid work continuing to rage and many companies forcibly ordering people to return to the office, this week's replay of my interview with author Julia Hobsbawm from last year takes the long-term perspective on the future work the debate badly needs. 

In the interview, we discuss:

• Reimagining and reframing how we work

• The four phases of work since 1945

• How the pandemic has accelerated trends that were already there

• The complexity of hybrid

• The real challenges with developing the next phase of work

• Undoing assumptions and old norms

• The challenge for talent acquisition

• Autonomy, flexibility, and networks

• Thinking strategically to improve wellness and mental health.

A full transcript will appear here shortly.

Listen to this podcast on Apple Podcasts.


]]> 1923 no REPLAY: Confidence and Resilience https://recruitingfuture.com I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. This week's replay is my conversation from earlier in the year with Jess Jones, now Head of People at Coolr. I know it's a difficult and confusing time for many people with so much change going on, so this seems like the perfect moment to revisit this discussion on confidence and resilience. In the interview, we discuss: • Confidence in the workplace • Tackling imposter syndrome • “Owning it” • Empowering people to be more confident • The snakes and ladders of work in 2023 • The five-second rule • Does social media make things more complicated? • The myth of perfection and the importance of being vulnerable • Curiosity • Showing up and leading by example • AI & TA • Internal mobility • Using creators and influences to target specific pools of talent Listen to this podcast on Apple Podcasts. Tue, 11 Jul 2023 06:07:00 -0000 REPLAY: Confidence and Resilience full Matt Alder Replay of Jess Jones, Head of People and Culture at Coolr, talking to Matt Alder I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. This week's replay is my conversation from earlier in the year with Jess Jones, now Head of People at Coolr. I know it's a difficult and confusing time for many people with so much change going on, so this seems like the perfect moment to revisit this discussion on confidence and resilience. In the interview, we discuss: • Confidence in the workplace • Tackling imposter syndrome • “Owning it” • Empowering people to be more confident • The snakes and ladders of work in 2023 • The five-second rule • Does social media make things more complicated? • The myth of perfection and the importance of being vulnerable • Curiosity • Showing up and leading by example • AI & TA • Internal mobility • Using creators and influences to target specific pools of talent Listen to this podcast on Apple Podcasts. I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around.

This week's replay is my conversation from earlier in the year with Jess Jones, now Head of People at Coolr. I know it's a difficult and confusing time for many people with so much change going on, so this seems like the perfect moment to revisit this discussion on confidence and resilience.

In the interview, we discuss:

• Confidence in the workplace

• Tackling imposter syndrome

• “Owning it”

• Empowering people to be more confident

• The snakes and ladders of work in 2023

• The five-second rule

• Does social media make things more complicated?

• The myth of perfection and the importance of being vulnerable

• Curiosity

• Showing up and leading by example

• AI & TA

• Internal mobility

• Using creators and influences to target specific pools of talent

Listen to this podcast on Apple Podcasts.

]]> 1611 no Ep 535: Hiring Enablement https://recruitingfuture.com Hiring has changed. Over the last three years, candidate expectations have evolved dramatically, and many hiring teams are not keeping pace with this disruptive rate of change. So what can employers do to ensure they properly engage with the talent they need, and how can technology support this process? My guest this week is Gavin Speirs, CEO of Solutions Driven. Solutions Driven have done a huge amount of research to ensure they have the right strategies to help their clients thrive in the current hiring market. In our conversation, Gavin discusses their Hiring Enablement methodology and shares valuable advice to help TA leaders with their recruitment agency relationships. In the interview, we discuss: The current state of the hiring market Changing candidate behaviour The three phases of candidate engagement Fit, Freedom, Fulfilment, Family, Fortune, and Future Educating hiring managers Hiring Insanity, Hiring Execution, and Hiring Inequality Are recruitment agencies evolving quickly enough? What questions should TA leaders be asking the agencies they work with? What is technology enabling? What will recruiting look like in the future? Listen to this podcast in Apple Podcasts. Fri, 07 Jul 2023 09:07:14 -0000 Hiring Enablement full 535 Matt Alder Gavin Speirs, CEO of Solutions Driven, talks to Matt Alder Hiring has changed. Over the last three years, candidate expectations have evolved dramatically, and many hiring teams are not keeping pace with this disruptive rate of change. So what can employers do to ensure they properly engage with the talent they need, and how can technology support this process? My guest this week is Gavin Speirs, CEO of Solutions Driven. Solutions Driven have done a huge amount of research to ensure they have the right strategies to help their clients thrive in the current hiring market. In our conversation, Gavin discusses their Hiring Enablement methodology and shares valuable advice to help TA leaders with their recruitment agency relationships. In the interview, we discuss: The current state of the hiring market Changing candidate behaviour The three phases of candidate engagement Fit, Freedom, Fulfilment, Family, Fortune, and Future Educating hiring managers Hiring Insanity, Hiring Execution, and Hiring Inequality Are recruitment agencies evolving quickly enough? What questions should TA leaders be asking the agencies they work with? What is technology enabling? What will recruiting look like in the future? Listen to this podcast in Apple Podcasts. Hiring has changed. Over the last three years, candidate expectations have evolved dramatically, and many hiring teams are not keeping pace with this disruptive rate of change.


So what can employers do to ensure they properly engage with the talent they need, and how can technology support this process?


My guest this week is Gavin Speirs, CEO of Solutions Driven. Solutions Driven have done a huge amount of research to ensure they have the right strategies to help their clients thrive in the current hiring market. In our conversation, Gavin discusses their Hiring Enablement methodology and shares valuable advice to help TA leaders with their recruitment agency relationships.


In the interview, we discuss:


  • The current state of the hiring market


  • Changing candidate behaviour


  • The three phases of candidate engagement


  • Fit, Freedom, Fulfilment, Family, Fortune, and Future


  • Educating hiring managers


  • Hiring Insanity, Hiring Execution, and Hiring Inequality


  • Are recruitment agencies evolving quickly enough?


  • What questions should TA leaders be asking the agencies they work with?


  • What is technology enabling?


  • What will recruiting look like in the future?



Listen to this podcast in Apple Podcasts.

]]> 1350 no Ep 534: AI & Executive Search https://recruitingfuture.com The potential impact of AI on Talent Acquisition is 2023's biggest talking point, but what impact will these new technologies have on relationship-driven hiring at the top of organizations?  Will AI disrupt executive search or just provide a better toolset? At the same time, how are the next generation of leaders thinking about their careers as we move further into an AI-driven future? My guest this week is Bill Hogenauer, a Partner at JM Search. Bill specializes in placing C-Level Technology executives, and it was great to get his insights into the current state and likely future direction of Executive Search. In the interview, we discuss: The current market for tech talent How market conditions are fueling innovation How has Executive Search evolved since the pandemic? The importance of hyperspecialization Using technology to develop relationships Partnerships, not transactions The impact of AI Automating and streamlining How do you identify value creation and impact potential? How is the next generation of leaders approaching their careers What will the balance between humans and machines look like in recruiting Listen to this podcast on Apple Podcasts. Wed, 05 Jul 2023 06:07:00 -0000 AI & Executive Search full 534 Matt Alder Bill Hogenauer, Partner at JM Search, talks to Matt Alder The potential impact of AI on Talent Acquisition is 2023's biggest talking point, but what impact will these new technologies have on relationship-driven hiring at the top of organizations?  Will AI disrupt executive search or just provide a better toolset? At the same time, how are the next generation of leaders thinking about their careers as we move further into an AI-driven future? My guest this week is Bill Hogenauer, a Partner at JM Search. Bill specializes in placing C-Level Technology executives, and it was great to get his insights into the current state and likely future direction of Executive Search. In the interview, we discuss: The current market for tech talent How market conditions are fueling innovation How has Executive Search evolved since the pandemic? The importance of hyperspecialization Using technology to develop relationships Partnerships, not transactions The impact of AI Automating and streamlining How do you identify value creation and impact potential? How is the next generation of leaders approaching their careers What will the balance between humans and machines look like in recruiting Listen to this podcast on Apple Podcasts. The potential impact of AI on Talent Acquisition is 2023's biggest talking point, but what impact will these new technologies have on relationship-driven hiring at the top of organizations? 


Will AI disrupt executive search or just provide a better toolset? At the same time, how are the next generation of leaders thinking about their careers as we move further into an AI-driven future?


My guest this week is Bill Hogenauer, a Partner at JM Search. Bill specializes in placing C-Level Technology executives, and it was great to get his insights into the current state and likely future direction of Executive Search.


In the interview, we discuss:


  • The current market for tech talent


  • How market conditions are fueling innovation


  • How has Executive Search evolved since the pandemic?


  • The importance of hyperspecialization


  • Using technology to develop relationships


  • Partnerships, not transactions


  • The impact of AI


  • Automating and streamlining


  • How do you identify value creation and impact potential?


  • How is the next generation of leaders approaching their careers


  • What will the balance between humans and machines look like in recruiting


Listen to this podcast on Apple Podcasts.

]]> 1441 no Round Up June 2023 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episode mentioned in this Round Up: Ep 527: Culture As A Hiring Differentiator Ep 528: Social Mobility Via Talent Engagement Ep 529: Developing Digital Skills Ep 530: Workforce Resilience Ep 531: Kindness, Data & The Candidate Experience Ep 532: Data-Driven Talent Acquisition Ep 533: Engaging With Top Talent Subscribe to this podcast in Apple Podcasts Mon, 03 Jul 2023 20:46:01 -0000 Round Up June 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during June 2023 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episode mentioned in this Round Up: Ep 527: Culture As A Hiring Differentiator Ep 528: Social Mobility Via Talent Engagement Ep 529: Developing Digital Skills Ep 530: Workforce Resilience Ep 531: Kindness, Data & The Candidate Experience Ep 532: Data-Driven Talent Acquisition Ep 533: Engaging With Top Talent Subscribe to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episode mentioned in this Round Up:


Ep 527: Culture As A Hiring Differentiator


Ep 528: Social Mobility Via Talent Engagement


Ep 529: Developing Digital Skills


Ep 530: Workforce Resilience


Ep 531: Kindness, Data & The Candidate Experience


Ep 532: Data-Driven Talent Acquisition


Ep 533: Engaging With Top Talent


Subscribe to this podcast in Apple Podcasts


]]> 800 no Ep 533: Engaging With Top Talent https://recruitingfuture.com Despite months of layoffs and challenging economic news, engaging with top talent is still very hard. It's even harder if you are hiring for an employer with very little profile or brand awareness in your target talent markets. So what strategies are employers using to engage with top talent, and what lessons can large enterprises learn from small and agile start-ups when it comes to storytelling and the effective use of tech stacks? My guest this week is George Morriss, Head of Talent Acquisition at Lindus Health. George has vast experience in building hiring strategies for high-growth start-ups and has practical advice to share on how TA Leaders should respond to the disruption we see in the market. In the interview, we discuss: Market recalibration Why engaging with top talent is still so difficult Recruiting with no employer brand Consistency of storytelling The balance between resonance and hyperbole Transparency in the hiring process Candidate experience as a point of difference How to deal with an overwhelming choice of technology Building a tech stack with tools to solve specific challenges Interview training Minimizing the administrative burden on recruiters Lessons from start-ups How should TA leaders prepare themselves for the future? Listen to this podcast in Apple Podcasts. Fri, 30 Jun 2023 19:00:00 -0000 Engaging With Top Talent full 533 Matt Alder George Morriss, Head of Talent Acquisition at Lindus Health, talks to Matt Alder Despite months of layoffs and challenging economic news, engaging with top talent is still very hard. It's even harder if you are hiring for an employer with very little profile or brand awareness in your target talent markets. So what strategies are employers using to engage with top talent, and what lessons can large enterprises learn from small and agile start-ups when it comes to storytelling and the effective use of tech stacks? My guest this week is George Morriss, Head of Talent Acquisition at Lindus Health. George has vast experience in building hiring strategies for high-growth start-ups and has practical advice to share on how TA Leaders should respond to the disruption we see in the market. In the interview, we discuss: Market recalibration Why engaging with top talent is still so difficult Recruiting with no employer brand Consistency of storytelling The balance between resonance and hyperbole Transparency in the hiring process Candidate experience as a point of difference How to deal with an overwhelming choice of technology Building a tech stack with tools to solve specific challenges Interview training Minimizing the administrative burden on recruiters Lessons from start-ups How should TA leaders prepare themselves for the future? Listen to this podcast in Apple Podcasts. Despite months of layoffs and challenging economic news, engaging with top talent is still very hard. It's even harder if you are hiring for an employer with very little profile or brand awareness in your target talent markets.


So what strategies are employers using to engage with top talent, and what lessons can large enterprises learn from small and agile start-ups when it comes to storytelling and the effective use of tech stacks?


My guest this week is George Morriss, Head of Talent Acquisition at Lindus Health. George has vast experience in building hiring strategies for high-growth start-ups and has practical advice to share on how TA Leaders should respond to the disruption we see in the market.


In the interview, we discuss:


  • Market recalibration


  • Why engaging with top talent is still so difficult


  • Recruiting with no employer brand


  • Consistency of storytelling


  • The balance between resonance and hyperbole


  • Transparency in the hiring process


  • Candidate experience as a point of difference


  • How to deal with an overwhelming choice of technology


  • Building a tech stack with tools to solve specific challenges


  • Interview training


  • Minimizing the administrative burden on recruiters


  • Lessons from start-ups


  • How should TA leaders prepare themselves for the future?



Listen to this podcast in Apple Podcasts.

]]> 1330 no Ep 532: Data Driven Talent Acquisition https://recruitingfuture.com Employers have never had so much data to inform, innovate and optimize their talent strategies. However, understanding and extracting value from this data is something many organizations are still struggling with. So how should employers be thinking about data, implementing data-driven talent strategies, and planning for a future of data-based decision-making? My guest this week is Grant Telfer, Business Development Director at Textkernel. Textkernel has long specialized in bringing machine learning, AI, and data-driven intelligence to talent acquisition, and Grant has some great advice, use cases, and future insights to share. In the interview, we discuss: The current state of talent markets Magnified skill shortages Extracting value from data What are the most important data sets employers have access to Skills taxonomies and internal mobility Upskilling and succession planning Data & APIs The dangers of not using data to its full potential The role of AI Example use cases and outcomes What does the future look like, and how should we plan for it This episode is supported by Textkernel: Textkernel is a global leader in AI-powered recruitment solutions, delivering multilingual parsing, semantic search and match, and labor market intelligence solutions to over 2,500 corporate and staffing organizations worldwide. Our innovative technologies help companies better connect people and jobs. See how you can connect people and jobs better, request a demo: https://hubs.ly/Q01VLGr40  Visit our website to learn more about our solutions: https://hubs.ly/Q01VLFnW0 Listen to this podcast in Apple Podcasts. Wed, 28 Jun 2023 12:06:00 -0000 Data Driven Talent Acquisition full 532 Matt Alder Grant Telfer, Business Development Director at Textkernel, talks to Matt Alder Employers have never had so much data to inform, innovate and optimize their talent strategies. However, understanding and extracting value from this data is something many organizations are still struggling with. So how should employers be thinking about data, implementing data-driven talent strategies, and planning for a future of data-based decision-making? My guest this week is Grant Telfer, Business Development Director at Textkernel. Textkernel has long specialized in bringing machine learning, AI, and data-driven intelligence to talent acquisition, and Grant has some great advice, use cases, and future insights to share. In the interview, we discuss: The current state of talent markets Magnified skill shortages Extracting value from data What are the most important data sets employers have access to Skills taxonomies and internal mobility Upskilling and succession planning Data & APIs The dangers of not using data to its full potential The role of AI Example use cases and outcomes What does the future look like, and how should we plan for it This episode is supported by Textkernel: Textkernel is a global leader in AI-powered recruitment solutions, delivering multilingual parsing, semantic search and match, and labor market intelligence solutions to over 2,500 corporate and staffing organizations worldwide. Our innovative technologies help companies better connect people and jobs. See how you can connect people and jobs better, request a demo: https://hubs.ly/Q01VLGr40  Visit our website to learn more about our solutions: https://hubs.ly/Q01VLFnW0 Listen to this podcast in Apple Podcasts. Employers have never had so much data to inform, innovate and optimize their talent strategies. However, understanding and extracting value from this data is something many organizations are still struggling with.


So how should employers be thinking about data, implementing data-driven talent strategies, and planning for a future of data-based decision-making?


My guest this week is Grant Telfer, Business Development Director at Textkernel. Textkernel has long specialized in bringing machine learning, AI, and data-driven intelligence to talent acquisition, and Grant has some great advice, use cases, and future insights to share.


In the interview, we discuss:


  • The current state of talent markets


  • Magnified skill shortages


  • Extracting value from data


  • What are the most important data sets employers have access to


  • Skills taxonomies and internal mobility


  • Upskilling and succession planning


  • Data & APIs


  • The dangers of not using data to its full potential


  • The role of AI


  • Example use cases and outcomes


  • What does the future look like, and how should we plan for it



This episode is supported by Textkernel:


Textkernel is a global leader in AI-powered recruitment solutions, delivering multilingual parsing, semantic search and match, and labor market intelligence solutions to over 2,500 corporate and staffing organizations worldwide. Our innovative technologies help companies better connect people and jobs.


See how you can connect people and jobs better, request a demo: https://hubs.ly/Q01VLGr40 

Visit our website to learn more about our solutions: https://hubs.ly/Q01VLFnW0


Listen to this podcast in Apple Podcasts.

]]> 2009 no Ep 531: Kindness, Data & The Candidate Experience https://recruitingfuture.com Many aspects of recruiting have changed significantly over the last two decades, with technology continuing to drive rapid leaps forward in innovation and efficiency. The candidate experience continues to be a conundrum, however, as it hasn't improved or developed at the same pace as other areas of talent acquisition. So why is this, and how can new and compelling business cases be made to drive a better candidate experience? My guest this week is Amy Oviedo, Founder and CEO of Recruiting Experiences. Recruiting Experiences provides fractional recruiting support to employers and training for talent acquisition professionals. Amy is a passionate advocate for the candidate experience and the importance of kindness in the recruiting process. In the interview, we discuss: Candidate experience as the backbone of effective recruiting  Recruiting fundamentals and the importance of focusing on process Automation and simplification AI and the future of candidate experience Kindness in the context of recruiting Building business cases The perfect mix between people and technology Why a high volume of applications isn't an excuse for a poor candidate experience What skills with talent acquisition professionals need in the future Follow this podcast on Apple Podcasts. Fri, 23 Jun 2023 06:17:00 -0000 Kindness, Data & The Candidate Experience full 531 Matt Alder Amy Oviedo, Founder and CEO of Recruiting Experiences, talks to Matt Alder Many aspects of recruiting have changed significantly over the last two decades, with technology continuing to drive rapid leaps forward in innovation and efficiency. The candidate experience continues to be a conundrum, however, as it hasn't improved or developed at the same pace as other areas of talent acquisition. So why is this, and how can new and compelling business cases be made to drive a better candidate experience? My guest this week is Amy Oviedo, Founder and CEO of Recruiting Experiences. Recruiting Experiences provides fractional recruiting support to employers and training for talent acquisition professionals. Amy is a passionate advocate for the candidate experience and the importance of kindness in the recruiting process. In the interview, we discuss: Candidate experience as the backbone of effective recruiting  Recruiting fundamentals and the importance of focusing on process Automation and simplification AI and the future of candidate experience Kindness in the context of recruiting Building business cases The perfect mix between people and technology Why a high volume of applications isn't an excuse for a poor candidate experience What skills with talent acquisition professionals need in the future Follow this podcast on Apple Podcasts. Many aspects of recruiting have changed significantly over the last two decades, with technology continuing to drive rapid leaps forward in innovation and efficiency. The candidate experience continues to be a conundrum, however, as it hasn't improved or developed at the same pace as other areas of talent acquisition.


So why is this, and how can new and compelling business cases be made to drive a better candidate experience?


My guest this week is Amy Oviedo, Founder and CEO of Recruiting Experiences. Recruiting Experiences provides fractional recruiting support to employers and training for talent acquisition professionals. Amy is a passionate advocate for the candidate experience and the importance of kindness in the recruiting process.


In the interview, we discuss:


  • Candidate experience as the backbone of effective recruiting 


  • Recruiting fundamentals and the importance of focusing on process


  • Automation and simplification


  • AI and the future of candidate experience


  • Kindness in the context of recruiting


  • Building business cases


  • The perfect mix between people and technology


  • Why a high volume of applications isn't an excuse for a poor candidate experience


  • What skills with talent acquisition professionals need in the future


Follow this podcast on Apple Podcasts.

]]> 1565 no Ep 530: Workforce Resilience https://recruitingfuture.com Despite the current economic issues, many businesses face a talent crisis. Skill shortages are part of the picture, but perhaps most worrying for business leaders are low levels of engagement and retention as expectations of the employment experience continue to evolve rapidly. So what can employers do to build workforce resilience and get the competitive talent advantage essential to drive long-term value? My guest this week is Tammy Browning, President at KellyOCG. KellyOCG has recently published a comprehensive piece of research looking at workforce resilience. In our conversation, Tammy shares the findings and talks us through the three strategic pillars that are helping employers to build a resilient workforce. In the interview, we discuss: The methodology behind the report Low levels of employee engagement and severe retention issues Have things gone backwards since the pandemic? A lack of action on DE&I Mental health, career pathways, and purpose Aligning talent acquisition, talent sustainability, and organizational resilience Do leaders understand the issues? The critical elements of workforce resilience  Purpose and capability The impact of AI What will the future look like? Subscribe to this podcast in Apple Podcasts. Wed, 21 Jun 2023 18:14:00 -0000 Workforce Resilience full 530 Matt Alder Tammy Browning, President at KellyOCG, talks to Matt Alder Despite the current economic issues, many businesses face a talent crisis. Skill shortages are part of the picture, but perhaps most worrying for business leaders are low levels of engagement and retention as expectations of the employment experience continue to evolve rapidly. So what can employers do to build workforce resilience and get the competitive talent advantage essential to drive long-term value? My guest this week is Tammy Browning, President at KellyOCG. KellyOCG has recently published a comprehensive piece of research looking at workforce resilience. In our conversation, Tammy shares the findings and talks us through the three strategic pillars that are helping employers to build a resilient workforce. In the interview, we discuss: The methodology behind the report Low levels of employee engagement and severe retention issues Have things gone backwards since the pandemic? A lack of action on DE&I Mental health, career pathways, and purpose Aligning talent acquisition, talent sustainability, and organizational resilience Do leaders understand the issues? The critical elements of workforce resilience  Purpose and capability The impact of AI What will the future look like? Subscribe to this podcast in Apple Podcasts. Despite the current economic issues, many businesses face a talent crisis. Skill shortages are part of the picture, but perhaps most worrying for business leaders are low levels of engagement and retention as expectations of the employment experience continue to evolve rapidly.


So what can employers do to build workforce resilience and get the competitive talent advantage essential to drive long-term value?


My guest this week is Tammy Browning, President at KellyOCG. KellyOCG has recently published a comprehensive piece of research looking at workforce resilience. In our conversation, Tammy shares the findings and talks us through the three strategic pillars that are helping employers to build a resilient workforce.


In the interview, we discuss:


  • The methodology behind the report


  • Low levels of employee engagement and severe retention issues


  • Have things gone backwards since the pandemic?


  • A lack of action on DE&I


  • Mental health, career pathways, and purpose


  • Aligning talent acquisition, talent sustainability, and organizational resilience


  • Do leaders understand the issues?


  • The critical elements of workforce resilience 


  • Purpose and capability


  • The impact of AI


  • What will the future look like?



Subscribe to this podcast in Apple Podcasts.

]]> 1524 no Ep 529: Developing Digital Skills https://recruitingfuture.com The tech sector has been going through an unprecedented period of layoffs in the last few months. However, the demand for digital skills in the wider market will continue for years. So what strategies are employers putting in place to ensure they have the skills they need for their businesses in the future? My guest this week is Alexia Pedersen, VP of EMEA at O'Reilly Media. O'Reilly has been helping businesses develop digital skills for over 40 years, and Lex has insights and advice for employers looking to gain a competitive advantage through skills acquisition and development. In the interview, we discuss: The current state of the tech talent market Will digital skills shortages continue for the long term? The constant demand for new skills How employers are investing in their future Understanding the internal skills gap Reskilling and upskilling Creating a culture of learning that serves different learning styles Breaking down silos in HR to enable talent mobility Implications of generaive AI How will the most successful companies of the next ten years think about talent? Listen to this podcast in Apple Podcasts. Fri, 16 Jun 2023 08:19:00 -0000 Developing Digital Skills full 529 Matt Alder Alexia Pedersen, VP of EMEA at O'Reilly Media, talks to Matt Alder The tech sector has been going through an unprecedented period of layoffs in the last few months. However, the demand for digital skills in the wider market will continue for years. So what strategies are employers putting in place to ensure they have the skills they need for their businesses in the future? My guest this week is Alexia Pedersen, VP of EMEA at O'Reilly Media. O'Reilly has been helping businesses develop digital skills for over 40 years, and Lex has insights and advice for employers looking to gain a competitive advantage through skills acquisition and development. In the interview, we discuss: The current state of the tech talent market Will digital skills shortages continue for the long term? The constant demand for new skills How employers are investing in their future Understanding the internal skills gap Reskilling and upskilling Creating a culture of learning that serves different learning styles Breaking down silos in HR to enable talent mobility Implications of generaive AI How will the most successful companies of the next ten years think about talent? Listen to this podcast in Apple Podcasts. The tech sector has been going through an unprecedented period of layoffs in the last few months. However, the demand for digital skills in the wider market will continue for years.


So what strategies are employers putting in place to ensure they have the skills they need for their businesses in the future?


My guest this week is Alexia Pedersen, VP of EMEA at O'Reilly Media. O'Reilly has been helping businesses develop digital skills for over 40 years, and Lex has insights and advice for employers looking to gain a competitive advantage through skills acquisition and development.


In the interview, we discuss:


  • The current state of the tech talent market


  • Will digital skills shortages continue for the long term?


  • The constant demand for new skills


  • How employers are investing in their future


  • Understanding the internal skills gap


  • Reskilling and upskilling


  • Creating a culture of learning that serves different learning styles


  • Breaking down silos in HR to enable talent mobility


  • Implications of generaive AI


  • How will the most successful companies of the next ten years think about talent?



Listen to this podcast in Apple Podcasts.

]]> 1677 no Ep 528: Social Mobility Via Talent Engagement https://recruitingfuture.com It's very encouraging that an increasing number of employers are committing to play their part in improving social mobility. It is becoming clear, though, that transactional and short term attempts at talent engagement do not yield the results needed for employers or the communities they seek to engage. So what can employers learn from nonprofits that achieve positive outcomes that do improve social mobility? My guest this week is Irene Shih, CEO of Minds Matter Bay Area. This education nonprofit connects driven and determined students from low-income families with the people, preparation, and possibilities to succeed in college. Minds Matter Bay Area has been incredibly successful with its mission, and Irene has some critical learnings to share that employers focusing on social mobility will find extremely valuable. In the interview, we discuss: What is college undermatching, and why is it important to solve it The importance of networks What are the most significant barriers to top college entrance for low-income students? Economic connectedness and cross-class friendships What are the interventions that lift people out of poverty? Positive outcomes Trust and relationships The importance of long-term talent engagement and why transactional approaches don't work. Advice to employers on improving social mobility Listen to this podcast on Apple Podcasts. Fri, 09 Jun 2023 18:48:00 -0000 Social Mobility Via Talent Engagement full 528 Matt Alder Irene Shih, CEO of Minds Matter Bay Area, talks to Matt Alder It's very encouraging that an increasing number of employers are committing to play their part in improving social mobility. It is becoming clear, though, that transactional and short term attempts at talent engagement do not yield the results needed for employers or the communities they seek to engage. So what can employers learn from nonprofits that achieve positive outcomes that do improve social mobility? My guest this week is Irene Shih, CEO of Minds Matter Bay Area. This education nonprofit connects driven and determined students from low-income families with the people, preparation, and possibilities to succeed in college. Minds Matter Bay Area has been incredibly successful with its mission, and Irene has some critical learnings to share that employers focusing on social mobility will find extremely valuable. In the interview, we discuss: What is college undermatching, and why is it important to solve it The importance of networks What are the most significant barriers to top college entrance for low-income students? Economic connectedness and cross-class friendships What are the interventions that lift people out of poverty? Positive outcomes Trust and relationships The importance of long-term talent engagement and why transactional approaches don't work. Advice to employers on improving social mobility Listen to this podcast on Apple Podcasts. It's very encouraging that an increasing number of employers are committing to play their part in improving social mobility. It is becoming clear, though, that transactional and short term attempts at talent engagement do not yield the results needed for employers or the communities they seek to engage.


So what can employers learn from nonprofits that achieve positive outcomes that do improve social mobility?


My guest this week is Irene Shih, CEO of Minds Matter Bay Area. This education nonprofit connects driven and determined students from low-income families with the people, preparation, and possibilities to succeed in college. Minds Matter Bay Area has been incredibly successful with its mission, and Irene has some critical learnings to share that employers focusing on social mobility will find extremely valuable.


In the interview, we discuss:


  • What is college undermatching, and why is it important to solve it


  • The importance of networks


  • What are the most significant barriers to top college entrance for low-income students?


  • Economic connectedness and cross-class friendships


  • What are the interventions that lift people out of poverty?


  • Positive outcomes


  • Trust and relationships


  • The importance of long-term talent engagement and why transactional approaches don't work.


  • Advice to employers on improving social mobility


Listen to this podcast on Apple Podcasts.

]]> 1559 no Ep 527: Culture As A Hiring Differentiator https://recruitingfuture.com The employee/employer relationship is changing; employee engagement is at an all-time low, and countless research studies tell us that a significant proportion of the workforce is considering quitting their jobs. At the same time, despite the economic backdrop, many companies are struggling to get the talent they need due to significant skill shortages in some areas. So how can employers differentiate themselves and secure and retain the talent they need? A positive work culture has never been more critical and is a strong differentiator for employers focusing on building one. My guest this week is Lori Knowles, Chief Human Resources Officer at Memorial Hermann Health System. Memorial Hermann has had some spectacular hiring and retention outcomes in a highly challenging talent market by focusing on their culture. In our discussion, Lori talks us through the five levers they use to drive culture and the results they are getting. In the interview, we discuss: The current talent challenges in the healthcare sector How does workforce flexibility work in healthcare Being strategic with just-in-time staffing The changing employer/employee relationship Employee experience and the moments that matter Culture, community and mission The five levers that drive culture Results and impact on hiring and retention The role of technology and AI The vision for the future. Listen to this podcast in Apple Podcasts Wed, 07 Jun 2023 22:04:00 -0000 Culture As A Hiring Differentiator full 527 Matt Alder Lori Knowles, Chief Human Resources Officer at Memorial Hermann Health System, talks to Matt Alder The employee/employer relationship is changing; employee engagement is at an all-time low, and countless research studies tell us that a significant proportion of the workforce is considering quitting their jobs. At the same time, despite the economic backdrop, many companies are struggling to get the talent they need due to significant skill shortages in some areas. So how can employers differentiate themselves and secure and retain the talent they need? A positive work culture has never been more critical and is a strong differentiator for employers focusing on building one. My guest this week is Lori Knowles, Chief Human Resources Officer at Memorial Hermann Health System. Memorial Hermann has had some spectacular hiring and retention outcomes in a highly challenging talent market by focusing on their culture. In our discussion, Lori talks us through the five levers they use to drive culture and the results they are getting. In the interview, we discuss: The current talent challenges in the healthcare sector How does workforce flexibility work in healthcare Being strategic with just-in-time staffing The changing employer/employee relationship Employee experience and the moments that matter Culture, community and mission The five levers that drive culture Results and impact on hiring and retention The role of technology and AI The vision for the future. Listen to this podcast in Apple Podcasts The employee/employer relationship is changing; employee engagement is at an all-time low, and countless research studies tell us that a significant proportion of the workforce is considering quitting their jobs. At the same time, despite the economic backdrop, many companies are struggling to get the talent they need due to significant skill shortages in some areas.


So how can employers differentiate themselves and secure and retain the talent they need? A positive work culture has never been more critical and is a strong differentiator for employers focusing on building one.


My guest this week is Lori Knowles, Chief Human Resources Officer at Memorial Hermann Health System. Memorial Hermann has had some spectacular hiring and retention outcomes in a highly challenging talent market by focusing on their culture. In our discussion, Lori talks us through the five levers they use to drive culture and the results they are getting.


In the interview, we discuss:


  • The current talent challenges in the healthcare sector


  • How does workforce flexibility work in healthcare


  • Being strategic with just-in-time staffing


  • The changing employer/employee relationship


  • Employee experience and the moments that matter


  • Culture, community and mission


  • The five levers that drive culture


  • Results and impact on hiring and retention


  • The role of technology and AI


  • The vision for the future.


Listen to this podcast in Apple Podcasts

]]> 1954 no Round Up May 2023 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 518: Talking About The Future Ep 519: Recruiterless Recruiting Ep 520: Human Storytelling Ep 521: Rebuilding Employer Brands Ep 522: Neuroinclusion Ep 523: Overcoming Remote Challenges Ep 524: Keeping The Needle Moving On DE&I Ep 525: Using AI As A Co-Pilot Ep 526: Building The Business Case For TA Technology Listen to this podcast in Apple Podcasts Tue, 06 Jun 2023 21:05:56 -0000 Round Up May 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during May 2023 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 518: Talking About The Future Ep 519: Recruiterless Recruiting Ep 520: Human Storytelling Ep 521: Rebuilding Employer Brands Ep 522: Neuroinclusion Ep 523: Overcoming Remote Challenges Ep 524: Keeping The Needle Moving On DE&I Ep 525: Using AI As A Co-Pilot Ep 526: Building The Business Case For TA Technology Listen to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 518: Talking About The Future


Ep 519: Recruiterless Recruiting


Ep 520: Human Storytelling


Ep 521: Rebuilding Employer Brands


Ep 522: Neuroinclusion


Ep 523: Overcoming Remote Challenges


Ep 524: Keeping The Needle Moving On DE&I


Ep 525: Using AI As A Co-Pilot


Ep 526: Building The Business Case For TA Technology


Listen to this podcast in Apple Podcasts



]]> 884 no Ep 526: Building The Business Case for TA Technology https://recruitingfuture.com Effective technology is a critical pillar of any TA strategy, and with the current unprecedented pace of innovation, regularly reviewing the tech stack is essential to success. However, securing a budget for new technologies can be difficult with the challenging economic backdrop. So what can TA Leaders do to ensure they make a compelling case for investment? My guest this week is Jeff Lackey, Founder of JKL Advisors, Former VP of Talent Acquisition at CVS Health, and former Global Head of Resourcing at Rolls-Royce. Jeff has unmatched experience in developing TA Tech Stacks and has some invaluable advice to share on building successful business cases for investment. In the interview, we discuss: Framework for bringing in TA technology Understanding how TA creates value for the organization Finding budget within the broader organization Creating an agile space to experiment Aligning tech stacks Avoiding long technology implementations How do you get leadership buy in? Developing business cases Leveraging EVPs Mapping talent challenges to specific business objectives Advice for TA leaders on dealing with the current market Quality candidate experience How will TA evolve over the next few years? Listen to this podcast in Apple Podcasts. Fri, 02 Jun 2023 12:17:00 -0000 Building The Business Case for TA Technology full 526 Matt Alder Jeff Lackey, Founder of JKL Advisors, talks to Matt Alder Effective technology is a critical pillar of any TA strategy, and with the current unprecedented pace of innovation, regularly reviewing the tech stack is essential to success. However, securing a budget for new technologies can be difficult with the challenging economic backdrop. So what can TA Leaders do to ensure they make a compelling case for investment? My guest this week is Jeff Lackey, Founder of JKL Advisors, Former VP of Talent Acquisition at CVS Health, and former Global Head of Resourcing at Rolls-Royce. Jeff has unmatched experience in developing TA Tech Stacks and has some invaluable advice to share on building successful business cases for investment. In the interview, we discuss: Framework for bringing in TA technology Understanding how TA creates value for the organization Finding budget within the broader organization Creating an agile space to experiment Aligning tech stacks Avoiding long technology implementations How do you get leadership buy in? Developing business cases Leveraging EVPs Mapping talent challenges to specific business objectives Advice for TA leaders on dealing with the current market Quality candidate experience How will TA evolve over the next few years? Listen to this podcast in Apple Podcasts. Effective technology is a critical pillar of any TA strategy, and with the current unprecedented pace of innovation, regularly reviewing the tech stack is essential to success. However, securing a budget for new technologies can be difficult with the challenging economic backdrop.


So what can TA Leaders do to ensure they make a compelling case for investment?


My guest this week is Jeff Lackey, Founder of JKL Advisors, Former VP of Talent Acquisition at CVS Health, and former Global Head of Resourcing at Rolls-Royce. Jeff has unmatched experience in developing TA Tech Stacks and has some invaluable advice to share on building successful business cases for investment.


In the interview, we discuss:


  • Framework for bringing in TA technology


  • Understanding how TA creates value for the organization


  • Finding budget within the broader organization


  • Creating an agile space to experiment


  • Aligning tech stacks


  • Avoiding long technology implementations


  • How do you get leadership buy in?


  • Developing business cases


  • Leveraging EVPs


  • Mapping talent challenges to specific business objectives


  • Advice for TA leaders on dealing with the current market


  • Quality candidate experience


  • How will TA evolve over the next few years?



Listen to this podcast in Apple Podcasts.

]]> 1813 no Ep 525: Using AI As A Co-Pilot The vast amount of hype, speculation, opinion, and hyperbole around generative AI can make it difficult to know how to start integrating it into the talent acquisition workflow. The long-term implications of AI for talent acquisition are profound, and it is essential for TA teams to get fully up to speed with current capabilities and use cases. So how can AI become talent acquisition's co-pilot, and where is the best place to start? My guest this week is Siadhal Magos, Co-Founder and CEO at Metaview. I'm getting tremendous insight into AI's potential by talking to super smart vendors who are baking generative AI into their product sets. Metaview is a perfect example of such a vendor. In our conversation, Siadhal shares his experiences on how AI can save vast amounts of time and resources in the interview process. In the interview, we discuss: Current market challenges How should employers react to the AI revolution? Turbocharging productivity The top-down drive for efficiency How will AI transform TA? Detection and pattern recognition Making sense of unstructured data in the hiring process How is the interview changing Building more transparency into the recruiting process The importance of specialist tools The future of AI Listen to this podcast on Apple Podcasts. Tue, 30 May 2023 22:23:00 -0000 Using AI As A Co-Pilot full 525 Matt Alder Siadhal Magos, Co-Founder and CEO at Metaview, talks to Matt Alder The vast amount of hype, speculation, opinion, and hyperbole around generative AI can make it difficult to know how to start integrating it into the talent acquisition workflow. The long-term implications of AI for talent acquisition are profound, and it is essential for TA teams to get fully up to speed with current capabilities and use cases. So how can AI become talent acquisition's co-pilot, and where is the best place to start? My guest this week is Siadhal Magos, Co-Founder and CEO at Metaview. I'm getting tremendous insight into AI's potential by talking to super smart vendors who are baking generative AI into their product sets. Metaview is a perfect example of such a vendor. In our conversation, Siadhal shares his experiences on how AI can save vast amounts of time and resources in the interview process. In the interview, we discuss: Current market challenges How should employers react to the AI revolution? Turbocharging productivity The top-down drive for efficiency How will AI transform TA? Detection and pattern recognition Making sense of unstructured data in the hiring process How is the interview changing Building more transparency into the recruiting process The importance of specialist tools The future of AI Listen to this podcast on Apple Podcasts. The vast amount of hype, speculation, opinion, and hyperbole around generative AI can make it difficult to know how to start integrating it into the talent acquisition workflow.


The long-term implications of AI for talent acquisition are profound, and it is essential for TA teams to get fully up to speed with current capabilities and use cases. So how can AI become talent acquisition's co-pilot, and where is the best place to start?


My guest this week is Siadhal Magos, Co-Founder and CEO at Metaview. I'm getting tremendous insight into AI's potential by talking to super smart vendors who are baking generative AI into their product sets. Metaview is a perfect example of such a vendor. In our conversation, Siadhal shares his experiences on how AI can save vast amounts of time and resources in the interview process.


In the interview, we discuss:


  • Current market challenges


  • How should employers react to the AI revolution?


  • Turbocharging productivity


  • The top-down drive for efficiency


  • How will AI transform TA?


  • Detection and pattern recognition


  • Making sense of unstructured data in the hiring process


  • How is the interview changing


  • Building more transparency into the recruiting process


  • The importance of specialist tools


  • The future of AI



Listen to this podcast on Apple Podcasts.

]]> 1642 no Ep 524: Keeping The Needle Moving On DE&I https://recruitingfuture.com Many employers have been publically committing to making DE&I their most important focus for several years now. However, as the economy becomes more challenging and some companies roll back from flexible working, is the needle still moving on diversity, and is it still the business priority that we were promised it would be? My guest this week is Michael Barrington-Hibbert, CEO of Barrington-Hibbert Associates and Co-Founder of 10,000 black interns. Michael is an active influencer in driving better diversity and inclusion within the finance sector and instilling a belief in the importance of social mobility. He has essential advice on how employers can keep diversity front and centre by closely aligning DE&I strategies to critical business goals. In the interview, we discuss: Talent market challenges  Wage inflation and overhiring. How the pandemic diversified the workforce The relationship between flexibility and diversity Advice to employers on how not the lose the progress they have made as the market changes Diversity of thought and creativity Reducing bias in recruiting The role of technology  The importance of brave organizations Aligning DE&I with business strategies What will the future look like? Listen to this podcast in Apple Podcasts Fri, 26 May 2023 13:36:00 -0000 Keeping The Needle Moving On DE&I full 519 Matt Alder Michael Barrington-Hibbert, CEO of Barrington-Hibbert Associates and Co-Founder of 10,000 black interns, talks to Matt Alder Many employers have been publically committing to making DE&I their most important focus for several years now. However, as the economy becomes more challenging and some companies roll back from flexible working, is the needle still moving on diversity, and is it still the business priority that we were promised it would be? My guest this week is Michael Barrington-Hibbert, CEO of Barrington-Hibbert Associates and Co-Founder of 10,000 black interns. Michael is an active influencer in driving better diversity and inclusion within the finance sector and instilling a belief in the importance of social mobility. He has essential advice on how employers can keep diversity front and centre by closely aligning DE&I strategies to critical business goals. In the interview, we discuss: Talent market challenges  Wage inflation and overhiring. How the pandemic diversified the workforce The relationship between flexibility and diversity Advice to employers on how not the lose the progress they have made as the market changes Diversity of thought and creativity Reducing bias in recruiting The role of technology  The importance of brave organizations Aligning DE&I with business strategies What will the future look like? Listen to this podcast in Apple Podcasts Many employers have been publically committing to making DE&I their most important focus for several years now. However, as the economy becomes more challenging and some companies roll back from flexible working, is the needle still moving on diversity, and is it still the business priority that we were promised it would be?


My guest this week is Michael Barrington-Hibbert, CEO of Barrington-Hibbert Associates and Co-Founder of 10,000 black interns. Michael is an active influencer in driving better diversity and inclusion within the finance sector and instilling a belief in the importance of social mobility. He has essential advice on how employers can keep diversity front and centre by closely aligning DE&I strategies to critical business goals.


In the interview, we discuss:


  • Talent market challenges 


  • Wage inflation and overhiring.


  • How the pandemic diversified the workforce


  • The relationship between flexibility and diversity


  • Advice to employers on how not the lose the progress they have made as the market changes


  • Diversity of thought and creativity


  • Reducing bias in recruiting


  • The role of technology 


  • The importance of brave organizations


  • Aligning DE&I with business strategies


  • What will the future look like?


Listen to this podcast in Apple Podcasts

]]> 1656 no Ep 523: Overcoming Remote Challenges Elon Musk, David Soloman, and Sam Altman are three CEOs who have recently publicly spoken out against remote and hybrid work. Problems with communication, productivity, skills transfer, and culture are some of the most common issues cited but does dragging people back to the office really make these things better? The advantages of hybrid and remote work are considerable, and there are undoubtedly other ways of addressing their challenges than ordering a mandatory return to the office. My guest this week is Jen Fong, VP of People at Customer.io. Customer.io is a fully remote business with employees in 30 countries, and Jen offers some great insights on embracing the advantages of remote while dealing with its challenges. In the interview, we discuss: Current talent market challenges Why remote work is so vital to Customer io Innovation and global talent pools Autonomy and trust Dealing with the challenges of remote work How do you build community and connection? The importance of tools Being intentional about meeting in person Creating opportunities for people to connect socially Building a people-first culture that aligns with company goals Ensuring you have the right skills for the future with strategic workforce planning Attracting diverse skillsets The impact of AI on skills development and recruiting Listen to this podcast on Apple Podcasts. Wed, 24 May 2023 21:52:00 -0000 Overcoming Remote Challenges full 523 Matt Alder Jen Fong, VP of People at Customer.io, talks to Matt Alder Elon Musk, David Soloman, and Sam Altman are three CEOs who have recently publicly spoken out against remote and hybrid work. Problems with communication, productivity, skills transfer, and culture are some of the most common issues cited but does dragging people back to the office really make these things better? The advantages of hybrid and remote work are considerable, and there are undoubtedly other ways of addressing their challenges than ordering a mandatory return to the office. My guest this week is Jen Fong, VP of People at Customer.io. Customer.io is a fully remote business with employees in 30 countries, and Jen offers some great insights on embracing the advantages of remote while dealing with its challenges. In the interview, we discuss: Current talent market challenges Why remote work is so vital to Customer io Innovation and global talent pools Autonomy and trust Dealing with the challenges of remote work How do you build community and connection? The importance of tools Being intentional about meeting in person Creating opportunities for people to connect socially Building a people-first culture that aligns with company goals Ensuring you have the right skills for the future with strategic workforce planning Attracting diverse skillsets The impact of AI on skills development and recruiting Listen to this podcast on Apple Podcasts. Elon Musk, David Soloman, and Sam Altman are three CEOs who have recently publicly spoken out against remote and hybrid work. Problems with communication, productivity, skills transfer, and culture are some of the most common issues cited but does dragging people back to the office really make these things better? The advantages of hybrid and remote work are considerable, and there are undoubtedly other ways of addressing their challenges than ordering a mandatory return to the office.


My guest this week is Jen Fong, VP of People at Customer.io. Customer.io is a fully remote business with employees in 30 countries, and Jen offers some great insights on embracing the advantages of remote while dealing with its challenges.


In the interview, we discuss:


  • Current talent market challenges


  • Why remote work is so vital to Customer io


  • Innovation and global talent pools


  • Autonomy and trust


  • Dealing with the challenges of remote work


  • How do you build community and connection?


  • The importance of tools


  • Being intentional about meeting in person


  • Creating opportunities for people to connect socially


  • Building a people-first culture that aligns with company goals


  • Ensuring you have the right skills for the future with strategic workforce planning


  • Attracting diverse skillsets


  • The impact of AI on skills development and recruiting



Listen to this podcast on Apple Podcasts.

]]> 1880 no Ep 522: Neuroinclusion https://recruitingfuture.com According to recent estimates, between 15 and 20 percent of the world's population is neurodivergent. Although our understanding of the brain has taken some massive leaps forward, a large proportion of neurodivergent people do not have a formal diagnosis. The advantages for employers with neuroinclusive cultures are significant. Not only do they open important pools of talent, but they are also recognising that everyone's brain is different. This can enable a substantial increase in collaboration, innovation and productivity. My guest this week is Ed Thompson, Founder and CEO of Uptimize and author of the new book "A Hidden Force: Unlocking the Potential of Neurodiversity at Work". Ed has a vast amount of knowledge and experience to share on how to increase neuroinclusion. In the interview, we discuss: Different brains Belonging, collaboration, and innovation Common misconceptions The dangers of ignoring neurodiversity Boulders in the road; building an inclusive recruiting process Culture change Challenging the norm The future for neuroinclusion Listen to this podcast on Apple Podcasts. Fri, 19 May 2023 10:34:00 -0000 Neuroinclusion full 522 Matt Alder Ed Thompson, Founder and CEO of Uptimize, talks to Matt Alder According to recent estimates, between 15 and 20 percent of the world's population is neurodivergent. Although our understanding of the brain has taken some massive leaps forward, a large proportion of neurodivergent people do not have a formal diagnosis. The advantages for employers with neuroinclusive cultures are significant. Not only do they open important pools of talent, but they are also recognising that everyone's brain is different. This can enable a substantial increase in collaboration, innovation and productivity. My guest this week is Ed Thompson, Founder and CEO of Uptimize and author of the new book "A Hidden Force: Unlocking the Potential of Neurodiversity at Work". Ed has a vast amount of knowledge and experience to share on how to increase neuroinclusion. In the interview, we discuss: Different brains Belonging, collaboration, and innovation Common misconceptions The dangers of ignoring neurodiversity Boulders in the road; building an inclusive recruiting process Culture change Challenging the norm The future for neuroinclusion Listen to this podcast on Apple Podcasts. According to recent estimates, between 15 and 20 percent of the world's population is neurodivergent. Although our understanding of the brain has taken some massive leaps forward, a large proportion of neurodivergent people do not have a formal diagnosis.


The advantages for employers with neuroinclusive cultures are significant. Not only do they open important pools of talent, but they are also recognising that everyone's brain is different. This can enable a substantial increase in collaboration, innovation and productivity.


My guest this week is Ed Thompson, Founder and CEO of Uptimize and author of the new book "A Hidden Force: Unlocking the Potential of Neurodiversity at Work". Ed has a vast amount of knowledge and experience to share on how to increase neuroinclusion.


In the interview, we discuss:


  • Different brains


  • Belonging, collaboration, and innovation


  • Common misconceptions


  • The dangers of ignoring neurodiversity


  • Boulders in the road; building an inclusive recruiting process


  • Culture change


  • Challenging the norm


  • The future for neuroinclusion



Listen to this podcast on Apple Podcasts.

]]> 1711 no Ep 521: Rebuilding Employer Brands https://recruitingfuture.com There is a strong argument that Employer Branding has never been more relevant or important. The last few months have seen many employers making layoffs as they respond to market conditions and some sense of normalization after the pandemic. It's fair to say that some employers and potentially whole industries have suffered severe reputational damage because of this. So how can companies rebuild their reputations as employers? This is not only important from a talent acquisition perspective; it is a vital part of retaining the talent they already have. My guest this week is Emily Firth, Founder and Partner at The Truth Works. Emily is an Employer Brand and Employee Engagement expert, and it was great to get her view on how employers can rebuild and manage their reputations in the current market landscape. In the interview, we discuss: The post-pandemic state of Employer Branding Lack of delineation between internal and external communications Transparency and control Moving away from a hyper-curated narrative Foundations and frameworks Rebuilding reputations Influencing and education leadership Generative AI and the future of employer branding Listen to this podcast in Apple Podcasts. Wed, 17 May 2023 20:25:00 -0000 Rebuilding Employer Brands full 521 Matt Alder Emily Firth, Founder and Partner at The Truth Works, talks to Matt Alder There is a strong argument that Employer Branding has never been more relevant or important. The last few months have seen many employers making layoffs as they respond to market conditions and some sense of normalization after the pandemic. It's fair to say that some employers and potentially whole industries have suffered severe reputational damage because of this. So how can companies rebuild their reputations as employers? This is not only important from a talent acquisition perspective; it is a vital part of retaining the talent they already have. My guest this week is Emily Firth, Founder and Partner at The Truth Works. Emily is an Employer Brand and Employee Engagement expert, and it was great to get her view on how employers can rebuild and manage their reputations in the current market landscape. In the interview, we discuss: The post-pandemic state of Employer Branding Lack of delineation between internal and external communications Transparency and control Moving away from a hyper-curated narrative Foundations and frameworks Rebuilding reputations Influencing and education leadership Generative AI and the future of employer branding Listen to this podcast in Apple Podcasts. There is a strong argument that Employer Branding has never been more relevant or important. The last few months have seen many employers making layoffs as they respond to market conditions and some sense of normalization after the pandemic. It's fair to say that some employers and potentially whole industries have suffered severe reputational damage because of this.


So how can companies rebuild their reputations as employers? This is not only important from a talent acquisition perspective; it is a vital part of retaining the talent they already have.


My guest this week is Emily Firth, Founder and Partner at The Truth Works. Emily is an Employer Brand and Employee Engagement expert, and it was great to get her view on how employers can rebuild and manage their reputations in the current market landscape.


In the interview, we discuss:


  • The post-pandemic state of Employer Branding


  • Lack of delineation between internal and external communications


  • Transparency and control


  • Moving away from a hyper-curated narrative


  • Foundations and frameworks


  • Rebuilding reputations


  • Influencing and education leadership


  • Generative AI and the future of employer branding


Listen to this podcast in Apple Podcasts.

]]> 1653 no Ep 520: Human Storytelling https://recruitingfuture.com Storytelling is one of the things that makes humans human. In recruitment marketing and employer branding, stories persuade, create empathy and drive the emotional connections that make people take action. With the rise of automation and generative AI, human-based storytelling will likely be a critical differentiator between employers. So do we understand how to tell compelling stories, and are our strategies around storytelling sophisticated enough to deal with a future of more disruptive change? My guest this week is Lauryn Sargent, Co-Founder of Stories Incorporated and an expert in storytelling for recruitment marketing and employer branding. I caught up with Lauryn at the recent UNLEASH America conference to hear her thoughts on the future of storytelling and listen to the great advice she had to share. In the interview, we discuss: Does TA understand storytelling on a strategic level? What are the elements of a great story? Psychological safety Structuring the perfect story interview Making content work in different channels and formats The impact of generative AI The future of recruitment marketing Listen to this podcast in Apple Podcasts. Sat, 13 May 2023 23:46:00 -0000 Human Storytelling full 520 Matt Alder Lauryn Sargent, Co-Founder of Stories Incorporated, talks to Matt Alder Storytelling is one of the things that makes humans human. In recruitment marketing and employer branding, stories persuade, create empathy and drive the emotional connections that make people take action. With the rise of automation and generative AI, human-based storytelling will likely be a critical differentiator between employers. So do we understand how to tell compelling stories, and are our strategies around storytelling sophisticated enough to deal with a future of more disruptive change? My guest this week is Lauryn Sargent, Co-Founder of Stories Incorporated and an expert in storytelling for recruitment marketing and employer branding. I caught up with Lauryn at the recent UNLEASH America conference to hear her thoughts on the future of storytelling and listen to the great advice she had to share. In the interview, we discuss: Does TA understand storytelling on a strategic level? What are the elements of a great story? Psychological safety Structuring the perfect story interview Making content work in different channels and formats The impact of generative AI The future of recruitment marketing Listen to this podcast in Apple Podcasts. Storytelling is one of the things that makes humans human. In recruitment marketing and employer branding, stories persuade, create empathy and drive the emotional connections that make people take action.


With the rise of automation and generative AI, human-based storytelling will likely be a critical differentiator between employers. So do we understand how to tell compelling stories, and are our strategies around storytelling sophisticated enough to deal with a future of more disruptive change?


My guest this week is Lauryn Sargent, Co-Founder of Stories Incorporated and an expert in storytelling for recruitment marketing and employer branding. I caught up with Lauryn at the recent UNLEASH America conference to hear her thoughts on the future of storytelling and listen to the great advice she had to share.


In the interview, we discuss:


  • Does TA understand storytelling on a strategic level?


  • What are the elements of a great story?


  • Psychological safety


  • Structuring the perfect story interview


  • Making content work in different channels and formats


  • The impact of generative AI


  • The future of recruitment marketing



Listen to this podcast in Apple Podcasts.

]]> 1485 no Ep 519: Recruiterless Recruiting? https://recruitingfuture.com I recently hosted a webinar on the future of talent acquisition and asked the audience to consider this question. Will there ever be as many recruiters again as there were in August 2022? The arrival of universally available generative AI and a harsh economic climate has caused the perfect storm in our industry. But how much long-term disruption of talent acquisition and potential elimination of recruiting roles could there be? My guest this week is Allyn Bailey, a highly experienced talent acquisition leader who previously held a global role at Intel and is now Executive Director of Hiring Success at SmartRecruiters.  A couple of weeks ago, Allyn put out a challenge on LinkedIn that she was prepared to debate her belief that a major organization would move to recruiterless recruiting within the next 18 months. Because I consider her one of the most innovative thinkers in the industry, I took the opportunity at the recent UNLEASH America event to learn more about her hypnosis. I also got her thoughts on the future structure of talent acquisition teams and her advice around reskilling and retraining for those at risk of being displaced. In the interview, we discuss: Fungibility and flexibility of technology Can you build a future-proof tech stack? Is it possible to implement a relationship-based recruiting strategy in a world of management by transactional metrics? Can AI be more human than humans? Can technology now address every step in the TA process? Will we see recruiterless recruiting within 18 months? The nuances of the hypothesis The TA team of the future TA Ops, system and experience design Will candidates push back? Legislation and regulation Reskilling and retraining. Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. Wed, 10 May 2023 12:04:00 -0000 Recruiterless Recruiting? full 519 Matt Alder Allyn Bailey, Executive Director of Hiring Success at SmartRecruiters, talks to Matt Alder about the prospect of recruiterless recruiting. I recently hosted a webinar on the future of talent acquisition and asked the audience to consider this question. Will there ever be as many recruiters again as there were in August 2022? The arrival of universally available generative AI and a harsh economic climate has caused the perfect storm in our industry. But how much long-term disruption of talent acquisition and potential elimination of recruiting roles could there be? My guest this week is Allyn Bailey, a highly experienced talent acquisition leader who previously held a global role at Intel and is now Executive Director of Hiring Success at SmartRecruiters.  A couple of weeks ago, Allyn put out a challenge on LinkedIn that she was prepared to debate her belief that a major organization would move to recruiterless recruiting within the next 18 months. Because I consider her one of the most innovative thinkers in the industry, I took the opportunity at the recent UNLEASH America event to learn more about her hypnosis. I also got her thoughts on the future structure of talent acquisition teams and her advice around reskilling and retraining for those at risk of being displaced. In the interview, we discuss: Fungibility and flexibility of technology Can you build a future-proof tech stack? Is it possible to implement a relationship-based recruiting strategy in a world of management by transactional metrics? Can AI be more human than humans? Can technology now address every step in the TA process? Will we see recruiterless recruiting within 18 months? The nuances of the hypothesis The TA team of the future TA Ops, system and experience design Will candidates push back? Legislation and regulation Reskilling and retraining. Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. I recently hosted a webinar on the future of talent acquisition and asked the audience to consider this question. Will there ever be as many recruiters again as there were in August 2022?


The arrival of universally available generative AI and a harsh economic climate has caused the perfect storm in our industry. But how much long-term disruption of talent acquisition and potential elimination of recruiting roles could there be?


My guest this week is Allyn Bailey, a highly experienced talent acquisition leader who previously held a global role at Intel and is now Executive Director of Hiring Success at SmartRecruiters. 


A couple of weeks ago, Allyn put out a challenge on LinkedIn that she was prepared to debate her belief that a major organization would move to recruiterless recruiting within the next 18 months. Because I consider her one of the most innovative thinkers in the industry, I took the opportunity at the recent UNLEASH America event to learn more about her hypnosis. I also got her thoughts on the future structure of talent acquisition teams and her advice around reskilling and retraining for those at risk of being displaced.


In the interview, we discuss:


  • Fungibility and flexibility of technology


  • Can you build a future-proof tech stack?


  • Is it possible to implement a relationship-based recruiting strategy in a world of management by transactional metrics?


  • Can AI be more human than humans?


  • Can technology now address every step in the TA process?


  • Will we see recruiterless recruiting within 18 months?


  • The nuances of the hypothesis


  • The TA team of the future


  • TA Ops, system and experience design


  • Will candidates push back?


  • Legislation and regulation


  • Reskilling and retraining.


Listen to this podcast in Apple Podcasts.


A full transcript will appear here shortly.

]]> 1686 no Ep 518: Talking About The Future https://recruitingfuture.com At the beginning of May, I attended UNLEASH America as a podcaster and panel host. It was UNLEASH's biggest event to date in the US, and the content and conversations were excellent. As you can imagine, the implications of Generative AI dominated the discussion. From talking to a range of practitioners, vendors, and thought leaders, it was clear that everyone agrees that Talent Acquisition will be changed quickly and forever by new technology.  However, it is not just technology that is driving change; aside from the obvious economic issues, many employers are rethinking their whole approach to talent, and this was reflected in several conversations I had about the blurring lines between talent acquisition and talent management. Next week I'll be publishing some long-form interviews I recorded at the event, but in the meantime, here is a series of short conversations that capture the essence of the discussion at the show.  Appearing in this episode: John Vlastelica, the CEO of Recruiting Toolbox Sarah White, the Founder of Aspect 43 Mervyn Dinnen, HR Analyst and my co-author on "Digital Talent." Crissy McConnell, Internal Recruiting Lead at Guild. Topics discussed include: Thinking holistically about talent Breaking down the silos between Talent Acquisition and Talent Management The impact of Generative AI The market for recruiting technology Legislation and legal confusion around AI Psychological Safety and ERGs The future of jobs and the end of everything Candidate and consumer attitudes to AI Regenerating talent to open opportunity Surfacing internal talent Total experience The future of talent acquisition Subscribe to this podcast in Apple Podcasts. Fri, 05 May 2023 13:49:22 -0000 Talking About The Future full 518 Matt Alder John Vlastelica, Sarah White, Mervyn Dinnen and Crissy McConnell talk to Matt Alder about the future of talent acquisition At the beginning of May, I attended UNLEASH America as a podcaster and panel host. It was UNLEASH's biggest event to date in the US, and the content and conversations were excellent. As you can imagine, the implications of Generative AI dominated the discussion. From talking to a range of practitioners, vendors, and thought leaders, it was clear that everyone agrees that Talent Acquisition will be changed quickly and forever by new technology.  However, it is not just technology that is driving change; aside from the obvious economic issues, many employers are rethinking their whole approach to talent, and this was reflected in several conversations I had about the blurring lines between talent acquisition and talent management. Next week I'll be publishing some long-form interviews I recorded at the event, but in the meantime, here is a series of short conversations that capture the essence of the discussion at the show.  Appearing in this episode: John Vlastelica, the CEO of Recruiting Toolbox Sarah White, the Founder of Aspect 43 Mervyn Dinnen, HR Analyst and my co-author on "Digital Talent." Crissy McConnell, Internal Recruiting Lead at Guild. Topics discussed include: Thinking holistically about talent Breaking down the silos between Talent Acquisition and Talent Management The impact of Generative AI The market for recruiting technology Legislation and legal confusion around AI Psychological Safety and ERGs The future of jobs and the end of everything Candidate and consumer attitudes to AI Regenerating talent to open opportunity Surfacing internal talent Total experience The future of talent acquisition Subscribe to this podcast in Apple Podcasts. At the beginning of May, I attended UNLEASH America as a podcaster and panel host. It was UNLEASH's biggest event to date in the US, and the content and conversations were excellent. As you can imagine, the implications of Generative AI dominated the discussion. From talking to a range of practitioners, vendors, and thought leaders, it was clear that everyone agrees that Talent Acquisition will be changed quickly and forever by new technology. 


However, it is not just technology that is driving change; aside from the obvious economic issues, many employers are rethinking their whole approach to talent, and this was reflected in several conversations I had about the blurring lines between talent acquisition and talent management.


Next week I'll be publishing some long-form interviews I recorded at the event, but in the meantime, here is a series of short conversations that capture the essence of the discussion at the show. 


Appearing in this episode:

John Vlastelica, the CEO of Recruiting Toolbox

Sarah White, the Founder of Aspect 43

Mervyn Dinnen, HR Analyst and my co-author on "Digital Talent."

Crissy McConnell, Internal Recruiting Lead at Guild.


Topics discussed include:


  • Thinking holistically about talent


  • Breaking down the silos between Talent Acquisition and Talent Management


  • The impact of Generative AI


  • The market for recruiting technology


  • Legislation and legal confusion around AI


  • Psychological Safety and ERGs


  • The future of jobs and the end of everything


  • Candidate and consumer attitudes to AI


  • Regenerating talent to open opportunity


  • Surfacing internal talent


  • Total experience


  • The future of talent acquisition


Subscribe to this podcast in Apple Podcasts.

]]> 2159 no Round Up April 2023 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 510: Candidate Experience 2023 Ep 511: How To Be A Global Employer Of Choice Ep 512: Being More Agile Ep 513: Building Connection In A Hybrid World Ep 514: Build, Maintain & Leverage Your Network Ep 515: AI And The Future Of Talent Acquisition Ep 516: The Changing Workforce Ep 517: Aligning Benefits To Values Subscribe to this podcast in Apple Podcasts Thu, 04 May 2023 22:06:17 -0000 Round Up April 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during Apri Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 510: Candidate Experience 2023 Ep 511: How To Be A Global Employer Of Choice Ep 512: Being More Agile Ep 513: Building Connection In A Hybrid World Ep 514: Build, Maintain & Leverage Your Network Ep 515: AI And The Future Of Talent Acquisition Ep 516: The Changing Workforce Ep 517: Aligning Benefits To Values Subscribe to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:


Ep 510: Candidate Experience 2023


Ep 511: How To Be A Global Employer Of Choice


Ep 512: Being More Agile


Ep 513: Building Connection In A Hybrid World


Ep 514: Build, Maintain & Leverage Your Network


Ep 515: AI And The Future Of Talent Acquisition


Ep 516: The Changing Workforce


Ep 517: Aligning Benefits To Values


Subscribe to this podcast in Apple Podcasts

]]> 702 no Ep 517: Aligning Benefits To Values https://recruitingfuture.com For many companies, remote and hybrid working has spotlighted compensation and benefits strategies. How do you determine pay levels for the same job across different national and international geographies, and how can you use benefits as a talent magnet when some traditional location-based benefits are no longer as relevant? My guest this week is Anitra St. Hilaire, VP of People at Threeflow. Anitra has considerable experience in this area and shares some very innovative thinking in our conversation. In the interview, we discuss: What are the most significant talent challenges employers are facing Listening to and understanding people's stories Building culture nationally and internationally How do you handle compensation strategically across state and country boundaries? How can employers use benefits as magnets for talent? Aligning benefits with company values Understanding the needs of your employee population Responsible transparency What are the implications of AI for HR? What will the future of work look like? Listen to this podcast in Apple Podcasts. Thu, 27 Apr 2023 14:00:00 -0000 Aligning Benefits To Values full 517 Matt Alder Anitra St. Hilaire, VP of People at Threeflow, talks to Matt Alder For many companies, remote and hybrid working has spotlighted compensation and benefits strategies. How do you determine pay levels for the same job across different national and international geographies, and how can you use benefits as a talent magnet when some traditional location-based benefits are no longer as relevant? My guest this week is Anitra St. Hilaire, VP of People at Threeflow. Anitra has considerable experience in this area and shares some very innovative thinking in our conversation. In the interview, we discuss: What are the most significant talent challenges employers are facing Listening to and understanding people's stories Building culture nationally and internationally How do you handle compensation strategically across state and country boundaries? How can employers use benefits as magnets for talent? Aligning benefits with company values Understanding the needs of your employee population Responsible transparency What are the implications of AI for HR? What will the future of work look like? Listen to this podcast in Apple Podcasts. For many companies, remote and hybrid working has spotlighted compensation and benefits strategies. How do you determine pay levels for the same job across different national and international geographies, and how can you use benefits as a talent magnet when some traditional location-based benefits are no longer as relevant?


My guest this week is Anitra St. Hilaire, VP of People at Threeflow. Anitra has considerable experience in this area and shares some very innovative thinking in our conversation.


In the interview, we discuss:


  • What are the most significant talent challenges employers are facing


  • Listening to and understanding people's stories


  • Building culture nationally and internationally


  • How do you handle compensation strategically across state and country boundaries?


  • How can employers use benefits as magnets for talent?


  • Aligning benefits with company values


  • Understanding the needs of your employee population


  • Responsible transparency


  • What are the implications of AI for HR?


  • What will the future of work look like?


Listen to this podcast in Apple Podcasts.

]]> 1734 no Ep 516: The Changing Workforce https://recruitingfuture.com/ The balance of the workforce is changing. Remote working, talent scarcity and evolving attitudes to jobs and careers are driving the increasing use of contractors, freelancers and fractional workers. However, the practicalities of managing this changing workforce are significant, including everything from building a culture to ensuring everyone gets paid on time. So how should employers approach this, what role can technology play, and how can they turn the challenges into opportunities? My guest this week is Richard Prime, Co-Founder and CEO of Sonovate. Richard has some fascinating insights to share on the state of the market and how fintech innovations are creating opportunities for employers and staffing agencies in our new world of work. In the interview, we discuss: The current state of the market The rise of contractors, freelancers, and fractional workers Accessing global talent pools The challenges of an evolving workforce What are the most innovative businesses doing? Building a culture that is inclusive of temporary and contract workers How complicated is it to make sure everyone gets paid The growing demand for early wage access Innovative financial benefits to attract talent What opportunities does Fintech innovation open up for recruiting and talent acquisition? Listen to this podcast in Apple Podcasts. Mon, 24 Apr 2023 14:00:00 -0000 The Changing Workforce full 516 Matt Alder Richard Prime, Co-Founder and CEO of Sonovate, talks to Matt Alder The balance of the workforce is changing. Remote working, talent scarcity and evolving attitudes to jobs and careers are driving the increasing use of contractors, freelancers and fractional workers. However, the practicalities of managing this changing workforce are significant, including everything from building a culture to ensuring everyone gets paid on time. So how should employers approach this, what role can technology play, and how can they turn the challenges into opportunities? My guest this week is Richard Prime, Co-Founder and CEO of Sonovate. Richard has some fascinating insights to share on the state of the market and how fintech innovations are creating opportunities for employers and staffing agencies in our new world of work. In the interview, we discuss: The current state of the market The rise of contractors, freelancers, and fractional workers Accessing global talent pools The challenges of an evolving workforce What are the most innovative businesses doing? Building a culture that is inclusive of temporary and contract workers How complicated is it to make sure everyone gets paid The growing demand for early wage access Innovative financial benefits to attract talent What opportunities does Fintech innovation open up for recruiting and talent acquisition? Listen to this podcast in Apple Podcasts. The balance of the workforce is changing. Remote working, talent scarcity and evolving attitudes to jobs and careers are driving the increasing use of contractors, freelancers and fractional workers. However, the practicalities of managing this changing workforce are significant, including everything from building a culture to ensuring everyone gets paid on time.


So how should employers approach this, what role can technology play, and how can they turn the challenges into opportunities? My guest this week is Richard Prime, Co-Founder and CEO of Sonovate. Richard has some fascinating insights to share on the state of the market and how fintech innovations are creating opportunities for employers and staffing agencies in our new world of work.


In the interview, we discuss:


  • The current state of the market


  • The rise of contractors, freelancers, and fractional workers


  • Accessing global talent pools


  • The challenges of an evolving workforce


  • What are the most innovative businesses doing?


  • Building a culture that is inclusive of temporary and contract workers


  • How complicated is it to make sure everyone gets paid


  • The growing demand for early wage access


  • Innovative financial benefits to attract talent


  • What opportunities does Fintech innovation open up for recruiting and talent acquisition?



Listen to this podcast in Apple Podcasts.

]]> 1274 no Ep 515: AI And The Future Of Talent Acquisition https://recruitingfuture.com The public launch of ChatGPT continues to drive enormous levels of hype about the impact of AI on life, the universe and everything. So what are the implications of generative AI on talent acquisition, how will it shape the development of recruiting technology, and what will candidates think of the changing balance between humans and machines in recruiting? My guest this week is the perfect person to give us some answers. Adam Godson is Chief Product Officer at Paradox, and his unique combination of experience in the industry means he has a deep understanding of the potential of AI and the likely future direction of talent acquisition. In the interview, we discuss: The current state of the market The difference between Generative AI and Conversational AI What changes will generative AI drive in recruiting technology? Why is there a rush of Large Language Models coming to the market at the same time? Decisions, Communication, and Automation Enriching interactive conversations Time reduction What is the art of the possible with personalization? The implications of "quick apply" on employer brand communication Polarising messages Calibration by the candidate reaction to AI What will the next two years look like, and where is technology heading next Listen to this episode in Apple Podcasts. Thu, 20 Apr 2023 12:53:02 -0000 AI And The Future Of Talent Acquisition full 515 Matt Alder Adam Godson, Chief Product Officer at Paradox, talks to Matt Alder The public launch of ChatGPT continues to drive enormous levels of hype about the impact of AI on life, the universe and everything. So what are the implications of generative AI on talent acquisition, how will it shape the development of recruiting technology, and what will candidates think of the changing balance between humans and machines in recruiting? My guest this week is the perfect person to give us some answers. Adam Godson is Chief Product Officer at Paradox, and his unique combination of experience in the industry means he has a deep understanding of the potential of AI and the likely future direction of talent acquisition. In the interview, we discuss: The current state of the market The difference between Generative AI and Conversational AI What changes will generative AI drive in recruiting technology? Why is there a rush of Large Language Models coming to the market at the same time? Decisions, Communication, and Automation Enriching interactive conversations Time reduction What is the art of the possible with personalization? The implications of "quick apply" on employer brand communication Polarising messages Calibration by the candidate reaction to AI What will the next two years look like, and where is technology heading next Listen to this episode in Apple Podcasts. The public launch of ChatGPT continues to drive enormous levels of hype about the impact of AI on life, the universe and everything. So what are the implications of generative AI on talent acquisition, how will it shape the development of recruiting technology, and what will candidates think of the changing balance between humans and machines in recruiting?


My guest this week is the perfect person to give us some answers. Adam Godson is Chief Product Officer at Paradox, and his unique combination of experience in the industry means he has a deep understanding of the potential of AI and the likely future direction of talent acquisition.


In the interview, we discuss:


  • The current state of the market


  • The difference between Generative AI and Conversational AI


  • What changes will generative AI drive in recruiting technology?


  • Why is there a rush of Large Language Models coming to the market at the same time?


  • Decisions, Communication, and Automation


  • Enriching interactive conversations


  • Time reduction


  • What is the art of the possible with personalization?


  • The implications of "quick apply" on employer brand communication


  • Polarising messages


  • Calibration by the candidate reaction to AI


  • What will the next two years look like, and where is technology heading next



Listen to this episode in Apple Podcasts.

]]> 1281 no Ep 514: Build, Maintain & Leverage Your Network https://recruitingfuture.com Talent Acquisition is changing, work is changing, and careers are changing. It has perhaps never been more critical to build and cultivate a professional network. As an industry that spends most of its collective working day on LinkedIn, we like to think that we do this well. But do we really understand how to build, maintain and leverage our networks in these disruptive times? My guest this week is Michael Melcher, an executive coach, leadership expert, and author of a new book called "Your Invisible Network". In our conversation, we discuss how networks are changing and the networking skills needed to transform careers. In the interview, we discuss: Being more aware of the network around you Building deeper, more powerful relationships How a whole generation has had no meaningful face-to-face connections at work The power of small, consistent action Seven types of relationships Minute 32 and the unpredictable nature of conversations Being more human The difference between a specific and a general ask How will networking develop in the future, and what skills will we need to learn Listen to this podcast on Apple Podcasts. Wed, 19 Apr 2023 17:27:00 -0000 Build, Maintain & Leverage Your Network full 514 Matt Alder Michael Melcher, executive coach, leadership expert and author of "Your Invisible Network", talks to Matt Alder Talent Acquisition is changing, work is changing, and careers are changing. It has perhaps never been more critical to build and cultivate a professional network. As an industry that spends most of its collective working day on LinkedIn, we like to think that we do this well. But do we really understand how to build, maintain and leverage our networks in these disruptive times? My guest this week is Michael Melcher, an executive coach, leadership expert, and author of a new book called "Your Invisible Network". In our conversation, we discuss how networks are changing and the networking skills needed to transform careers. In the interview, we discuss: Being more aware of the network around you Building deeper, more powerful relationships How a whole generation has had no meaningful face-to-face connections at work The power of small, consistent action Seven types of relationships Minute 32 and the unpredictable nature of conversations Being more human The difference between a specific and a general ask How will networking develop in the future, and what skills will we need to learn Listen to this podcast on Apple Podcasts. Talent Acquisition is changing, work is changing, and careers are changing. It has perhaps never been more critical to build and cultivate a professional network. As an industry that spends most of its collective working day on LinkedIn, we like to think that we do this well. But do we really understand how to build, maintain and leverage our networks in these disruptive times?


My guest this week is Michael Melcher, an executive coach, leadership expert, and author of a new book called "Your Invisible Network". In our conversation, we discuss how networks are changing and the networking skills needed to transform careers.


In the interview, we discuss:


  • Being more aware of the network around you


  • Building deeper, more powerful relationships


  • How a whole generation has had no meaningful face-to-face connections at work


  • The power of small, consistent action


  • Seven types of relationships


  • Minute 32 and the unpredictable nature of conversations


  • Being more human


  • The difference between a specific and a general ask


  • How will networking develop in the future, and what skills will we need to learn



Listen to this podcast on Apple Podcasts.

]]> 1718 no Ep 513: Building Connection In A Hybrid World https://recruitingfuture.com One of the biggest challenges of remote and hybrid working is the lack of face-to-face connection that humans need to be fully engaged and productive. This is always one of the main arguments for employers attempting to return their workers to the office. However, the advantages of remote and hybrid working are considerable, and forcing people to work five days a week back in an office isn't necessarily the best way of dealing with the challenges. So what can employers do to foster a sense of connection, belonging, and engagement and provide the scaffolding for high-performing teams? My guest this week is Sophie Bailey, Co-Founder and CEO of Worktripp. Worktripp is an Airbnb for business offsites, and Sophie has some hugely valuable insights to share on supercharging connection, creativity, and culture. In the interview, we discuss: The importance of face-to-face connection The consequences and cost of disengagement Why returning to the office isn't the answer Bringing people together in a memorable way Offsites to increase retention and drive creative ideation Which companies do this well, and how do they do it The importance of environment Designing an effective offsite and why you shouldn't start with logistics Long term planning to develop connection What does the future of work look like? Subscribe to this podcast in Apple Podcasts Fri, 14 Apr 2023 11:38:00 -0000 Building Connection In A Hybrid World full 513 Matt Alder Sophie Bailey, Co-Founder and CEO of Worktripp, talks to Matt Alder One of the biggest challenges of remote and hybrid working is the lack of face-to-face connection that humans need to be fully engaged and productive. This is always one of the main arguments for employers attempting to return their workers to the office. However, the advantages of remote and hybrid working are considerable, and forcing people to work five days a week back in an office isn't necessarily the best way of dealing with the challenges. So what can employers do to foster a sense of connection, belonging, and engagement and provide the scaffolding for high-performing teams? My guest this week is Sophie Bailey, Co-Founder and CEO of Worktripp. Worktripp is an Airbnb for business offsites, and Sophie has some hugely valuable insights to share on supercharging connection, creativity, and culture. In the interview, we discuss: The importance of face-to-face connection The consequences and cost of disengagement Why returning to the office isn't the answer Bringing people together in a memorable way Offsites to increase retention and drive creative ideation Which companies do this well, and how do they do it The importance of environment Designing an effective offsite and why you shouldn't start with logistics Long term planning to develop connection What does the future of work look like? Subscribe to this podcast in Apple Podcasts One of the biggest challenges of remote and hybrid working is the lack of face-to-face connection that humans need to be fully engaged and productive. This is always one of the main arguments for employers attempting to return their workers to the office. However, the advantages of remote and hybrid working are considerable, and forcing people to work five days a week back in an office isn't necessarily the best way of dealing with the challenges.


So what can employers do to foster a sense of connection, belonging, and engagement and provide the scaffolding for high-performing teams? My guest this week is Sophie Bailey, Co-Founder and CEO of Worktripp. Worktripp is an Airbnb for business offsites, and Sophie has some hugely valuable insights to share on supercharging connection, creativity, and culture.


In the interview, we discuss:


  • The importance of face-to-face connection


  • The consequences and cost of disengagement


  • Why returning to the office isn't the answer


  • Bringing people together in a memorable way


  • Offsites to increase retention and drive creative ideation


  • Which companies do this well, and how do they do it


  • The importance of environment


  • Designing an effective offsite and why you shouldn't start with logistics


  • Long term planning to develop connection


  • What does the future of work look like?


Subscribe to this podcast in Apple Podcasts

]]> 1905 no Ep 512: Being More Agile https://recruitingfuture.com As we move through 2023, the pace of disruption continues to intensify. The complexities and implications of the economic and technological landscapes are overwhelming. It is increasingly difficult to break out of short-term thinking and make the long-term strategic decisions that are now needed. Over the last few years, the word agile has been somewhat overused, but does it hold the key to unlocking the future potential of talent acquisition? My guest this week is Joshua Kerievsky, Founder and CEO of Industrial Logic and author of a new book called "The Joy of Agile". In our conversation, Joshua revisits the original definition of agile and shares six mantras to help all TA leaders during these challenging times. In the interview, we discuss: The dictionary definition of agile Working with quick, easy grace Examples of agile at work How to be more agile Being adaptable and resourceful Be quick but don't hurry. The importance of balance and driving out fear Start minimal and evolve. Adaptability The new future of work Listen to this podcast in Apple Podcasts. Tue, 11 Apr 2023 15:05:00 -0000 Being More Agile full 512 Matt Alder Joshua Kerievsky, CEO of Industrial Logic and author of "The Joy of Agile", talks to Matt Alder As we move through 2023, the pace of disruption continues to intensify. The complexities and implications of the economic and technological landscapes are overwhelming. It is increasingly difficult to break out of short-term thinking and make the long-term strategic decisions that are now needed. Over the last few years, the word agile has been somewhat overused, but does it hold the key to unlocking the future potential of talent acquisition? My guest this week is Joshua Kerievsky, Founder and CEO of Industrial Logic and author of a new book called "The Joy of Agile". In our conversation, Joshua revisits the original definition of agile and shares six mantras to help all TA leaders during these challenging times. In the interview, we discuss: The dictionary definition of agile Working with quick, easy grace Examples of agile at work How to be more agile Being adaptable and resourceful Be quick but don't hurry. The importance of balance and driving out fear Start minimal and evolve. Adaptability The new future of work Listen to this podcast in Apple Podcasts. As we move through 2023, the pace of disruption continues to intensify. The complexities and implications of the economic and technological landscapes are overwhelming. It is increasingly difficult to break out of short-term thinking and make the long-term strategic decisions that are now needed.


Over the last few years, the word agile has been somewhat overused, but does it hold the key to unlocking the future potential of talent acquisition?


My guest this week is Joshua Kerievsky, Founder and CEO of Industrial Logic and author of a new book called "The Joy of Agile". In our conversation, Joshua revisits the original definition of agile and shares six mantras to help all TA leaders during these challenging times.


In the interview, we discuss:


  • The dictionary definition of agile


  • Working with quick, easy grace


  • Examples of agile at work


  • How to be more agile


  • Being adaptable and resourceful


  • Be quick but don't hurry.


  • The importance of balance and driving out fear


  • Start minimal and evolve.


  • Adaptability


  • The new future of work



Listen to this podcast in Apple Podcasts.

]]> 1428 no Ep 511: How To Be A Global Employer Of Choice https://recruitingfuture.com It's now three years since the pandemic changed many people's work trajectories. While some companies have returned to the office and others are desperately trying to, remote and hybrid work continue to be the norm for many organizations.  So putting aside noisy narratives and vested interests trying to take us back to the pre-pandemic status quote, what are the actual benefits and challenges of a distributed workforce? Also, with the opening of global talent pools, what can employers do to position themselves as an employer of choice in 2023? My guest this week is Sarah Fern, Chief People Officer a Velocity Global. Velocity Global has employers working remotely across six timezones and 27 countries, and Sarah has some valuable insights to share on the benefits and challenges of being a distributed employer. In the interview, we discuss: The benefits remote work offer to employers Opening up access to the best global talent Why presentism doesn't drive high-performing work The genuine challenges of a distributed workforce Loneliness, disconnection, productivity, and burnout Turning challenges into opportunities How to stand out as a global employer of choice Crafting meaningful benefit packages for remote workers Rethinking recruitment marketing Building culture remotely What is the new future of work? Listen to this episode in Apple Podcasts Thu, 06 Apr 2023 20:21:00 -0000 How To Be A Global Employer Of Choice full 511 Matt Alder Sarah Fern, Chief People Officer a Velocity Global, talks to Matt Alder It's now three years since the pandemic changed many people's work trajectories. While some companies have returned to the office and others are desperately trying to, remote and hybrid work continue to be the norm for many organizations.  So putting aside noisy narratives and vested interests trying to take us back to the pre-pandemic status quote, what are the actual benefits and challenges of a distributed workforce? Also, with the opening of global talent pools, what can employers do to position themselves as an employer of choice in 2023? My guest this week is Sarah Fern, Chief People Officer a Velocity Global. Velocity Global has employers working remotely across six timezones and 27 countries, and Sarah has some valuable insights to share on the benefits and challenges of being a distributed employer. In the interview, we discuss: The benefits remote work offer to employers Opening up access to the best global talent Why presentism doesn't drive high-performing work The genuine challenges of a distributed workforce Loneliness, disconnection, productivity, and burnout Turning challenges into opportunities How to stand out as a global employer of choice Crafting meaningful benefit packages for remote workers Rethinking recruitment marketing Building culture remotely What is the new future of work? Listen to this episode in Apple Podcasts It's now three years since the pandemic changed many people's work trajectories. While some companies have returned to the office and others are desperately trying to, remote and hybrid work continue to be the norm for many organizations. 


So putting aside noisy narratives and vested interests trying to take us back to the pre-pandemic status quote, what are the actual benefits and challenges of a distributed workforce? Also, with the opening of global talent pools, what can employers do to position themselves as an employer of choice in 2023?


My guest this week is Sarah Fern, Chief People Officer a Velocity Global. Velocity Global has employers working remotely across six timezones and 27 countries, and Sarah has some valuable insights to share on the benefits and challenges of being a distributed employer.


In the interview, we discuss:


  • The benefits remote work offer to employers


  • Opening up access to the best global talent


  • Why presentism doesn't drive high-performing work


  • The genuine challenges of a distributed workforce


  • Loneliness, disconnection, productivity, and burnout


  • Turning challenges into opportunities


  • How to stand out as a global employer of choice
  • Crafting meaningful benefit packages for remote workers


  • Rethinking recruitment marketing


  • Building culture remotely


  • What is the new future of work?


Listen to this episode in Apple Podcasts

]]> 1665 no Ep 510: Candidate Experience 2023 https://recruitingfuture.com Over the last decade or so, we've finally realized that the candidate experience isn't a one-off project; it is an ever evolving theme that runs through talent acquisition. Strategy, measurement, and continuous improvement are crucial. So what is the current state of the candidate experience worldwide, and what are the post-pandemic trends? I'm delighted to welcome Kevin Grossman back to the podcast as my guest this week. Kevin is the President of The Talent Board, the organizers of the Candidate Experience Awards, and ongoing global benchmark research into the candidate experience. He has a massive amount of data-based insight to share on how the candidate experience continues to evolve. In the interview, we discuss: The current trends in candidate experience Rising resentment Communication and feedback What is best practice? Examples of employers offering a great candidate experience Why more employers are giving feedback to finalists A fair interview process Internal mobility and retention The importance of pre-boarding Sustaining a quality experience over time Will AI improve the candidate experience in the future? Subscribe to this podcast in Apple Podcasts. Tue, 04 Apr 2023 14:00:00 -0000 Candidate Experience 2023 full 510 Matt Alder Kevin Grossman, President of The Talent Board, talks to Matt Alder Over the last decade or so, we've finally realized that the candidate experience isn't a one-off project; it is an ever evolving theme that runs through talent acquisition. Strategy, measurement, and continuous improvement are crucial. So what is the current state of the candidate experience worldwide, and what are the post-pandemic trends? I'm delighted to welcome Kevin Grossman back to the podcast as my guest this week. Kevin is the President of The Talent Board, the organizers of the Candidate Experience Awards, and ongoing global benchmark research into the candidate experience. He has a massive amount of data-based insight to share on how the candidate experience continues to evolve. In the interview, we discuss: The current trends in candidate experience Rising resentment Communication and feedback What is best practice? Examples of employers offering a great candidate experience Why more employers are giving feedback to finalists A fair interview process Internal mobility and retention The importance of pre-boarding Sustaining a quality experience over time Will AI improve the candidate experience in the future? Subscribe to this podcast in Apple Podcasts. Over the last decade or so, we've finally realized that the candidate experience isn't a one-off project; it is an ever evolving theme that runs through talent acquisition. Strategy, measurement, and continuous improvement are crucial.


So what is the current state of the candidate experience worldwide, and what are the post-pandemic trends?


I'm delighted to welcome Kevin Grossman back to the podcast as my guest this week. Kevin is the President of The Talent Board, the organizers of the Candidate Experience Awards, and ongoing global benchmark research into the candidate experience. He has a massive amount of data-based insight to share on how the candidate experience continues to evolve.


In the interview, we discuss:


  • The current trends in candidate experience


  • Rising resentment


  • Communication and feedback


  • What is best practice?


  • Examples of employers offering a great candidate experience


  • Why more employers are giving feedback to finalists


  • A fair interview process


  • Internal mobility and retention


  • The importance of pre-boarding


  • Sustaining a quality experience over time


  • Will AI improve the candidate experience in the future?



Subscribe to this podcast in Apple Podcasts.

]]> 1840 no Round Up March 2023 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 502: Digital Talent One Year On Ep 503: Climate Jobs Ep 504: The Future Of Video Interviewing Ep 505: Accelerating Change Ep 506: Changing Expectations Of Work Ep 507: Skills Based Hiring In Early Careers Ep 508: Scaling Up With Video Interviewing Ep 509: Making Employer Branding Indispensable Register for "The Road Ahead: Navigating the Future of Talent Acquisition" webinar Get your discounted ticket to UNLEASH America Subscribe to this podcast in Apple Podcasts Mon, 03 Apr 2023 15:17:52 -0000 Round Up March 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during March 2023. Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 502: Digital Talent One Year On Ep 503: Climate Jobs Ep 504: The Future Of Video Interviewing Ep 505: Accelerating Change Ep 506: Changing Expectations Of Work Ep 507: Skills Based Hiring In Early Careers Ep 508: Scaling Up With Video Interviewing Ep 509: Making Employer Branding Indispensable Register for "The Road Ahead: Navigating the Future of Talent Acquisition" webinar Get your discounted ticket to UNLEASH America Subscribe to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 502: Digital Talent One Year On


Ep 503: Climate Jobs


Ep 504: The Future Of Video Interviewing


Ep 505: Accelerating Change


Ep 506: Changing Expectations Of Work


Ep 507: Skills Based Hiring In Early Careers


Ep 508: Scaling Up With Video Interviewing


Ep 509: Making Employer Branding Indispensable


Register for "The Road Ahead: Navigating the Future of Talent Acquisition" webinar


Get your discounted ticket to UNLEASH America


Subscribe to this podcast in Apple Podcasts


]]> 830 no Ep 509: Making Employer Branding Indispensable https://recruitingfuture.com Employer branding is under pressure in many organizations at the moment, and layoffs and budget cuts are hitting the function hard. However, anyone with even the most basic understanding of employer and talent branding can see how short-sighted this is and how vital building an employer brand is for a company's long-term future. So how can we highlight the importance of employer branding and make employers see it as an essential function? My guest this week is Alex Her, Head of Employer Branding at GoDaddy and a global advocate for its importance. Alex has some excellent advice on illustrating impact and ROI and some interesting insights into the future. In the interview, we discuss: Current challenges and why employer branding is even more important now The offboarding experience Demonstrating strategic value and ROI What are the most powerful metrics? Storytelling Chat GPT, AI, and technology Doing the work What does the future of employer branding look like If you want to hear more from Alex, he is speaking at RecFest USA, which is taking place on the 13th & 14th of September in Nashville. Take it from me as someone who has been to RecFest many times; it is a unique and hugely valuable experience.  You can find out more here  and as a Recruiting Future listener, you can get 50% off the ticket price by using the promo code Recruitingfuture23 Listen to this podcast on Apple Podcasts. Sat, 01 Apr 2023 14:23:14 -0000 Making Employer Branding Indispensable full 509 Matt Alder Alex Her, Head of Employer Branding at GoDaddy, talks to Matt Alder Employer branding is under pressure in many organizations at the moment, and layoffs and budget cuts are hitting the function hard. However, anyone with even the most basic understanding of employer and talent branding can see how short-sighted this is and how vital building an employer brand is for a company's long-term future. So how can we highlight the importance of employer branding and make employers see it as an essential function? My guest this week is Alex Her, Head of Employer Branding at GoDaddy and a global advocate for its importance. Alex has some excellent advice on illustrating impact and ROI and some interesting insights into the future. In the interview, we discuss: Current challenges and why employer branding is even more important now The offboarding experience Demonstrating strategic value and ROI What are the most powerful metrics? Storytelling Chat GPT, AI, and technology Doing the work What does the future of employer branding look like If you want to hear more from Alex, he is speaking at RecFest USA, which is taking place on the 13th & 14th of September in Nashville. Take it from me as someone who has been to RecFest many times; it is a unique and hugely valuable experience.  You can find out more here  and as a Recruiting Future listener, you can get 50% off the ticket price by using the promo code Recruitingfuture23 Listen to this podcast on Apple Podcasts. Employer branding is under pressure in many organizations at the moment, and layoffs and budget cuts are hitting the function hard. However, anyone with even the most basic understanding of employer and talent branding can see how short-sighted this is and how vital building an employer brand is for a company's long-term future.


So how can we highlight the importance of employer branding and make employers see it as an essential function?


My guest this week is Alex Her, Head of Employer Branding at GoDaddy and a global advocate for its importance. Alex has some excellent advice on illustrating impact and ROI and some interesting insights into the future.


In the interview, we discuss:


  • Current challenges and why employer branding is even more important now


  • The offboarding experience


  • Demonstrating strategic value and ROI


  • What are the most powerful metrics?


  • Storytelling


  • Chat GPT, AI, and technology


  • Doing the work


  • What does the future of employer branding look like



If you want to hear more from Alex, he is speaking at RecFest USA, which is taking place on the 13th & 14th of September in Nashville. Take it from me as someone who has been to RecFest many times; it is a unique and hugely valuable experience. 

You can find out more here  and as a Recruiting Future listener, you can get 50% off the ticket price by using the promo code Recruitingfuture23


Listen to this podcast on Apple Podcasts.

]]> 1261 no Ep 508: Scaling Up With Video Interviewing https://recruitingfuture.com Earlier in the month, in Episode 504, we looked at the evolution of asynchronous video interviewing and the change in candidate attitudes towards it since the pandemic. In this episode, I wanted to dive deeper and find out how it is working in practice. What are the benefits and drawbacks, and how do talent acquisition teams wish to see it develop? My guests this week are both from Hello Fresh. Maximiliano Trujillo Diaz is a Senior Talent Acquisition Partner, and Mubeen Shariff is Senior Manager Workforce Staffing. Hello Fresh has been successfully using video interviews for specialist and high-volume roles, and my guests have vast knowledge and experience to share. In the interview, we discuss: Scaling up and talent scarcity The challenges of high-volume recruiting Increasing placements and reducing time to hire Improving the candidate experience Simplicity and speed Limitations and drawbacks Does video work for all levels of candidates? How should video interviewing develop in the future? Listen to this podcast on Apple Podcasts. Wed, 29 Mar 2023 18:30:15 -0000 Scaling Up With Video Interviewing full 508 Matt Alder Maximiliano Trujillo Diaz, Senior Talent Acquisition Partner, and Mubeen Shariff, Senior Manager Workforce Staffing at Hello Fresh, talk to Matt Alder Earlier in the month, in Episode 504, we looked at the evolution of asynchronous video interviewing and the change in candidate attitudes towards it since the pandemic. In this episode, I wanted to dive deeper and find out how it is working in practice. What are the benefits and drawbacks, and how do talent acquisition teams wish to see it develop? My guests this week are both from Hello Fresh. Maximiliano Trujillo Diaz is a Senior Talent Acquisition Partner, and Mubeen Shariff is Senior Manager Workforce Staffing. Hello Fresh has been successfully using video interviews for specialist and high-volume roles, and my guests have vast knowledge and experience to share. In the interview, we discuss: Scaling up and talent scarcity The challenges of high-volume recruiting Increasing placements and reducing time to hire Improving the candidate experience Simplicity and speed Limitations and drawbacks Does video work for all levels of candidates? How should video interviewing develop in the future? Listen to this podcast on Apple Podcasts. Earlier in the month, in Episode 504, we looked at the evolution of asynchronous video interviewing and the change in candidate attitudes towards it since the pandemic. In this episode, I wanted to dive deeper and find out how it is working in practice. What are the benefits and drawbacks, and how do talent acquisition teams wish to see it develop?


My guests this week are both from Hello Fresh. Maximiliano Trujillo Diaz is a Senior Talent Acquisition Partner, and Mubeen Shariff is Senior Manager Workforce Staffing. Hello Fresh has been successfully using video interviews for specialist and high-volume roles, and my guests have vast knowledge and experience to share.


In the interview, we discuss:


  • Scaling up and talent scarcity


  • The challenges of high-volume recruiting


  • Increasing placements and reducing time to hire


  • Improving the candidate experience


  • Simplicity and speed


  • Limitations and drawbacks


  • Does video work for all levels of candidates?


  • How should video interviewing develop in the future?



Listen to this podcast on Apple Podcasts.

]]> 1058 no Ep 507: Skills Based Hiring In Early Careers https://recruitingfuture.com We live in rapidly changing times, and it is increasingly difficult for employers to anticipate how the roles in their business will develop. An ageing workforce is a further complicated factor. The growing consensus is that a skills-based approach to early careers recruiting could give employers the flexibility they need to plan for an uncertain future. But how does skills-based hiring work in early careers, and how should employers develop their strategies in this area? My guest this week is Matt Kirk, Solution Owner - Talent Acquisition at SHL. Matt has a big focus on early careers and has some incredibly valuable insights to share based on SHL's pioneering work on skills, competencies, and behaviors. In the interview, we discuss: The current state of college recruiting globally The impact of the cost of living crisis Are graduates the answer to the problem of ageing workforces? The growing interest in soft skills Using a single talent language 11 skills that predict success in graduate hiring Building data to facilitate internal mobility and skills development How skills differ between countries and industries Offering an appropriate candidate experience Communication and feedback What does the future of early careers look like? Listen to this podcast on Apple Podcasts. Fri, 24 Mar 2023 10:36:00 -0000 Skills Based Hiring In Early Careers full 507 Matt Alder Matt Kirk, Solution Owner - Talent Acquisition at SHL, talks to Matt Alder We live in rapidly changing times, and it is increasingly difficult for employers to anticipate how the roles in their business will develop. An ageing workforce is a further complicated factor. The growing consensus is that a skills-based approach to early careers recruiting could give employers the flexibility they need to plan for an uncertain future. But how does skills-based hiring work in early careers, and how should employers develop their strategies in this area? My guest this week is Matt Kirk, Solution Owner - Talent Acquisition at SHL. Matt has a big focus on early careers and has some incredibly valuable insights to share based on SHL's pioneering work on skills, competencies, and behaviors. In the interview, we discuss: The current state of college recruiting globally The impact of the cost of living crisis Are graduates the answer to the problem of ageing workforces? The growing interest in soft skills Using a single talent language 11 skills that predict success in graduate hiring Building data to facilitate internal mobility and skills development How skills differ between countries and industries Offering an appropriate candidate experience Communication and feedback What does the future of early careers look like? Listen to this podcast on Apple Podcasts. We live in rapidly changing times, and it is increasingly difficult for employers to anticipate how the roles in their business will develop. An ageing workforce is a further complicated factor. The growing consensus is that a skills-based approach to early careers recruiting could give employers the flexibility they need to plan for an uncertain future.


But how does skills-based hiring work in early careers, and how should employers develop their strategies in this area?


My guest this week is Matt Kirk, Solution Owner - Talent Acquisition at SHL. Matt has a big focus on early careers and has some incredibly valuable insights to share based on SHL's pioneering work on skills, competencies, and behaviors.


In the interview, we discuss:


  • The current state of college recruiting globally


  • The impact of the cost of living crisis


  • Are graduates the answer to the problem of ageing workforces?


  • The growing interest in soft skills


  • Using a single talent language


  • 11 skills that predict success in graduate hiring


  • Building data to facilitate internal mobility and skills development


  • How skills differ between countries and industries


  • Offering an appropriate candidate experience


  • Communication and feedback


  • What does the future of early careers look like?



Listen to this podcast on Apple Podcasts.

]]> 1604 no Ep 506: Changing Expectations Of Work https://recruitingfuture.com As we move through the third anniversary of the first lockdowns, it is a good time to reflect on how the pandemic has changed our attitudes and expectations towards work. Employers now have to think very differently about culture, employee experience, and recruiting. The new generation joining the workforce is also driving some very different thinking around career progression. My guest this week is Abby Hamilton, Chief People Officer at LiveIntent. Abby has valuable insights about the importance of creating a human-centric approach to work where employees feel seen, heard, and recognized. In the interview, we discuss: Current talent market challenges How tech layoffs are creating opportunities The legacy of the pandemic Culture, Employee Experience, and Recruiting Wellbeing Changing career expectations from changing generations Video gaming and careers progression The role of technology Asynchronous communication The future of employee experience Listen to this podcast on Apple Podcasts. Wed, 22 Mar 2023 21:43:06 -0000 Changing Expectations Of Work full 506 Matt Alder Abby Hamilton, Chief People Officer at LiveIntent, talks to Matt Alder As we move through the third anniversary of the first lockdowns, it is a good time to reflect on how the pandemic has changed our attitudes and expectations towards work. Employers now have to think very differently about culture, employee experience, and recruiting. The new generation joining the workforce is also driving some very different thinking around career progression. My guest this week is Abby Hamilton, Chief People Officer at LiveIntent. Abby has valuable insights about the importance of creating a human-centric approach to work where employees feel seen, heard, and recognized. In the interview, we discuss: Current talent market challenges How tech layoffs are creating opportunities The legacy of the pandemic Culture, Employee Experience, and Recruiting Wellbeing Changing career expectations from changing generations Video gaming and careers progression The role of technology Asynchronous communication The future of employee experience Listen to this podcast on Apple Podcasts. As we move through the third anniversary of the first lockdowns, it is a good time to reflect on how the pandemic has changed our attitudes and expectations towards work.


Employers now have to think very differently about culture, employee experience, and recruiting. The new generation joining the workforce is also driving some very different thinking around career progression.


My guest this week is Abby Hamilton, Chief People Officer at LiveIntent. Abby has valuable insights about the importance of creating a human-centric approach to work where employees feel seen, heard, and recognized.


In the interview, we discuss:


  • Current talent market challenges


  • How tech layoffs are creating opportunities


  • The legacy of the pandemic


  • Culture, Employee Experience, and Recruiting


  • Wellbeing


  • Changing career expectations from changing generations


  • Video gaming and careers progression


  • The role of technology


  • Asynchronous communication


  • The future of employee experience


Listen to this podcast on Apple Podcasts.

]]> 1258 no Ep 505: Accelerating Change https://recruitingfuture.com I always knew that the pace of change would accelerate this year, but it's only March, and we've seen thousands of tech layoffs, bank failures, and the launch of ChatGPT and now ChatGPT 4. Meanwhile, businesses worldwide are still struggling to get the talent they need. The implications for Talent Acquisition of this pace of change and technological development are profound, and at the moment, it doesn't even feel that there is time to take a step back and understand them. So what does this all mean, and how should TA leaders adapt and plan for such a dynamic future? What better time to invite my favourite futurist back to show to attempt to get some answers. Kevin Wheeler is the founder of The Future Of Talent Institute and one of the great deep thinkers in our industry. In our conversation, Kevin looks back into the past to give us clues about the future and offers invaluable advice on what we should focus on. In the interview, we discuss: Kevin's take on the current market Talent hoarding and over-hiring The 1920s versus the 2020s Staying skilled and aware How will AI impact TA in the short and medium term? Augmentation, automation, and replacement A structural shift in how organizations see talent Internal upskilling and reskilling Thinking broadly, holistically, and globally What should TA be focusing on The demographic and education time bomb What skills do the TA Leaders of the future need? Listen to this podcast in Apple Podcasts. Fri, 17 Mar 2023 10:34:00 -0000 Accelerating Change full 505 Matt Alder Kevin Wheeler, the Founder Of The Future Of Talent Institute, talks to Matt Alder I always knew that the pace of change would accelerate this year, but it's only March, and we've seen thousands of tech layoffs, bank failures, and the launch of ChatGPT and now ChatGPT 4. Meanwhile, businesses worldwide are still struggling to get the talent they need. The implications for Talent Acquisition of this pace of change and technological development are profound, and at the moment, it doesn't even feel that there is time to take a step back and understand them. So what does this all mean, and how should TA leaders adapt and plan for such a dynamic future? What better time to invite my favourite futurist back to show to attempt to get some answers. Kevin Wheeler is the founder of The Future Of Talent Institute and one of the great deep thinkers in our industry. In our conversation, Kevin looks back into the past to give us clues about the future and offers invaluable advice on what we should focus on. In the interview, we discuss: Kevin's take on the current market Talent hoarding and over-hiring The 1920s versus the 2020s Staying skilled and aware How will AI impact TA in the short and medium term? Augmentation, automation, and replacement A structural shift in how organizations see talent Internal upskilling and reskilling Thinking broadly, holistically, and globally What should TA be focusing on The demographic and education time bomb What skills do the TA Leaders of the future need? Listen to this podcast in Apple Podcasts. I always knew that the pace of change would accelerate this year, but it's only March, and we've seen thousands of tech layoffs, bank failures, and the launch of ChatGPT and now ChatGPT 4. Meanwhile, businesses worldwide are still struggling to get the talent they need.


The implications for Talent Acquisition of this pace of change and technological development are profound, and at the moment, it doesn't even feel that there is time to take a step back and understand them. So what does this all mean, and how should TA leaders adapt and plan for such a dynamic future?


What better time to invite my favourite futurist back to show to attempt to get some answers. Kevin Wheeler is the founder of The Future Of Talent Institute and one of the great deep thinkers in our industry. In our conversation, Kevin looks back into the past to give us clues about the future and offers invaluable advice on what we should focus on.


In the interview, we discuss:


  • Kevin's take on the current market


  • Talent hoarding and over-hiring


  • The 1920s versus the 2020s


  • Staying skilled and aware


  • How will AI impact TA in the short and medium term?


  • Augmentation, automation, and replacement


  • A structural shift in how organizations see talent


  • Internal upskilling and reskilling


  • Thinking broadly, holistically, and globally


  • What should TA be focusing on


  • The demographic and education time bomb


  • What skills do the TA Leaders of the future need?


Listen to this podcast in Apple Podcasts.

]]> 1540 no Ep 504: The Future Of Video Interviewing https://recruitingfuture.com In 2013, I wrote a report on the future of asynchronous video interviewing; while a few employers were experimenting with it, there was widespread skepticism about its usefulness and longevity. Fast forward ten years, and we are literally living in a different world. Post-pandemic video now sits at the centre of the working day for many of us, and asynchronous video interviewing is most certainly here to stay. So how are candidate attitudes towards video evolving, what problems is video interviewing solving for employers, and how will things develop in the future? My guests this week are the perfect people to answer these questions and give us a deep dive into the market. Phil Strazzulla is the Founder of Select Software Reviews, and Euan Cameron is the CEO at Willo. Keep listening for a mix of practical advice and informed insights about the future of video interviewing. In the interview, we discuss: How video interview has developed since the pandemic Evolving attitudes to video Is a video interview now an expectation for candidates? Removing interview friction Point solution or platform? The case for asynchronous DE&I Improving hiring outcomes Will the resume ever die? How does AI fit into the future of video interviewing? Listen to this podcast in Apple Podcasts. Wed, 15 Mar 2023 21:41:00 -0000 The Future Of Video Interviewing full 504 Matt Alder Phill Strazulla, Founder of Select Software Reviews, and Euan Cameron, CEO at Willo, talk to Matt Alder In 2013, I wrote a report on the future of asynchronous video interviewing; while a few employers were experimenting with it, there was widespread skepticism about its usefulness and longevity. Fast forward ten years, and we are literally living in a different world. Post-pandemic video now sits at the centre of the working day for many of us, and asynchronous video interviewing is most certainly here to stay. So how are candidate attitudes towards video evolving, what problems is video interviewing solving for employers, and how will things develop in the future? My guests this week are the perfect people to answer these questions and give us a deep dive into the market. Phil Strazzulla is the Founder of Select Software Reviews, and Euan Cameron is the CEO at Willo. Keep listening for a mix of practical advice and informed insights about the future of video interviewing. In the interview, we discuss: How video interview has developed since the pandemic Evolving attitudes to video Is a video interview now an expectation for candidates? Removing interview friction Point solution or platform? The case for asynchronous DE&I Improving hiring outcomes Will the resume ever die? How does AI fit into the future of video interviewing? Listen to this podcast in Apple Podcasts. In 2013, I wrote a report on the future of asynchronous video interviewing; while a few employers were experimenting with it, there was widespread skepticism about its usefulness and longevity. Fast forward ten years, and we are literally living in a different world. Post-pandemic video now sits at the centre of the working day for many of us, and asynchronous video interviewing is most certainly here to stay.


So how are candidate attitudes towards video evolving, what problems is video interviewing solving for employers, and how will things develop in the future?


My guests this week are the perfect people to answer these questions and give us a deep dive into the market. Phil Strazzulla is the Founder of Select Software Reviews, and Euan Cameron is the CEO at Willo. Keep listening for a mix of practical advice and informed insights about the future of video interviewing.


In the interview, we discuss:


  • How video interview has developed since the pandemic


  • Evolving attitudes to video


  • Is a video interview now an expectation for candidates?


  • Removing interview friction


  • Point solution or platform?


  • The case for asynchronous


  • DE&I


  • Improving hiring outcomes


  • Will the resume ever die?


  • How does AI fit into the future of video interviewing?


Listen to this podcast in Apple Podcasts.

]]> 2296 no Ep 503: Climate Jobs https://recruitingfuture.com The climate emergency is the greatest challenge humans have ever faced, and it affects all of us. In August of last year, as part of The Inflation Reduction Act, the US federal government pledged $365 Billion to fight climate change. Since then, over 100,000 climate jobs have already been created in the US economy. Despite the seriousness of the situation and the obvious relevance to our sector, climate jobs and the climate emergency don't seem to be things we are discussing. This needs to change. My guest this week is Natalie Lavery, Marketing Lead at Climate People, a Climate Tech recruiting firm. Climate People are fighting to make every job a climate job. It was brilliant to get Natalie's insight into a critically important market that is full of opportunity. In the interview, we discuss: The reimagining of the global economy What is Climate Tech, and what are Climate Jobs? Is Climate Tech the future of all jobs Barriers to jobseekers taking climate jobs and how to break them down Awareness, mindset, and incentives The importance of diverse talent and diverse voices What can we all do to make our jobs climate jobs? Listen to this podcast in Apple Podcasts. Fri, 10 Mar 2023 17:48:08 -0000 Climate Jobs full 503 Matt Alder Natalie Lavery, Marketing Lead at Climate People, talks to Matt Alder The climate emergency is the greatest challenge humans have ever faced, and it affects all of us. In August of last year, as part of The Inflation Reduction Act, the US federal government pledged $365 Billion to fight climate change. Since then, over 100,000 climate jobs have already been created in the US economy. Despite the seriousness of the situation and the obvious relevance to our sector, climate jobs and the climate emergency don't seem to be things we are discussing. This needs to change. My guest this week is Natalie Lavery, Marketing Lead at Climate People, a Climate Tech recruiting firm. Climate People are fighting to make every job a climate job. It was brilliant to get Natalie's insight into a critically important market that is full of opportunity. In the interview, we discuss: The reimagining of the global economy What is Climate Tech, and what are Climate Jobs? Is Climate Tech the future of all jobs Barriers to jobseekers taking climate jobs and how to break them down Awareness, mindset, and incentives The importance of diverse talent and diverse voices What can we all do to make our jobs climate jobs? Listen to this podcast in Apple Podcasts. The climate emergency is the greatest challenge humans have ever faced, and it affects all of us. In August of last year, as part of The Inflation Reduction Act, the US federal government pledged $365 Billion to fight climate change. Since then, over 100,000 climate jobs have already been created in the US economy. Despite the seriousness of the situation and the obvious relevance to our sector, climate jobs and the climate emergency don't seem to be things we are discussing. This needs to change.


My guest this week is Natalie Lavery, Marketing Lead at Climate People, a Climate Tech recruiting firm. Climate People are fighting to make every job a climate job. It was brilliant to get Natalie's insight into a critically important market that is full of opportunity.


In the interview, we discuss:


  • The reimagining of the global economy


  • What is Climate Tech, and what are Climate Jobs?


  • Is Climate Tech the future of all jobs


  • Barriers to jobseekers taking climate jobs and how to break them down


  • Awareness, mindset, and incentives


  • The importance of diverse talent and diverse voices


  • What can we all do to make our jobs climate jobs?



Listen to this podcast in Apple Podcasts.

]]> 1251 no Ep 502: Digital Talent One Year On https://recruitingfuture.com Digital Talent, the second book co-authored by Mervyn Dinnen and myself, came out a year ago this month. We've been blown away by the response to the book and want to thank everyone who has bought, read and shared it. Twelve months is a long time in our industry at the moment, so I sat down with Mervyn to discuss the book's key themes and how things have developed over the last year. We recorded the conversation in a proper studio, so there is also a video version of this podcast (link in the show notes), which is worth watching just to take in the full glory of Mervyn's shirt. Enjoy the conversation In our conversation, we discuss: The acceleration of Digital Transformation The ongoing disruption of Talent Acquisition Redefining talent Results versus noise in DE&I Taking a more strategic approach to hiring Talent Experience Talent Mobility Skills AI & Personalization The new future of work Another book? The video version of this episode Listen to this podcast on Apple Podcasts. Tue, 07 Mar 2023 13:48:00 -0000 Digital Talent One Year On full 502 Matt Alder Matt Alder and Mervyn Dinnen reflect on how much has changed in the year since the publication of their book Digital Talent. Digital Talent, the second book co-authored by Mervyn Dinnen and myself, came out a year ago this month. We've been blown away by the response to the book and want to thank everyone who has bought, read and shared it. Twelve months is a long time in our industry at the moment, so I sat down with Mervyn to discuss the book's key themes and how things have developed over the last year. We recorded the conversation in a proper studio, so there is also a video version of this podcast (link in the show notes), which is worth watching just to take in the full glory of Mervyn's shirt. Enjoy the conversation In our conversation, we discuss: The acceleration of Digital Transformation The ongoing disruption of Talent Acquisition Redefining talent Results versus noise in DE&I Taking a more strategic approach to hiring Talent Experience Talent Mobility Skills AI & Personalization The new future of work Another book? The video version of this episode Listen to this podcast on Apple Podcasts. Digital Talent, the second book co-authored by Mervyn Dinnen and myself, came out a year ago this month. We've been blown away by the response to the book and want to thank everyone who has bought, read and shared it.


Twelve months is a long time in our industry at the moment, so I sat down with Mervyn to discuss the book's key themes and how things have developed over the last year. We recorded the conversation in a proper studio, so there is also a video version of this podcast (link in the show notes), which is worth watching just to take in the full glory of Mervyn's shirt. Enjoy the conversation


In our conversation, we discuss:


  • The acceleration of Digital Transformation


  • The ongoing disruption of Talent Acquisition


  • Redefining talent


  • Results versus noise in DE&I


  • Taking a more strategic approach to hiring


  • Talent Experience


  • Talent Mobility


  • Skills


  • AI & Personalization


  • The new future of work


  • Another book?


The video version of this episode


Listen to this podcast on Apple Podcasts.

]]> 2015 no Round Up February 2023 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 493: The Growing Value Of TA Operations Ep 494: Confidence and Resilience Ep 495: Results Not Noise Ep 496: Challenging A Narrow Definition Of Talent Ep 497: Rethinking Recruiting To Break Down Silos Ep 498: The Early Careers Labour Market Ep 499: Strategic Talent Acquisition Ep 500: Ask Me Anything Subscribe to this podcast in Apple Podcast Fri, 03 Mar 2023 17:26:00 -0000 Round Up February 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during February 2023. Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 493: The Growing Value Of TA Operations Ep 494: Confidence and Resilience Ep 495: Results Not Noise Ep 496: Challenging A Narrow Definition Of Talent Ep 497: Rethinking Recruiting To Break Down Silos Ep 498: The Early Careers Labour Market Ep 499: Strategic Talent Acquisition Ep 500: Ask Me Anything Subscribe to this podcast in Apple Podcast Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 493: The Growing Value Of TA Operations


Ep 494: Confidence and Resilience


Ep 495: Results Not Noise


Ep 496: Challenging A Narrow Definition Of Talent


Ep 497: Rethinking Recruiting To Break Down Silos


Ep 498: The Early Careers Labour Market


Ep 499: Strategic Talent Acquisition


Ep 500: Ask Me Anything


Subscribe to this podcast in Apple Podcast

]]> 805 no Ep 501: African Talent Pools https://recruitingfuture.com The rise of remote working and the widespread adoption of technology has made it much easier for all sizes of employers to tap into global pools of talent. The urban population of the African continent is projected to reach 1.1 billion people by 2040, making it the largest global workforce. With an ever more diverse base of skills across 54 countries, it's not surprising that outsourcing to Africa is on the rise. So what can employers do to tap into this enormous talent pool? My guest this week is Valerie Bowden, founder, and CEO of CRDLE. Valerie spent years traveling and working in Africa and now helps US and European businesses connect to talent in the world's second-largest continent. In the interview, we discuss: Tapping into global talent pools Why Africa? Language and timezones Types of skills Interns The social impact of outsourcing Are you already using African talent? Advice for effective outsourcing The importance of onboarding and training The future of remote teams Listen to this podcast on Apple Podcasts. A full transcript will appear shortly. Mon, 27 Feb 2023 20:43:00 -0000 African Talent Pools full 501 Matt Alder Valerie Bowden, founder and CEO of CRDLE, talks to Matt Alder The rise of remote working and the widespread adoption of technology has made it much easier for all sizes of employers to tap into global pools of talent. The urban population of the African continent is projected to reach 1.1 billion people by 2040, making it the largest global workforce. With an ever more diverse base of skills across 54 countries, it's not surprising that outsourcing to Africa is on the rise. So what can employers do to tap into this enormous talent pool? My guest this week is Valerie Bowden, founder, and CEO of CRDLE. Valerie spent years traveling and working in Africa and now helps US and European businesses connect to talent in the world's second-largest continent. In the interview, we discuss: Tapping into global talent pools Why Africa? Language and timezones Types of skills Interns The social impact of outsourcing Are you already using African talent? Advice for effective outsourcing The importance of onboarding and training The future of remote teams Listen to this podcast on Apple Podcasts. A full transcript will appear shortly. The rise of remote working and the widespread adoption of technology has made it much easier for all sizes of employers to tap into global pools of talent. The urban population of the African continent is projected to reach 1.1 billion people by 2040, making it the largest global workforce. With an ever more diverse base of skills across 54 countries, it's not surprising that outsourcing to Africa is on the rise.


So what can employers do to tap into this enormous talent pool? My guest this week is Valerie Bowden, founder, and CEO of CRDLE. Valerie spent years traveling and working in Africa and now helps US and European businesses connect to talent in the world's second-largest continent.


In the interview, we discuss:


  • Tapping into global talent pools


  • Why Africa?


  • Language and timezones


  • Types of skills


  • Interns


  • The social impact of outsourcing


  • Are you already using African talent?


  • Advice for effective outsourcing


  • The importance of onboarding and training


  • The future of remote teams



Listen to this podcast on Apple Podcasts.


A full transcript will appear shortly.

]]> 1007 no Ep 500: Ask Me Anything https://recruitingfuture.com In October 2008, I started writing a blog called Recruiting Future, and over the next seven years, I regularly documented the changes that were happening in talent acquisition. As part of my blog, I started publishing interviews with industry practitioners, sometimes as videos but often as audio files embedded in my blog posts. I called these "Recruiting Future Expert Interviews". I soon realised that I had found something I absolutely loved doing and looked for ways of going all in and making this a bigger part of my work. The growth of podcasting gave me the opportunity I was looking for. On the 10th of January 2015, I published Episode One of The Recruiting Future Podcast. It was far more challenging to make than I expected, and the sound quality left a lot to be desired, but I didn't care. I was all in and would focus on building a resource to help talent acquisition make sense of the radical transformations ahead. Eight years and 499 episodes later, here we are. I'm still blown away by everything the podcast has achieved. None of it would be possible without the fantastic people I get to interview, the brilliant, supportive sponsors, and all of you who listen and spread the word about the show.  For the 500th episode, I thought I would do an Ask Me Anything episode as something a bit different. Thanks to everyone who submitted a question, and I'm sorry that I couldn't include them all; what follows is a representative sample of the kind of topics people were asking about This episode features questions from: Jessica Adams Matthias Schmeißer Mervyn Dinnen Sara Dalsfelt Victoria Williams Viktor Nord John Wallace Topics covered include:  Strategic Talent Acquisition, Conversational AI, Future Skills in Talent Acquisition, Recruitment Marketing, Assessment, and Podcasting. Listen to this podcast on Apple Podcasts. Sat, 25 Feb 2023 00:01:00 -0000 Ask Me Anything full 500 Matt Alder A special Ask Me Anything to celebrate 500 episodes of Recruiting Future. Topics covered include Strategic Talent Acquisition, Conversational AI, Future Skills in TA, Recruitment Marketing, Assessment and Podcasting. In October 2008, I started writing a blog called Recruiting Future, and over the next seven years, I regularly documented the changes that were happening in talent acquisition. As part of my blog, I started publishing interviews with industry practitioners, sometimes as videos but often as audio files embedded in my blog posts. I called these "Recruiting Future Expert Interviews". I soon realised that I had found something I absolutely loved doing and looked for ways of going all in and making this a bigger part of my work. The growth of podcasting gave me the opportunity I was looking for. On the 10th of January 2015, I published Episode One of The Recruiting Future Podcast. It was far more challenging to make than I expected, and the sound quality left a lot to be desired, but I didn't care. I was all in and would focus on building a resource to help talent acquisition make sense of the radical transformations ahead. Eight years and 499 episodes later, here we are. I'm still blown away by everything the podcast has achieved. None of it would be possible without the fantastic people I get to interview, the brilliant, supportive sponsors, and all of you who listen and spread the word about the show.  For the 500th episode, I thought I would do an Ask Me Anything episode as something a bit different. Thanks to everyone who submitted a question, and I'm sorry that I couldn't include them all; what follows is a representative sample of the kind of topics people were asking about This episode features questions from: Jessica Adams Matthias Schmeißer Mervyn Dinnen Sara Dalsfelt Victoria Williams Viktor Nord John Wallace Topics covered include:  Strategic Talent Acquisition, Conversational AI, Future Skills in Talent Acquisition, Recruitment Marketing, Assessment, and Podcasting. Listen to this podcast on Apple Podcasts. In October 2008, I started writing a blog called Recruiting Future, and over the next seven years, I regularly documented the changes that were happening in talent acquisition. As part of my blog, I started publishing interviews with industry practitioners, sometimes as videos but often as audio files embedded in my blog posts. I called these "Recruiting Future Expert Interviews". I soon realised that I had found something I absolutely loved doing and looked for ways of going all in and making this a bigger part of my work.


The growth of podcasting gave me the opportunity I was looking for. On the 10th of January 2015, I published Episode One of The Recruiting Future Podcast. It was far more challenging to make than I expected, and the sound quality left a lot to be desired, but I didn't care. I was all in and would focus on building a resource to help talent acquisition make sense of the radical transformations ahead.


Eight years and 499 episodes later, here we are. I'm still blown away by everything the podcast has achieved. None of it would be possible without the fantastic people I get to interview, the brilliant, supportive sponsors, and all of you who listen and spread the word about the show. 


For the 500th episode, I thought I would do an Ask Me Anything episode as something a bit different. Thanks to everyone who submitted a question, and I'm sorry that I couldn't include them all; what follows is a representative sample of the kind of topics people were asking about


This episode features questions from:


Jessica Adams

Matthias Schmeißer

Mervyn Dinnen

Sara Dalsfelt

Victoria Williams

Viktor Nord

John Wallace


Topics covered include: 


Strategic Talent Acquisition, Conversational AI, Future Skills in Talent Acquisition, Recruitment Marketing, Assessment, and Podcasting.


Listen to this podcast on Apple Podcasts.

]]> 1580 no Ep 499: Strategic Talent Acquisition https://recruitingfuture.com TA Leaders are under tremendous pressure as we move through 2023. Many are dealing with acute talent shortages, others have to downsize their team, and everyone is attempting to make sense of the implications of rapidly advancing AI technology. Whilst the immediate pressure can drive a focus on short term thinking, there is a massive opportunity for the TA Leaders who take a longer term view to reposition Talent Acquisition within their organization strategically. So what is the opportunity here, which other business functions can we model from, and what practical steps do TA Leaders need to take? My guest this week is Graeme Paxton, Founder and CEO of Caraffi. Carraffi is on a mission to make talent the engine room of everyone's organization, and Graeme has a vast amount of experience in helping TA Leaders think strategically. In the interview, we discuss: The current state of the market The strategic opportunity in challenging times Changing where TA sits in the organization Breaking the cycle When hiring volume decreases, the importance of hiring increases Shortage in critical skillsets What TA can learn from the strategic evolution of Marketing The three questions that keep CEOs up at night Aligning metrics with the business balance sheet How to measure the business impact of TA From transactional service to business driver Understanding the vision of your business to identify future critical skillsets How far in the future should TA Leaders be planning? Can TA Leaders be the CEOs of the future? Listen to this podcast in Apple Podcasts. Tue, 21 Feb 2023 17:18:00 -0000 Strategic Talent Acquisition full 499 Matt Alder Graeme Paxton, Founder and CEO of Caraffi, talks to Matt Alder TA Leaders are under tremendous pressure as we move through 2023. Many are dealing with acute talent shortages, others have to downsize their team, and everyone is attempting to make sense of the implications of rapidly advancing AI technology. Whilst the immediate pressure can drive a focus on short term thinking, there is a massive opportunity for the TA Leaders who take a longer term view to reposition Talent Acquisition within their organization strategically. So what is the opportunity here, which other business functions can we model from, and what practical steps do TA Leaders need to take? My guest this week is Graeme Paxton, Founder and CEO of Caraffi. Carraffi is on a mission to make talent the engine room of everyone's organization, and Graeme has a vast amount of experience in helping TA Leaders think strategically. In the interview, we discuss: The current state of the market The strategic opportunity in challenging times Changing where TA sits in the organization Breaking the cycle When hiring volume decreases, the importance of hiring increases Shortage in critical skillsets What TA can learn from the strategic evolution of Marketing The three questions that keep CEOs up at night Aligning metrics with the business balance sheet How to measure the business impact of TA From transactional service to business driver Understanding the vision of your business to identify future critical skillsets How far in the future should TA Leaders be planning? Can TA Leaders be the CEOs of the future? Listen to this podcast in Apple Podcasts. TA Leaders are under tremendous pressure as we move through 2023. Many are dealing with acute talent shortages, others have to downsize their team, and everyone is attempting to make sense of the implications of rapidly advancing AI technology. Whilst the immediate pressure can drive a focus on short term thinking, there is a massive opportunity for the TA Leaders who take a longer term view to reposition Talent Acquisition within their organization strategically.


So what is the opportunity here, which other business functions can we model from, and what practical steps do TA Leaders need to take? My guest this week is Graeme Paxton, Founder and CEO of Caraffi. Carraffi is on a mission to make talent the engine room of everyone's organization, and Graeme has a vast amount of experience in helping TA Leaders think strategically.


In the interview, we discuss:


The current state of the market


  • The strategic opportunity in challenging times


  • Changing where TA sits in the organization


  • Breaking the cycle


  • When hiring volume decreases, the importance of hiring increases


  • Shortage in critical skillsets


  • What TA can learn from the strategic evolution of Marketing


  • The three questions that keep CEOs up at night


  • Aligning metrics with the business balance sheet


  • How to measure the business impact of TA


  • From transactional service to business driver


  • Understanding the vision of your business to identify future critical skillsets


  • How far in the future should TA Leaders be planning?


  • Can TA Leaders be the CEOs of the future?



Listen to this podcast in Apple Podcasts.

]]> 1587 no Ep 498: The Early Career Labour Market https://recruitingfuture.com The early careers labour market is evolving. The pandemic severely impacted internships, hybrid working is changing graduate recruitment, and many employers are reviewing their entry requirements to cast a broader net for talent. My guest this week is Dr Charlie Ball, Head of Labour Market Intelligence at Jisc. Charlie is one of the UK's leading experts on Graduate employment with deep insights to share on current market trends that are applicable globally. A must-listen for anyone involved with interns, graduates and college recruiting.  In the interview, we discuss: How the early careers labour market has evolved in the last three years The long term consequences of the pandemic's impact on internships and work experience Hybrid working and accredited apprenticeships The changing link between person, place and employment Why this recession is different for the labour market Why are employers dropping or lowering entry requirements? What does the future look like? Listen to this podcast on Apple Podcasts. Fri, 17 Feb 2023 07:00:00 -0000 The Early Career Labour Market full 498 Matt Alder Dr Charlie Ball, Head of Labour Market Intelligence at Jisc, talks to Matt Alder The early careers labour market is evolving. The pandemic severely impacted internships, hybrid working is changing graduate recruitment, and many employers are reviewing their entry requirements to cast a broader net for talent. My guest this week is Dr Charlie Ball, Head of Labour Market Intelligence at Jisc. Charlie is one of the UK's leading experts on Graduate employment with deep insights to share on current market trends that are applicable globally. A must-listen for anyone involved with interns, graduates and college recruiting.  In the interview, we discuss: How the early careers labour market has evolved in the last three years The long term consequences of the pandemic's impact on internships and work experience Hybrid working and accredited apprenticeships The changing link between person, place and employment Why this recession is different for the labour market Why are employers dropping or lowering entry requirements? What does the future look like? Listen to this podcast on Apple Podcasts. The early careers labour market is evolving. The pandemic severely impacted internships, hybrid working is changing graduate recruitment, and many employers are reviewing their entry requirements to cast a broader net for talent.


My guest this week is Dr Charlie Ball, Head of Labour Market Intelligence at Jisc. Charlie is one of the UK's leading experts on Graduate employment with deep insights to share on current market trends that are applicable globally. A must-listen for anyone involved with interns, graduates and college recruiting. 


In the interview, we discuss:


  • How the early careers labour market has evolved in the last three years


  • The long term consequences of the pandemic's impact on internships and work experience


  • Hybrid working and accredited apprenticeships


  • The changing link between person, place and employment


  • Why this recession is different for the labour market


  • Why are employers dropping or lowering entry requirements?


  • What does the future look like?


Listen to this podcast on Apple Podcasts.

]]> 1809 no Ep 497: Rethinking Recruiting To Break Down Silos https://recruitingfuture.com/ The current evolution of TA is not just an outward facing exercise. New thinking around internal mobility, skills, culture and experience means that the lines between Talent Acquisition, Talent Management and Learning & Development are starting to blur. So what can we learn from the employers proactively working to break down these silos? My guest this week is Debby Clement, VP of Talent at Pax8. Pax8 have a massive focus on a quality experience for both candidates and employees and has reinvented its TA strategy to reflect this. Debby has a lot of insight to share on the importance of removing internal silos and having a holistic approach to talent. In the interview, we discuss: The talent challenges of a fast growing organization The Big Tech layoffs in context and why it is still tough to recruit the right people Building a new recruiting model Heart and whole person values TA as the umbilical cord going through the whole business Job descriptions tell, and job adverts sell. Knitting together Talent Acquisition, Talent Management and L&D The Wardley Mapping concept The unintended consequences of silos in HR People Analytics The role of technology and AI What does the TA team of the future look like Listen to this podcast on Apple Podcasts. Tue, 14 Feb 2023 07:00:00 -0000 Rethinking Recruiting To Break Down Silos full 497 Matt Alder Debby Clement, VP of Talent at Pax8, talks to Matt Alder The current evolution of TA is not just an outward facing exercise. New thinking around internal mobility, skills, culture and experience means that the lines between Talent Acquisition, Talent Management and Learning & Development are starting to blur. So what can we learn from the employers proactively working to break down these silos? My guest this week is Debby Clement, VP of Talent at Pax8. Pax8 have a massive focus on a quality experience for both candidates and employees and has reinvented its TA strategy to reflect this. Debby has a lot of insight to share on the importance of removing internal silos and having a holistic approach to talent. In the interview, we discuss: The talent challenges of a fast growing organization The Big Tech layoffs in context and why it is still tough to recruit the right people Building a new recruiting model Heart and whole person values TA as the umbilical cord going through the whole business Job descriptions tell, and job adverts sell. Knitting together Talent Acquisition, Talent Management and L&D The Wardley Mapping concept The unintended consequences of silos in HR People Analytics The role of technology and AI What does the TA team of the future look like Listen to this podcast on Apple Podcasts. The current evolution of TA is not just an outward facing exercise. New thinking around internal mobility, skills, culture and experience means that the lines between Talent Acquisition, Talent Management and Learning & Development are starting to blur. So what can we learn from the employers proactively working to break down these silos?


My guest this week is Debby Clement, VP of Talent at Pax8. Pax8 have a massive focus on a quality experience for both candidates and employees and has reinvented its TA strategy to reflect this. Debby has a lot of insight to share on the importance of removing internal silos and having a holistic approach to talent.


In the interview, we discuss:


  • The talent challenges of a fast growing organization


  • The Big Tech layoffs in context and why it is still tough to recruit the right people


  • Building a new recruiting model


  • Heart and whole person values


  • TA as the umbilical cord going through the whole business


  • Job descriptions tell, and job adverts sell.


  • Knitting together Talent Acquisition, Talent Management and L&D


  • The Wardley Mapping concept


  • The unintended consequences of silos in HR


  • People Analytics


  • The role of technology and AI


  • What does the TA team of the future look like


Listen to this podcast on Apple Podcasts.

]]> 1469 no Ep 496: Challenging A Narrow Definition Of Talent https://recruitingfuture.com I always find it encouraging to see many employers focusing on social mobility to diversify their workforces. However, much more needs doing, and some seismic shifts are required to broaden the narrow definition of talent many industries use to recruit.  My guest this week is Phoebe Anderson, Executive Director at ATLAS Fellows. ATLAS is a not-for-profit organization with the goal of transforming the finance industry by opening doors for under-resourced young people to access life-changing careers. Phoebe advocates for changing entrenched recruiting practices and challenging the narrow definition of talent endemic in the finance industry.  In the interview, we discuss: Why a zip code shouldn't dictate a life trajectory Breaking down barriers The importance of engaging with High School students Scholarship, internship, mentorship, and membership What employers need to do to be more inclusive Changing the narrow definition of talent Skills and knowledge are teachable. ATLAS' advice to employers and their plans for the future. Follow this podcast on Apple Podcasts. Thu, 09 Feb 2023 23:16:00 -0000 Challenging A Narrow Definition Of Talent full 496 Matt Alder Phoebe Anderson, Executive Director at ATLAS Fellows, talks to Matt Alder I always find it encouraging to see many employers focusing on social mobility to diversify their workforces. However, much more needs doing, and some seismic shifts are required to broaden the narrow definition of talent many industries use to recruit.  My guest this week is Phoebe Anderson, Executive Director at ATLAS Fellows. ATLAS is a not-for-profit organization with the goal of transforming the finance industry by opening doors for under-resourced young people to access life-changing careers. Phoebe advocates for changing entrenched recruiting practices and challenging the narrow definition of talent endemic in the finance industry.  In the interview, we discuss: Why a zip code shouldn't dictate a life trajectory Breaking down barriers The importance of engaging with High School students Scholarship, internship, mentorship, and membership What employers need to do to be more inclusive Changing the narrow definition of talent Skills and knowledge are teachable. ATLAS' advice to employers and their plans for the future. Follow this podcast on Apple Podcasts. I always find it encouraging to see many employers focusing on social mobility to diversify their workforces. However, much more needs doing, and some seismic shifts are required to broaden the narrow definition of talent many industries use to recruit. 


My guest this week is Phoebe Anderson, Executive Director at ATLAS Fellows. ATLAS is a not-for-profit organization with the goal of transforming the finance industry by opening doors for under-resourced young people to access life-changing careers. Phoebe advocates for changing entrenched recruiting practices and challenging the narrow definition of talent endemic in the finance industry. 


In the interview, we discuss:


  • Why a zip code shouldn't dictate a life trajectory


  • Breaking down barriers


  • The importance of engaging with High School students


  • Scholarship, internship, mentorship, and membership


  • What employers need to do to be more inclusive


  • Changing the narrow definition of talent


  • Skills and knowledge are teachable.


  • ATLAS' advice to employers and their plans for the future.


Follow this podcast on Apple Podcasts.

]]> 1302 no Ep 495: Results Not Noise https://recruitingfuture.com Building more diverse, inclusive, and equitable workplaces is an ongoing challenge for many organizations. There is still a disconnect between the amount of noise generated around DE&I and the results achieved. So how can employers do better, and what lessons can be learned from other organizations? My guest this week is Bruce Jackson, Associate General Counsel & Managing Director, Strategic Partnerships at Microsoft. Bruce has just published a new book, "Never Far From Home", which documents his personal journey from a housing project in Manhattan to becoming a lawyer who represented Pete Rock and LL Cool J and ultimately worked for the President of Microsoft. In our conversation, he shares his insights into the developing DE&I strategies at Microsoft, and the role employers can play in improving social mobility. In the interview, we discuss: Bruce's journey and dealing with obstacles The overwhelming influence the environment you grew up in has on your prospects. What should employers do to improve diversity and inclusion? Practical incentives to help law firms be more diverse Improving evaluation and accountability The role employers can play in improving social mobility Cybersecurity programs in community colleges The critical importance of not losing another generation of great brave minds. Listen to this podcast on Apple Podcasts. Wed, 08 Feb 2023 18:54:00 -0000 Results Not Noise full 495 Matt Alder Bruce Jackson, Associate General Counsel & Managing Director, Strategic Partnerships at Microsoft, talks to Matt Alder Building more diverse, inclusive, and equitable workplaces is an ongoing challenge for many organizations. There is still a disconnect between the amount of noise generated around DE&I and the results achieved. So how can employers do better, and what lessons can be learned from other organizations? My guest this week is Bruce Jackson, Associate General Counsel & Managing Director, Strategic Partnerships at Microsoft. Bruce has just published a new book, "Never Far From Home", which documents his personal journey from a housing project in Manhattan to becoming a lawyer who represented Pete Rock and LL Cool J and ultimately worked for the President of Microsoft. In our conversation, he shares his insights into the developing DE&I strategies at Microsoft, and the role employers can play in improving social mobility. In the interview, we discuss: Bruce's journey and dealing with obstacles The overwhelming influence the environment you grew up in has on your prospects. What should employers do to improve diversity and inclusion? Practical incentives to help law firms be more diverse Improving evaluation and accountability The role employers can play in improving social mobility Cybersecurity programs in community colleges The critical importance of not losing another generation of great brave minds. Listen to this podcast on Apple Podcasts. Building more diverse, inclusive, and equitable workplaces is an ongoing challenge for many organizations. There is still a disconnect between the amount of noise generated around DE&I and the results achieved. So how can employers do better, and what lessons can be learned from other organizations?


My guest this week is Bruce Jackson, Associate General Counsel & Managing Director, Strategic Partnerships at Microsoft. Bruce has just published a new book, "Never Far From Home", which documents his personal journey from a housing project in Manhattan to becoming a lawyer who represented Pete Rock and LL Cool J and ultimately worked for the President of Microsoft. In our conversation, he shares his insights into the developing DE&I strategies at Microsoft, and the role employers can play in improving social mobility.


In the interview, we discuss:


  • Bruce's journey and dealing with obstacles


  • The overwhelming influence the environment you grew up in has on your prospects.


  • What should employers do to improve diversity and inclusion?


  • Practical incentives to help law firms be more diverse


  • Improving evaluation and accountability


  • The role employers can play in improving social mobility


  • Cybersecurity programs in community colleges


  • The critical importance of not losing another generation of great brave minds.


Listen to this podcast on Apple Podcasts.

]]> 1756 no Ep 494: Confidence and Resilience https://recruitingfuture.com Whatever part of the industry you are in, you will be facing uncertain times as we start to move through 2023. On top of the obvious economic factors, Talent Acquisition is heading into a period of dramatic reinvention right in the middle of a trend of TA layoffs, a conundrum at a time of continuing talent shortages and candidate-driven markets. Whether you are looking for a new role, reinventing your existing role, or getting promoted, confidence is critical. It's also something that we don't talk about enough, particularly when it comes to building more of it and dealing with imposter syndrome. My guest this week is Jess Jones, an influencer, content creator, and DE&I talent lead. Jess recently wrote a book about building confidence called "Own It". Her experience in TA gives her a unique perspective on how we talk (or rather don't talk) about confidence and resilience in our industry, and she has some great advice to share. In the interview, we discuss: Confidence in the workplace Tackling imposter syndrome "Owning it" Empowering people to be more confident The snakes and ladders of work in 2023 The five-second rule Does social media make things more complicated? The myth of perfection and the importance of being vulnerable Curiosity Showing up and leading by example AI & TA Internal mobility Using creators and influences to target specific pools of talent Listen to this podcast on Apple Podcasts. Fri, 03 Feb 2023 11:31:00 -0000 Confidence and Resilience full 494 Matt Alder Jess Jones, influencer, content creator and DE&I talent lead, talks to Matt Alder Whatever part of the industry you are in, you will be facing uncertain times as we start to move through 2023. On top of the obvious economic factors, Talent Acquisition is heading into a period of dramatic reinvention right in the middle of a trend of TA layoffs, a conundrum at a time of continuing talent shortages and candidate-driven markets. Whether you are looking for a new role, reinventing your existing role, or getting promoted, confidence is critical. It's also something that we don't talk about enough, particularly when it comes to building more of it and dealing with imposter syndrome. My guest this week is Jess Jones, an influencer, content creator, and DE&I talent lead. Jess recently wrote a book about building confidence called "Own It". Her experience in TA gives her a unique perspective on how we talk (or rather don't talk) about confidence and resilience in our industry, and she has some great advice to share. In the interview, we discuss: Confidence in the workplace Tackling imposter syndrome "Owning it" Empowering people to be more confident The snakes and ladders of work in 2023 The five-second rule Does social media make things more complicated? The myth of perfection and the importance of being vulnerable Curiosity Showing up and leading by example AI & TA Internal mobility Using creators and influences to target specific pools of talent Listen to this podcast on Apple Podcasts. Whatever part of the industry you are in, you will be facing uncertain times as we start to move through 2023. On top of the obvious economic factors, Talent Acquisition is heading into a period of dramatic reinvention right in the middle of a trend of TA layoffs, a conundrum at a time of continuing talent shortages and candidate-driven markets.


Whether you are looking for a new role, reinventing your existing role, or getting promoted, confidence is critical. It's also something that we don't talk about enough, particularly when it comes to building more of it and dealing with imposter syndrome.


My guest this week is Jess Jones, an influencer, content creator, and DE&I talent lead. Jess recently wrote a book about building confidence called "Own It". Her experience in TA gives her a unique perspective on how we talk (or rather don't talk) about confidence and resilience in our industry, and she has some great advice to share.


In the interview, we discuss:


  • Confidence in the workplace


  • Tackling imposter syndrome


  • "Owning it"


  • Empowering people to be more confident


  • The snakes and ladders of work in 2023


  • The five-second rule


  • Does social media make things more complicated?


  • The myth of perfection and the importance of being vulnerable


  • Curiosity


  • Showing up and leading by example


  • AI & TA


  • Internal mobility


  • Using creators and influences to target specific pools of talent



Listen to this podcast on Apple Podcasts.

]]> 1634 no Ep 493: The Growing Value Of TA Operations https://recruitingfuture.com Talent Acquisition is continuing to grow in complexity. Technology is becoming more disruptive, recruiting methodologies are getting more sophisticated, and data and analytics are becoming more important. It's not surprising then that the skillset of TA teams is diversifying, and the role of TA Operations is becoming more developed. So how can TA leaders demonstrate the value of TA Ops, and how can it inform hiring strategies My guest this week is Mark Jenkins, Talent Acquisition Operations Manager at Product Madness. Mark's role involves improving recruiting and hiring efficiency through process improvements, streamlined funnels, and digital transformation. He has lots of insights and advice to share about the growing value of TA Ops. In the interview, we discuss: The bottom line impact of TA Ops Improving retention and diversity Unlocking the full potential of recruiting technology Automation and the importance of process reinvention How to drive value via continuous improvement Calculating the ROI of TA Ops Storytelling with data The role TA Ops can play in shaping hiring strategies The future of TA Ops Listen to this podcast on Apple Podcasts. Thu, 02 Feb 2023 14:03:00 -0000 The Growing Value Of TA Operations full 493 Matt Alder Mark Jenkins, Talent Acquisition Operations Manager at Product Madness, talks to Matt Alder Talent Acquisition is continuing to grow in complexity. Technology is becoming more disruptive, recruiting methodologies are getting more sophisticated, and data and analytics are becoming more important. It's not surprising then that the skillset of TA teams is diversifying, and the role of TA Operations is becoming more developed. So how can TA leaders demonstrate the value of TA Ops, and how can it inform hiring strategies My guest this week is Mark Jenkins, Talent Acquisition Operations Manager at Product Madness. Mark's role involves improving recruiting and hiring efficiency through process improvements, streamlined funnels, and digital transformation. He has lots of insights and advice to share about the growing value of TA Ops. In the interview, we discuss: The bottom line impact of TA Ops Improving retention and diversity Unlocking the full potential of recruiting technology Automation and the importance of process reinvention How to drive value via continuous improvement Calculating the ROI of TA Ops Storytelling with data The role TA Ops can play in shaping hiring strategies The future of TA Ops Listen to this podcast on Apple Podcasts. Talent Acquisition is continuing to grow in complexity. Technology is becoming more disruptive, recruiting methodologies are getting more sophisticated, and data and analytics are becoming more important. It's not surprising then that the skillset of TA teams is diversifying, and the role of TA Operations is becoming more developed. So how can TA leaders demonstrate the value of TA Ops, and how can it inform hiring strategies


My guest this week is Mark Jenkins, Talent Acquisition Operations Manager at Product Madness. Mark's role involves improving recruiting and hiring efficiency through process improvements, streamlined funnels, and digital transformation. He has lots of insights and advice to share about the growing value of TA Ops.


In the interview, we discuss:


  • The bottom line impact of TA Ops


  • Improving retention and diversity


  • Unlocking the full potential of recruiting technology


  • Automation and the importance of process reinvention


  • How to drive value via continuous improvement


  • Calculating the ROI of TA Ops


  • Storytelling with data


  • The role TA Ops can play in shaping hiring strategies


  • The future of TA Ops



Listen to this podcast on Apple Podcasts.

]]> 1266 no Round Up January 2023 https://recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 489: The Personalization Megatrend Ep 490: Responsible Recruiting Strategies Ep 491: Can TA Drive Internal Mobility? Ep 492: AI & Automation Strategies Listen to this podcast in Apple Podcasts Mon, 30 Jan 2023 15:56:00 -0000 Round Up January 2023 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during January 2023 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 489: The Personalization Megatrend Ep 490: Responsible Recruiting Strategies Ep 491: Can TA Drive Internal Mobility? Ep 492: AI & Automation Strategies Listen to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 489: The Personalization Megatrend


Ep 490: Responsible Recruiting Strategies


Ep 491: Can TA Drive Internal Mobility?


Ep 492: AI & Automation Strategies


Listen to this podcast in Apple Podcasts

]]> 662 no Ep 492: AI & Automation Strategies https://recruitingfuture.com/ With the relentless coverage, comment and discussion around ChatGPT, it finally feels that there is a mainstream realization of the capability and impact of AI and automation. However, while Twitter threads, conference presentations and webinars are great for building awareness, there is no discussion on the complexities of implementing AI and the strategic foundations needed to ensure success. My guest this week is Kyle Lagunas, Head of Strategy & Principal Analyst at Aptitude Research. Kyle has recently authored a whitepaper exploring automation's current state and future potential in talent acquisition. TA Leaders need to think very carefully about strategy and implementation, and Kyle shares some valuable insights into the automated future.  In the interview, we discuss: The outlook for talent acquisition in 2023 Automation as a catalyst to unlock high-functioning TA Creating richer, high-quality stakeholder experiences. The importance of understanding system capability Continuing optimization and strategic development Building new best practices and AI and automation What do the humans do, and what do the machines do? Augementation and anticipation The evolving maturity model and the current rate of adoption What skills will the TA team of the future need? Listen to this podcast on Apple Podcasts Fri, 27 Jan 2023 12:21:00 -0000 AI & Automation Strategies full 492 Matt Alder Kyle Lagunas, Head of Strategy & Principal Analyst at Aptitude Research talks to Matt Alder With the relentless coverage, comment and discussion around ChatGPT, it finally feels that there is a mainstream realization of the capability and impact of AI and automation. However, while Twitter threads, conference presentations and webinars are great for building awareness, there is no discussion on the complexities of implementing AI and the strategic foundations needed to ensure success. My guest this week is Kyle Lagunas, Head of Strategy & Principal Analyst at Aptitude Research. Kyle has recently authored a whitepaper exploring automation's current state and future potential in talent acquisition. TA Leaders need to think very carefully about strategy and implementation, and Kyle shares some valuable insights into the automated future.  In the interview, we discuss: The outlook for talent acquisition in 2023 Automation as a catalyst to unlock high-functioning TA Creating richer, high-quality stakeholder experiences. The importance of understanding system capability Continuing optimization and strategic development Building new best practices and AI and automation What do the humans do, and what do the machines do? Augementation and anticipation The evolving maturity model and the current rate of adoption What skills will the TA team of the future need? Listen to this podcast on Apple Podcasts With the relentless coverage, comment and discussion around ChatGPT, it finally feels that there is a mainstream realization of the capability and impact of AI and automation. However, while Twitter threads, conference presentations and webinars are great for building awareness, there is no discussion on the complexities of implementing AI and the strategic foundations needed to ensure success.


My guest this week is Kyle Lagunas, Head of Strategy & Principal Analyst at Aptitude Research. Kyle has recently authored a whitepaper exploring automation's current state and future potential in talent acquisition. TA Leaders need to think very carefully about strategy and implementation, and Kyle shares some valuable insights into the automated future. 


In the interview, we discuss:


  • The outlook for talent acquisition in 2023


  • Automation as a catalyst to unlock high-functioning TA


  • Creating richer, high-quality stakeholder experiences.


  • The importance of understanding system capability


  • Continuing optimization and strategic development


  • Building new best practices and AI and automation


  • What do the humans do, and what do the machines do?


  • Augementation and anticipation


  • The evolving maturity model and the current rate of adoption


  • What skills will the TA team of the future need?



Listen to this podcast on Apple Podcasts

]]> 1929 no Ep 491: Can TA Drive Internal Mobility? https://recruitingfuture.com We're still only at the start of 2023, but it's already clear that it will be another challenging and complex year for talent acquisition. With so much disruption, TA Leaders must be able to prove their value to their businesses. One area we are seeing this happen is internal mobility, where the line between talent acquisition and talent management is getting a bit blurry as employers look at talent more holistically. My guest this week is Manjuri Sinha, Global Director of Talent Acquisition at OLX. Manjuri recently helped launch a highly successful internal talent marketplace called OLX Explore. In our conversation, she shared some of the strategies used to deal with the significant challenges around internal mobility and has some advice to share with TA Leaders who want to prove the value of their teams. In the interview, we discuss: Recruiting challenges Tech layoffs and global talent pools How Talent Acquisition leaders can demonstrate the value of their teams Building internal talent marketplaces The challenges of internal mobility Building a business case from data The importance of C-Suite sponsorship Awareness, access and enablement Results and ROI The role of technology What does the TA team of the future look like Listen to this podcast in Apple Podcasts. Thu, 19 Jan 2023 17:50:00 -0000 Can TA Drive Internal Mobility? full 491 Matt Alder Manjuri Sinha, Global Director of Talent Acquisition at OLX, talks to Matt Alder We're still only at the start of 2023, but it's already clear that it will be another challenging and complex year for talent acquisition. With so much disruption, TA Leaders must be able to prove their value to their businesses. One area we are seeing this happen is internal mobility, where the line between talent acquisition and talent management is getting a bit blurry as employers look at talent more holistically. My guest this week is Manjuri Sinha, Global Director of Talent Acquisition at OLX. Manjuri recently helped launch a highly successful internal talent marketplace called OLX Explore. In our conversation, she shared some of the strategies used to deal with the significant challenges around internal mobility and has some advice to share with TA Leaders who want to prove the value of their teams. In the interview, we discuss: Recruiting challenges Tech layoffs and global talent pools How Talent Acquisition leaders can demonstrate the value of their teams Building internal talent marketplaces The challenges of internal mobility Building a business case from data The importance of C-Suite sponsorship Awareness, access and enablement Results and ROI The role of technology What does the TA team of the future look like Listen to this podcast in Apple Podcasts. We're still only at the start of 2023, but it's already clear that it will be another challenging and complex year for talent acquisition. With so much disruption, TA Leaders must be able to prove their value to their businesses. One area we are seeing this happen is internal mobility, where the line between talent acquisition and talent management is getting a bit blurry as employers look at talent more holistically.


My guest this week is Manjuri Sinha, Global Director of Talent Acquisition at OLX. Manjuri recently helped launch a highly successful internal talent marketplace called OLX Explore. In our conversation, she shared some of the strategies used to deal with the significant challenges around internal mobility and has some advice to share with TA Leaders who want to prove the value of their teams.


In the interview, we discuss:


  • Recruiting challenges


  • Tech layoffs and global talent pools


  • How Talent Acquisition leaders can demonstrate the value of their teams


  • Building internal talent marketplaces


  • The challenges of internal mobility


  • Building a business case from data


  • The importance of C-Suite sponsorship


  • Awareness, access and enablement


  • Results and ROI


  • The role of technology


  • What does the TA team of the future look like



Listen to this podcast in Apple Podcasts.

]]> 1277 no Ep 490: Responsible Recruiting Strategies https://recruitingfuture.com/ The only things certain about talent acquisition in 2023 are uncertainly and more disruption. As companies deal with these complex times, what can TA leaders do to ensure their teams give their businesses maximum value? My first guest of 2023 is Jane Curran, Global Head of Talent Acquisition at JLL. Jane leads a large TA team firmly focused on driving value by advocating for responsible recruiting throughout the business. In the interview, we discuss: The continuing challenge of standing out and finding top talent The market in 2023 The need for responsible recruiting Building a strong relationship between TA and Finance Working with HR Business Partners and Hiring Managers How should TA prioritize recruiting Improving internal talent mobility Building flexibility in the model to ensure you have the right sized TA team The role of technology in 2023 Zero waste in the ecosystem of talent How can TA do less with more in changing times Listen to this podcast on Apple Podcasts Fri, 13 Jan 2023 17:03:00 -0000 Responsible Recruiting Strategies full 490 Matt Alder Jane Curran, Global Head of Talent Acquisition at JLL, talks to Matt Alder The only things certain about talent acquisition in 2023 are uncertainly and more disruption. As companies deal with these complex times, what can TA leaders do to ensure their teams give their businesses maximum value? My first guest of 2023 is Jane Curran, Global Head of Talent Acquisition at JLL. Jane leads a large TA team firmly focused on driving value by advocating for responsible recruiting throughout the business. In the interview, we discuss: The continuing challenge of standing out and finding top talent The market in 2023 The need for responsible recruiting Building a strong relationship between TA and Finance Working with HR Business Partners and Hiring Managers How should TA prioritize recruiting Improving internal talent mobility Building flexibility in the model to ensure you have the right sized TA team The role of technology in 2023 Zero waste in the ecosystem of talent How can TA do less with more in changing times Listen to this podcast on Apple Podcasts The only things certain about talent acquisition in 2023 are uncertainly and more disruption. As companies deal with these complex times, what can TA leaders do to ensure their teams give their businesses maximum value?


My first guest of 2023 is Jane Curran, Global Head of Talent Acquisition at JLL. Jane leads a large TA team firmly focused on driving value by advocating for responsible recruiting throughout the business.


In the interview, we discuss:


  • The continuing challenge of standing out and finding top talent


  • The market in 2023


  • The need for responsible recruiting


  • Building a strong relationship between TA and Finance


  • Working with HR Business Partners and Hiring Managers


  • How should TA prioritize recruiting


  • Improving internal talent mobility


  • Building flexibility in the model to ensure you have the right sized TA team


  • The role of technology in 2023


  • Zero waste in the ecosystem of talent


  • How can TA do less with more in changing times



Listen to this podcast on Apple Podcasts

]]> 1420 no Round Up December 2022 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 479: Neurodiversity Hiring At Microsoft Ep 480: Are Job Boards Evolving? Ep 481: Workstyle Ep 482: The Fluid Workforce Ep 483: The Power Of Talent Marketplaces Ep 484: Innovation and Skills-Based Hiring Ep 486: Building A Second Brain Ep 487: Focus Ep 488: The DE&I Journey Ep 489: The Personalization Megatrend Listen to this podcast in Apple Podcasts Wed, 04 Jan 2023 21:59:00 -0000 Round Up December 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during December 2022 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 479: Neurodiversity Hiring At Microsoft Ep 480: Are Job Boards Evolving? Ep 481: Workstyle Ep 482: The Fluid Workforce Ep 483: The Power Of Talent Marketplaces Ep 484: Innovation and Skills-Based Hiring Ep 486: Building A Second Brain Ep 487: Focus Ep 488: The DE&I Journey Ep 489: The Personalization Megatrend Listen to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 479: Neurodiversity Hiring At Microsoft


Ep 480: Are Job Boards Evolving?


Ep 481: Workstyle


Ep 482: The Fluid Workforce


Ep 483: The Power Of Talent Marketplaces


Ep 484: Innovation and Skills-Based Hiring


Ep 486: Building A Second Brain


Ep 487: Focus


Ep 488: The DE&I Journey


Ep 489: The Personalization Megatrend


Listen to this podcast in Apple Podcasts

]]> 821 no Ep 489: The Personalization Megatrend https://recruitingfuture.com Anyone who has listened to the show, read any of my writing, or seen me present this year will know that I firmly believe that technology-driven personalization is a forthcoming megatrend in talent acquisition. Earlier in the year, it was a pleasure to speak about personalization at the Association of Talent Acquisition Professionals Global TA Day conference. ATAP recorded the session, and I wanted to share it with you to wrap up Recruiting Future for 2022. So please listen on and learn more about how you can achieve Automated Human Centric Recruiting in 2023. This is what I cover in the presentation: Why personalization is a TA megatrend The current poor state of personalization in recruiting Why, how and when The shift to automation RPA and data Automation + Quality Experience = Personalization Why should TA professionals care? Turning data into personalized experiences Adjusting content to context What is currently being personalized in TA? The split between robots and humans Relationship building and empathetic communication at scale Leveraging behavioural science A framework for storytelling Using personalization for competitive talent advantage Podcast episodes mentioned in the presentation: Ep 375: The Magic of Behavioural Science Ep 438: The Power of Storytelling Ep 434: Personalization Case Studies (Part One) Ep 454: Personalization Case Studies (Part Two) Listen to this podcast on Apple Podcasts. Fri, 30 Dec 2022 09:00:00 -0000 The Personalization Megatrend full 489 Matt Alder In a presentation recorded live earlier in the year, Matt Alder explains why personalization is a TA megatrend for 2023 Anyone who has listened to the show, read any of my writing, or seen me present this year will know that I firmly believe that technology-driven personalization is a forthcoming megatrend in talent acquisition. Earlier in the year, it was a pleasure to speak about personalization at the Association of Talent Acquisition Professionals Global TA Day conference. ATAP recorded the session, and I wanted to share it with you to wrap up Recruiting Future for 2022. So please listen on and learn more about how you can achieve Automated Human Centric Recruiting in 2023. This is what I cover in the presentation: Why personalization is a TA megatrend The current poor state of personalization in recruiting Why, how and when The shift to automation RPA and data Automation + Quality Experience = Personalization Why should TA professionals care? Turning data into personalized experiences Adjusting content to context What is currently being personalized in TA? The split between robots and humans Relationship building and empathetic communication at scale Leveraging behavioural science A framework for storytelling Using personalization for competitive talent advantage Podcast episodes mentioned in the presentation: Ep 375: The Magic of Behavioural Science Ep 438: The Power of Storytelling Ep 434: Personalization Case Studies (Part One) Ep 454: Personalization Case Studies (Part Two) Listen to this podcast on Apple Podcasts. Anyone who has listened to the show, read any of my writing, or seen me present this year will know that I firmly believe that technology-driven personalization is a forthcoming megatrend in talent acquisition.


Earlier in the year, it was a pleasure to speak about personalization at the Association of Talent Acquisition Professionals Global TA Day conference. ATAP recorded the session, and I wanted to share it with you to wrap up Recruiting Future for 2022. So please listen on and learn more about how you can achieve Automated Human Centric Recruiting in 2023.


This is what I cover in the presentation:


  • Why personalization is a TA megatrend


  • The current poor state of personalization in recruiting


  • Why, how and when


  • The shift to automation


  • RPA and data


  • Automation + Quality Experience = Personalization


  • Why should TA professionals care?


  • Turning data into personalized experiences


  • Adjusting content to context


  • What is currently being personalized in TA?


  • The split between robots and humans


  • Relationship building and empathetic communication at scale


  • Leveraging behavioural science


  • A framework for storytelling


  • Using personalization for competitive talent advantage



Podcast episodes mentioned in the presentation:


Ep 375: The Magic of Behavioural Science


Ep 438: The Power of Storytelling


Ep 434: Personalization Case Studies (Part One)


Ep 454: Personalization Case Studies (Part Two)


Listen to this podcast on Apple Podcasts.

]]> 1477 no Ep 488: The DE&I Journey https://recruitingfuture.com/ One of the key lessons from 2022 is that implementing effective strategies for DE&I is always a long-term journey rather than a quick fix. Sharing insights to learn from the experiences of others is a critical part of the process; progress cannot happen in a vacuum. My guest this week is Eric Thomas, Chief Diversity, Equity and Inclusion Officer at Genesys. Genesys is on a journey to become a more diverse company, and a vital part of this is increased workforce representation to align with the markets they serve. Eric has some valuable insights to share on the lessons they are learning, particularly around talent acquisition and employee experience. In the interview, we discuss: Eric's journey to becoming a Chief Diversity Officer The lessons Genesys has learned during its ongoing evolution to being a more diverse company. Empathy and helping employees understand the why Inclusion and belonging The innovation required for effective DE&I work Determining priorities and experimentation Reimagining talent acquisition Redesigning the interview process Employee experience as a differentiator Advice to other employers on a similar journey Setting industry benchmarks and building an ecosystem. Listen to this podcast on Apple Podcasts. Wed, 28 Dec 2022 16:57:00 -0000 The DE&I Journey full 488 Matt Alder Eric Thomas, Chief Diversity, Equity and Inclusion Officer at Genesys, talks to Matt Alder One of the key lessons from 2022 is that implementing effective strategies for DE&I is always a long-term journey rather than a quick fix. Sharing insights to learn from the experiences of others is a critical part of the process; progress cannot happen in a vacuum. My guest this week is Eric Thomas, Chief Diversity, Equity and Inclusion Officer at Genesys. Genesys is on a journey to become a more diverse company, and a vital part of this is increased workforce representation to align with the markets they serve. Eric has some valuable insights to share on the lessons they are learning, particularly around talent acquisition and employee experience. In the interview, we discuss: Eric's journey to becoming a Chief Diversity Officer The lessons Genesys has learned during its ongoing evolution to being a more diverse company. Empathy and helping employees understand the why Inclusion and belonging The innovation required for effective DE&I work Determining priorities and experimentation Reimagining talent acquisition Redesigning the interview process Employee experience as a differentiator Advice to other employers on a similar journey Setting industry benchmarks and building an ecosystem. Listen to this podcast on Apple Podcasts. One of the key lessons from 2022 is that implementing effective strategies for DE&I is always a long-term journey rather than a quick fix. Sharing insights to learn from the experiences of others is a critical part of the process; progress cannot happen in a vacuum.


My guest this week is Eric Thomas, Chief Diversity, Equity and Inclusion Officer at Genesys. Genesys is on a journey to become a more diverse company, and a vital part of this is increased workforce representation to align with the markets they serve. Eric has some valuable insights to share on the lessons they are learning, particularly around talent acquisition and employee experience.


In the interview, we discuss:


  • Eric's journey to becoming a Chief Diversity Officer


  • The lessons Genesys has learned during its ongoing evolution to being a more diverse company.


  • Empathy and helping employees understand the why


  • Inclusion and belonging


  • The innovation required for effective DE&I work


  • Determining priorities and experimentation


  • Reimagining talent acquisition


  • Redesigning the interview process


  • Employee experience as a differentiator


  • Advice to other employers on a similar journey


  • Setting industry benchmarks and building an ecosystem.



Listen to this podcast on Apple Podcasts.

]]> 1443 no Ep 487: Focus https://recruitingfuture.com As an end-of-year special, this week is productivity week on the podcast.  With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be. A couple of days ago, in Episode 486, we looked at managing information overload when I spoke to Tiago Forte, the inventor of the Building a Second Brain system of personal knowledge management.  In this episode, I want to focus on focus, and my guest is author and speaker Erik Qualman. In 2009 Erik wrote a hugely influential book predicting the rise of social media called Socianomics, and since then has written extensively on digital leadership. His most recent book is The Focus Project which highlights the problems humans have focusing in our hyper-connected world and explores some of the potential solutions that can help us. In the interview, we discuss: The Focus Project Focusing on the big, not the busy Focus is hard in an unfocused world. The importance of systems and process Progress not perfection Saying no a lot Having more time is not the solution. Attacking the one big thing before the day attacks you The power of sleep Spotting patterns, time fencing and the 20/20/20 rule How can employers support focus? What does the future of work now look like Listen to this podcast in Apple Podcasts. Wed, 21 Dec 2022 07:00:00 -0000 Focus full 487 Matt Alder Author and speaker Erik Qualman talks to Matt Alder As an end-of-year special, this week is productivity week on the podcast.  With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be. A couple of days ago, in Episode 486, we looked at managing information overload when I spoke to Tiago Forte, the inventor of the Building a Second Brain system of personal knowledge management.  In this episode, I want to focus on focus, and my guest is author and speaker Erik Qualman. In 2009 Erik wrote a hugely influential book predicting the rise of social media called Socianomics, and since then has written extensively on digital leadership. His most recent book is The Focus Project which highlights the problems humans have focusing in our hyper-connected world and explores some of the potential solutions that can help us. In the interview, we discuss: The Focus Project Focusing on the big, not the busy Focus is hard in an unfocused world. The importance of systems and process Progress not perfection Saying no a lot Having more time is not the solution. Attacking the one big thing before the day attacks you The power of sleep Spotting patterns, time fencing and the 20/20/20 rule How can employers support focus? What does the future of work now look like Listen to this podcast in Apple Podcasts. As an end-of-year special, this week is productivity week on the podcast. 


With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be.


A couple of days ago, in Episode 486, we looked at managing information overload when I spoke to Tiago Forte, the inventor of the Building a Second Brain system of personal knowledge management. 


In this episode, I want to focus on focus, and my guest is author and speaker Erik Qualman. In 2009 Erik wrote a hugely influential book predicting the rise of social media called Socianomics, and since then has written extensively on digital leadership. His most recent book is The Focus Project which highlights the problems humans have focusing in our hyper-connected world and explores some of the potential solutions that can help us.


In the interview, we discuss:


  • The Focus Project


  • Focusing on the big, not the busy


  • Focus is hard in an unfocused world.


  • The importance of systems and process


  • Progress not perfection


  • Saying no a lot


  • Having more time is not the solution.
  • Attacking the one big thing before the day attacks you


  • The power of sleep


  • Spotting patterns, time fencing and the 20/20/20 rule


  • How can employers support focus?


  • What does the future of work now look like



Listen to this podcast in Apple Podcasts.

]]> 1676 no Ep 486: Building A Second Brain https://recruitingfuture.com As an end-of-year special, this week is productivity week on the podcast.  With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be. My first guest on productivity week is one of the world's leading personal knowledge management systems experts. Tiago Forte is the Founder of Forte Labs and the creator of the brilliant Building a Second Brain. BASB is a very effective knowledge and information management system I can personally vouch for as I used it to write my book "Digital Talent." Tiago has created a popular online course and a book on Building a Second Brain, and in our discussion, he gives us an excellent insight into the system.  In the interview, we discuss: The story behind BASB Are employers giving knowledge workers effect support around information overload? Personal Knowledge Management Shifting from top down to individual The key elements of BASB Capture, Organize, Distill, Express The role of technology How I reactivated ten years of lost Kindle highlights Taking the first steps Listen to this podcast on Apple Podcasts. Mon, 19 Dec 2022 18:37:00 -0000 Building A Second Brain full 486 Matt Alder Tiago Forte, Founder of Forte Labs and creator of "Building a Second Brain" talks to Matt Alder As an end-of-year special, this week is productivity week on the podcast.  With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be. My first guest on productivity week is one of the world's leading personal knowledge management systems experts. Tiago Forte is the Founder of Forte Labs and the creator of the brilliant Building a Second Brain. BASB is a very effective knowledge and information management system I can personally vouch for as I used it to write my book "Digital Talent." Tiago has created a popular online course and a book on Building a Second Brain, and in our discussion, he gives us an excellent insight into the system.  In the interview, we discuss: The story behind BASB Are employers giving knowledge workers effect support around information overload? Personal Knowledge Management Shifting from top down to individual The key elements of BASB Capture, Organize, Distill, Express The role of technology How I reactivated ten years of lost Kindle highlights Taking the first steps Listen to this podcast on Apple Podcasts. As an end-of-year special, this week is productivity week on the podcast. 


With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be.


My first guest on productivity week is one of the world's leading personal knowledge management systems experts. Tiago Forte is the Founder of Forte Labs and the creator of the brilliant Building a Second Brain. BASB is a very effective knowledge and information management system I can personally vouch for as I used it to write my book "Digital Talent."


Tiago has created a popular online course and a book on Building a Second Brain, and in our discussion, he gives us an excellent insight into the system. 


In the interview, we discuss:


  • The story behind BASB


  • Are employers giving knowledge workers effect support around information overload?


  • Personal Knowledge Management


  • Shifting from top down to individual


  • The key elements of BASB


  • Capture, Organize, Distill, Express


  • The role of technology


  • How I reactivated ten years of lost Kindle highlights


  • Taking the first steps


Listen to this podcast on Apple Podcasts.

]]> 1616 no Ep 485: What Will Replace Resumes? https://recruitingfuture.com/ The death of the resume has long been predicted. It is widely acknowledged that they are ineffective and prone to promoting bias, but alternative approaches have yet to achieve universal adoption. However, with many employers moving towards skills and competency-based hiring and technology continuing to drive rapid change in recruiting, are the days of the resume finally numbered? My guest this week is Maya Huber, Co-Founder and CEO of the competencies-based sourcing platform TaTiO. Maya has a PHD in Job Analysis and some fascinating insights into practical ways of moving on from the resume and making hiring more efficient, inclusive and effective. In the interview, we discuss: The ineffectiveness of resumes The danger of assessing just on words and stories Skills-based hiring versus competency-based hiring Testing performance in its context Reducing the administrative burden for recruiters Job simulation Job analysis The hiring outcomes of competency-based assessment What should companies expect from the future of work? Listen to this podcast in Apple Podcasts. Sat, 17 Dec 2022 08:07:00 -0000 What Will Replace Resumes? full 485 Matt Alder Maya Huber, Co-Founder and CEO of TaTiO, talks to Matt Alder The death of the resume has long been predicted. It is widely acknowledged that they are ineffective and prone to promoting bias, but alternative approaches have yet to achieve universal adoption. However, with many employers moving towards skills and competency-based hiring and technology continuing to drive rapid change in recruiting, are the days of the resume finally numbered? My guest this week is Maya Huber, Co-Founder and CEO of the competencies-based sourcing platform TaTiO. Maya has a PHD in Job Analysis and some fascinating insights into practical ways of moving on from the resume and making hiring more efficient, inclusive and effective. In the interview, we discuss: The ineffectiveness of resumes The danger of assessing just on words and stories Skills-based hiring versus competency-based hiring Testing performance in its context Reducing the administrative burden for recruiters Job simulation Job analysis The hiring outcomes of competency-based assessment What should companies expect from the future of work? Listen to this podcast in Apple Podcasts. The death of the resume has long been predicted. It is widely acknowledged that they are ineffective and prone to promoting bias, but alternative approaches have yet to achieve universal adoption. However, with many employers moving towards skills and competency-based hiring and technology continuing to drive rapid change in recruiting, are the days of the resume finally numbered?


My guest this week is Maya Huber, Co-Founder and CEO of the competencies-based sourcing platform TaTiO. Maya has a PHD in Job Analysis and some fascinating insights into practical ways of moving on from the resume and making hiring more efficient, inclusive and effective.


In the interview, we discuss:


  • The ineffectiveness of resumes


  • The danger of assessing just on words and stories


  • Skills-based hiring versus competency-based hiring


  • Testing performance in its context


  • Reducing the administrative burden for recruiters


  • Job simulation


  • Job analysis


  • The hiring outcomes of competency-based assessment


  • What should companies expect from the future of work?


Listen to this podcast in Apple Podcasts.

]]> 1303 no Ep 484: Innovation and Skills-Based Hiring https://recruitingfuture.com The pace of business change is continuing to accelerate. According to a recent McKinsey Global Survey, business leaders expect that by 2026, half of their companies' revenues will come from products, services, or businesses that haven't been invented yet. Innovation is critical for companies to survive and thrive. So how can employers ensure they have talent strategies in place to have the right skills to create and drive new ideas forward, and could innovation be the catalyst that accelerates skills-based hiring? My guest this week is Mauro Porcini, PepsiCo's first ever Chief Design Officer and author of a new book on people-centric innovation. In the book, Mauro does a deep dive into the skills, culture, and philosophy companies need to innovate. It was brilliant to hear his views on what employers need to do to attract, retain and develop people with the diverse skills required for effective innovation. In the interview, we discuss: The role of Chief Design Officer at Pepsico How business cultures have changed Designing the future with human-centric design The 24 skills needed for innovation and the importance of identifying and developing them in leaders Building a culture of innovation Process versus people The power of kindness, optimism, and curiosity The relationship between kindness and productivity Recognizing and recruiting innovators Redesigning the recruiting process What does the future look like? Mauro's book - The Human Side of Innovation: The Power of People in Love with People Listen to this podcast on Apple Podcasts. Fri, 16 Dec 2022 17:08:00 -0000 Innovation and Skills-Based Hiring full 484 Matt Alder Mauro Porcini, Chief Design Officer at PepsiCo, talks to Matt Alder The pace of business change is continuing to accelerate. According to a recent McKinsey Global Survey, business leaders expect that by 2026, half of their companies' revenues will come from products, services, or businesses that haven't been invented yet. Innovation is critical for companies to survive and thrive. So how can employers ensure they have talent strategies in place to have the right skills to create and drive new ideas forward, and could innovation be the catalyst that accelerates skills-based hiring? My guest this week is Mauro Porcini, PepsiCo's first ever Chief Design Officer and author of a new book on people-centric innovation. In the book, Mauro does a deep dive into the skills, culture, and philosophy companies need to innovate. It was brilliant to hear his views on what employers need to do to attract, retain and develop people with the diverse skills required for effective innovation. In the interview, we discuss: The role of Chief Design Officer at Pepsico How business cultures have changed Designing the future with human-centric design The 24 skills needed for innovation and the importance of identifying and developing them in leaders Building a culture of innovation Process versus people The power of kindness, optimism, and curiosity The relationship between kindness and productivity Recognizing and recruiting innovators Redesigning the recruiting process What does the future look like? Mauro's book - The Human Side of Innovation: The Power of People in Love with People Listen to this podcast on Apple Podcasts. The pace of business change is continuing to accelerate. According to a recent McKinsey Global Survey, business leaders expect that by 2026, half of their companies' revenues will come from products, services, or businesses that haven't been invented yet. Innovation is critical for companies to survive and thrive. So how can employers ensure they have talent strategies in place to have the right skills to create and drive new ideas forward, and could innovation be the catalyst that accelerates skills-based hiring?


My guest this week is Mauro Porcini, PepsiCo's first ever Chief Design Officer and author of a new book on people-centric innovation. In the book, Mauro does a deep dive into the skills, culture, and philosophy companies need to innovate. It was brilliant to hear his views on what employers need to do to attract, retain and develop people with the diverse skills required for effective innovation.


In the interview, we discuss:


  • The role of Chief Design Officer at Pepsico


  • How business cultures have changed


  • Designing the future with human-centric design


  • The 24 skills needed for innovation and the importance of identifying and developing them in leaders


  • Building a culture of innovation


  • Process versus people


  • The power of kindness, optimism, and curiosity


  • The relationship between kindness and productivity


  • Recognizing and recruiting innovators


  • Redesigning the recruiting process


  • What does the future look like?



Mauro's book - The Human Side of Innovation: The Power of People in Love with People


Listen to this podcast on Apple Podcasts.

]]> 2152 no Ep 483: The Power Of Talent Marketplaces https://recruitingfuture.com/ One thing that has remained constant in our changing talent markets is the importance of targeting the right audience with the right message at the right time. In the noisy world of recruiting marketing, talent marketplaces are proving to be effective platforms for bringing employers and like-minded potential employees together. My guest this week is John Beard, Head of Corporate & Technical Talent Acquisition at One Medical. One Medical is competing for talent in some challenging markets. John has a lot of insights to share on finding, connecting, and persuading the right talent to join the organization in rapidly changing times. In the interview, we discuss: How recruiting challenges are evolving with the market. Recruiting missionaries, not mercenaries Candidate experience as a north star Offering feedback to all Cutting through the noise to connect with the right people Doing something important versus doing something with impact. Compelling storytelling The role of talent marketplaces and the advantages they offer employers How will the tech talent market evolve over the next two years? Listen to this podcast in Apple Podcasts. Thu, 15 Dec 2022 16:56:50 -0000 The Power Of Talent Marketplaces full 483 Matt Alder John Beard, Head of Corporate & Technical Talent Acquisition at One Medical, talks to Matt Alder One thing that has remained constant in our changing talent markets is the importance of targeting the right audience with the right message at the right time. In the noisy world of recruiting marketing, talent marketplaces are proving to be effective platforms for bringing employers and like-minded potential employees together. My guest this week is John Beard, Head of Corporate & Technical Talent Acquisition at One Medical. One Medical is competing for talent in some challenging markets. John has a lot of insights to share on finding, connecting, and persuading the right talent to join the organization in rapidly changing times. In the interview, we discuss: How recruiting challenges are evolving with the market. Recruiting missionaries, not mercenaries Candidate experience as a north star Offering feedback to all Cutting through the noise to connect with the right people Doing something important versus doing something with impact. Compelling storytelling The role of talent marketplaces and the advantages they offer employers How will the tech talent market evolve over the next two years? Listen to this podcast in Apple Podcasts. One thing that has remained constant in our changing talent markets is the importance of targeting the right audience with the right message at the right time. In the noisy world of recruiting marketing, talent marketplaces are proving to be effective platforms for bringing employers and like-minded potential employees together.


My guest this week is John Beard, Head of Corporate & Technical Talent Acquisition at One Medical. One Medical is competing for talent in some challenging markets. John has a lot of insights to share on finding, connecting, and persuading the right talent to join the organization in rapidly changing times.


In the interview, we discuss:


  • How recruiting challenges are evolving with the market.


  • Recruiting missionaries, not mercenaries


  • Candidate experience as a north star


  • Offering feedback to all


  • Cutting through the noise to connect with the right people


  • Doing something important versus doing something with impact.


  • Compelling storytelling


  • The role of talent marketplaces and the advantages they offer employers


  • How will the tech talent market evolve over the next two years?



Listen to this podcast in Apple Podcasts.

]]> 1086 no Ep 482: The Fluid Workforce https://recruitingfuture.com/ The debate around the office versus remote versus hybrid looks set to run and run as employers continue to experiment with different strategies. Despite the enormous advantages of remote working, there are many challenges and gaps with some current approaches that need addressing as we move forward. So what are the key issues, how do employers address them, and what role should HR technology play? My guest this week is Saad Siddiqui, General Partner at Telstra Ventures, a VC firm with several HR technology investments. Saad has written extensively about the future of work and the advantages of a fluid workforce strategy. In the interview, we discuss: The current state of the hiring market and the longer term outlook Identifying gaps and challenges in new ways of working The fluid workforce Generational divides Building connections and mentoring Culture and the role of leadership Employee motivations and retention Finding the best talent on a global basis Key trends in HR Tech Consolidation and platform business extension How should employers think about technology? What does the future look like Listen to this podcast in Apple Podcasts. Fri, 09 Dec 2022 16:22:00 -0000 The Fluid Workforce full 482 Matt Alder Saad Siddiqui, General Partner at Telstra Ventures, talks to Matt Alder The debate around the office versus remote versus hybrid looks set to run and run as employers continue to experiment with different strategies. Despite the enormous advantages of remote working, there are many challenges and gaps with some current approaches that need addressing as we move forward. So what are the key issues, how do employers address them, and what role should HR technology play? My guest this week is Saad Siddiqui, General Partner at Telstra Ventures, a VC firm with several HR technology investments. Saad has written extensively about the future of work and the advantages of a fluid workforce strategy. In the interview, we discuss: The current state of the hiring market and the longer term outlook Identifying gaps and challenges in new ways of working The fluid workforce Generational divides Building connections and mentoring Culture and the role of leadership Employee motivations and retention Finding the best talent on a global basis Key trends in HR Tech Consolidation and platform business extension How should employers think about technology? What does the future look like Listen to this podcast in Apple Podcasts. The debate around the office versus remote versus hybrid looks set to run and run as employers continue to experiment with different strategies. Despite the enormous advantages of remote working, there are many challenges and gaps with some current approaches that need addressing as we move forward.


So what are the key issues, how do employers address them, and what role should HR technology play?


My guest this week is Saad Siddiqui, General Partner at Telstra Ventures, a VC firm with several HR technology investments. Saad has written extensively about the future of work and the advantages of a fluid workforce strategy.


In the interview, we discuss:


  • The current state of the hiring market and the longer term outlook


  • Identifying gaps and challenges in new ways of working


  • The fluid workforce


  • Generational divides


  • Building connections and mentoring


  • Culture and the role of leadership


  • Employee motivations and retention


  • Finding the best talent on a global basis


  • Key trends in HR Tech


  • Consolidation and platform business extension


  • How should employers think about technology?


  • What does the future look like



Listen to this podcast in Apple Podcasts.

]]> 1520 no Round Up November 2022 https://recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 471: Employer Brand Challenges Ep 472: Inclusive Assessment Ep 473: The Power Of Difference Ep 474: Talent In Tech Ep 475: Defining Talent Ep 476: Digital Talent At PepsiCo Ep 477: Innovation In Hourly Hiring Ep 478: Developing Talent Intelligence Listen to this podcast in Apple Podcasts Tue, 06 Dec 2022 22:19:00 -0000 Round Up November 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during November 2022 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 471: Employer Brand Challenges Ep 472: Inclusive Assessment Ep 473: The Power Of Difference Ep 474: Talent In Tech Ep 475: Defining Talent Ep 476: Digital Talent At PepsiCo Ep 477: Innovation In Hourly Hiring Ep 478: Developing Talent Intelligence Listen to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 471: Employer Brand Challenges


Ep 472: Inclusive Assessment


Ep 473: The Power Of Difference


Ep 474: Talent In Tech


Ep 475: Defining Talent


Ep 476: Digital Talent At PepsiCo


Ep 477: Innovation In Hourly Hiring


Ep 478: Developing Talent Intelligence


Listen to this podcast in Apple Podcasts

]]> 782 no Ep 481: Workstyle https://recruitingfuture.com/ The last three years have seen unprecedented disruption to the world of work. The rise of remote and hybrid working indicates a workplace revolution, but how much have things actually changed? Presentism is still a big issue, with some employers using economically tough times as an excuse to get people back to the office. Meanwhile, many hybrid and remote employees struggle with legacy working methods not designed for the world we are now living in My guests this week are Lizzie Penny and Alex Hirst, co-founders of Hoxby and authors of the best selling book Workstyle. Lizzie and Alex are campaigners for a more modern autonomous working style. They are using their own experiences of running a remote first business to start a movement to make work better for everyone.  In the interview, we discuss: What is wrong with work Ageing populations, independence and technology Breaking free from a 200 year old operating system Autonomy, productivity and accountability Digital first, not physical first. Trust over presentism The vital importance of asynchronous working How the Workstyle revolution works at Hoxby Inclusive for structurally excluded workers How to make a seismic change Meeting in person to build deeper connections. Remote leadership Old rules, new challenges The relationship between autonomy, well-being, and productivity Listen to this podcast in Apple Podcasts. Fri, 02 Dec 2022 11:27:00 -0000 Workstyle full 481 Matt Alder Lizzie Penny and Alex Hirst, co-founders of Hoxby and authors of the best selling book Workstyle, talk to Matt Alder The last three years have seen unprecedented disruption to the world of work. The rise of remote and hybrid working indicates a workplace revolution, but how much have things actually changed? Presentism is still a big issue, with some employers using economically tough times as an excuse to get people back to the office. Meanwhile, many hybrid and remote employees struggle with legacy working methods not designed for the world we are now living in My guests this week are Lizzie Penny and Alex Hirst, co-founders of Hoxby and authors of the best selling book Workstyle. Lizzie and Alex are campaigners for a more modern autonomous working style. They are using their own experiences of running a remote first business to start a movement to make work better for everyone.  In the interview, we discuss: What is wrong with work Ageing populations, independence and technology Breaking free from a 200 year old operating system Autonomy, productivity and accountability Digital first, not physical first. Trust over presentism The vital importance of asynchronous working How the Workstyle revolution works at Hoxby Inclusive for structurally excluded workers How to make a seismic change Meeting in person to build deeper connections. Remote leadership Old rules, new challenges The relationship between autonomy, well-being, and productivity Listen to this podcast in Apple Podcasts. The last three years have seen unprecedented disruption to the world of work. The rise of remote and hybrid working indicates a workplace revolution, but how much have things actually changed?

Presentism is still a big issue, with some employers using economically tough times as an excuse to get people back to the office. Meanwhile, many hybrid and remote employees struggle with legacy working methods not designed for the world we are now living in


My guests this week are Lizzie Penny and Alex Hirst, co-founders of Hoxby and authors of the best selling book Workstyle. Lizzie and Alex are campaigners for a more modern autonomous working style. They are using their own experiences of running a remote first business to start a movement to make work better for everyone. 


In the interview, we discuss:


  • What is wrong with work


  • Ageing populations, independence and technology


  • Breaking free from a 200 year old operating system


  • Autonomy, productivity and accountability


  • Digital first, not physical first.


  • Trust over presentism


  • The vital importance of asynchronous working


  • How the Workstyle revolution works at Hoxby


  • Inclusive for structurally excluded workers


  • How to make a seismic change


  • Meeting in person to build deeper connections.


  • Remote leadership


  • Old rules, new challenges


  • The relationship between autonomy, well-being, and productivity



Listen to this podcast in Apple Podcasts.

]]> 1682 no Ep 480: Are Job Boards Evolving? https://recruitingfuture.com/ Job Boards still play a central role in talent attraction, but outside of the job board industry, there isn't much discussion or debate about their current state and future potential. So are they still fit for purpose, how are they evolving, and what can job board statistics tell us about the current talent market? My guest this week is Dave Jenkins, founder of Wave. Wave publishes Wave TrackR, a regular independent report that uses job board data to track recruiting trends, which means Dave has a wealth of insights to share. In the interview, we discuss: The current state of the job board market Pricing models and programmatic adoption Geographic market differences The importance of the active audience Are there still more jobs than candidates? How to get the best out of job boards Mindset change What's the future of job boards? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. Thu, 01 Dec 2022 13:36:00 -0000 Are Job Boards Evolving? full 480 Matt Alder Dave Jenkins, founder of Wave, talks to Matt Alder Job Boards still play a central role in talent attraction, but outside of the job board industry, there isn't much discussion or debate about their current state and future potential. So are they still fit for purpose, how are they evolving, and what can job board statistics tell us about the current talent market? My guest this week is Dave Jenkins, founder of Wave. Wave publishes Wave TrackR, a regular independent report that uses job board data to track recruiting trends, which means Dave has a wealth of insights to share. In the interview, we discuss: The current state of the job board market Pricing models and programmatic adoption Geographic market differences The importance of the active audience Are there still more jobs than candidates? How to get the best out of job boards Mindset change What's the future of job boards? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. Job Boards still play a central role in talent attraction, but outside of the job board industry, there isn't much discussion or debate about their current state and future potential. So are they still fit for purpose, how are they evolving, and what can job board statistics tell us about the current talent market?


My guest this week is Dave Jenkins, founder of Wave. Wave publishes Wave TrackR, a regular independent report that uses job board data to track recruiting trends, which means Dave has a wealth of insights to share.


In the interview, we discuss:


  • The current state of the job board market


  • Pricing models and programmatic adoption


  • Geographic market differences


  • The importance of the active audience


  • Are there still more jobs than candidates?


  • How to get the best out of job boards


  • Mindset change


  • What's the future of job boards?


Listen to this podcast in Apple Podcasts.


A full transcript will appear here shortly.

]]> 1529 no Ep 479: Neurodiversity Hiring At Microsoft https://recruitingfuture.com/ I published three interviews in October to mark National Disability Employment Awareness month. What particularly struck me was the amount of work going into neurodiversity hiring, and I want to dive deeper by finding out how specific employers are developing their programs. My guest this week is Neil Barnett, Director, Inclusive Hiring and Accessibility at Microsoft. Neil helped to develop Microsoft’s Neurodiversity Hiring Program, which has been in place since 2015. He has excellent insights and valuable advice for employers looking to establish similar programs. In the interview, we discuss: Are employers getting any better at disability inclusion? The story behind Microsoft's Neurodiversity Hiring Program Screening in rather than screening out Changing the hiring process to set people up for success Providing tangible feedback How the success of the program has changed aspects of Microsoft's other hiring programs Building an inclusive workplace Non-apparent disability and self-disclosure ERGs and growing internal communities Building the business case to get started How Microsoft collaborates with other employers Advice for parents on the future of neurodiversity in the workforce Listen to this podcast on Apple Podcasts A full transcript will appear here shortly Tue, 29 Nov 2022 15:20:00 -0000 Neurodiversity Hiring At Microsoft full 479 Matt Alder Neil Barnett, Director, Inclusive Hiring and Accessibility at Microsoft, talks to Matt Alder I published three interviews in October to mark National Disability Employment Awareness month. What particularly struck me was the amount of work going into neurodiversity hiring, and I want to dive deeper by finding out how specific employers are developing their programs. My guest this week is Neil Barnett, Director, Inclusive Hiring and Accessibility at Microsoft. Neil helped to develop Microsoft’s Neurodiversity Hiring Program, which has been in place since 2015. He has excellent insights and valuable advice for employers looking to establish similar programs. In the interview, we discuss: Are employers getting any better at disability inclusion? The story behind Microsoft's Neurodiversity Hiring Program Screening in rather than screening out Changing the hiring process to set people up for success Providing tangible feedback How the success of the program has changed aspects of Microsoft's other hiring programs Building an inclusive workplace Non-apparent disability and self-disclosure ERGs and growing internal communities Building the business case to get started How Microsoft collaborates with other employers Advice for parents on the future of neurodiversity in the workforce Listen to this podcast on Apple Podcasts A full transcript will appear here shortly I published three interviews in October to mark National Disability Employment Awareness month. What particularly struck me was the amount of work going into neurodiversity hiring, and I want to dive deeper by finding out how specific employers are developing their programs.


My guest this week is Neil Barnett, Director, Inclusive Hiring and Accessibility at Microsoft. Neil helped to develop Microsoft’s Neurodiversity Hiring Program, which has been in place since 2015. He has excellent insights and valuable advice for employers looking to establish similar programs.


In the interview, we discuss:


  • Are employers getting any better at disability inclusion?


  • The story behind Microsoft's Neurodiversity Hiring Program


  • Screening in rather than screening out


  • Changing the hiring process to set people up for success


  • Providing tangible feedback


  • How the success of the program has changed aspects of Microsoft's other hiring programs


  • Building an inclusive workplace


  • Non-apparent disability and self-disclosure


  • ERGs and growing internal communities


  • Building the business case to get started


  • How Microsoft collaborates with other employers


  • Advice for parents on the future of neurodiversity in the workforce


Listen to this podcast on Apple Podcasts


A full transcript will appear here shortly

]]> 1198 no Ep 478: Developing Talent Intelligence https://recruitingfuture.com/ Talent Intelligence is on the rise, with an increasing number of TA teams putting data at the core of their strategy. However, do employers genuinely understand the full potential of TI, how do you get started, and what is the business case for building a specialist resource? My guest this week is Toby Culshaw, Talent Intelligence Leader at Worldwide Amazon Stores. Toby is one of the global pioneers of talent intelligence, having built teams and Philips and Amazon. He has also recently released his first book, "Talent Intelligence - Use Business and People Data to Drive Organizational Performance" Suffice to say, this is a must-listen interview for anyone who wants to know more about the development of talent intelligence.  In the interview, we discuss: What is Talent Intelligence, and how is it developing The business outcomes and value of TI What areas of TA is data intelligence being applied to? Where should TI sit within the organization? Maturity model When TI isn't TI What skills does a TI function need to be successful? Building capability What will be possible in the future? Listen to this podcast on Apple Podcasts. Wed, 23 Nov 2022 07:00:00 -0000 Developing Talent Intelligence full 478 Matt Alder Toby Culshaw, Talent Intelligence Leader at Worldwide Amazon Stores, talks to Matt Alder Talent Intelligence is on the rise, with an increasing number of TA teams putting data at the core of their strategy. However, do employers genuinely understand the full potential of TI, how do you get started, and what is the business case for building a specialist resource? My guest this week is Toby Culshaw, Talent Intelligence Leader at Worldwide Amazon Stores. Toby is one of the global pioneers of talent intelligence, having built teams and Philips and Amazon. He has also recently released his first book, "Talent Intelligence - Use Business and People Data to Drive Organizational Performance" Suffice to say, this is a must-listen interview for anyone who wants to know more about the development of talent intelligence.  In the interview, we discuss: What is Talent Intelligence, and how is it developing The business outcomes and value of TI What areas of TA is data intelligence being applied to? Where should TI sit within the organization? Maturity model When TI isn't TI What skills does a TI function need to be successful? Building capability What will be possible in the future? Listen to this podcast on Apple Podcasts. Talent Intelligence is on the rise, with an increasing number of TA teams putting data at the core of their strategy. However, do employers genuinely understand the full potential of TI, how do you get started, and what is the business case for building a specialist resource?


My guest this week is Toby Culshaw, Talent Intelligence Leader at Worldwide Amazon Stores. Toby is one of the global pioneers of talent intelligence, having built teams and Philips and Amazon. He has also recently released his first book, "Talent Intelligence - Use Business and People Data to Drive Organizational Performance" Suffice to say, this is a must-listen interview for anyone who wants to know more about the development of talent intelligence. 


In the interview, we discuss:


  • What is Talent Intelligence, and how is it developing


  • The business outcomes and value of TI


  • What areas of TA is data intelligence being applied to?


  • Where should TI sit within the organization?


  • Maturity model


  • When TI isn't TI


  • What skills does a TI function need to be successful?


  • Building capability


  • What will be possible in the future?


Listen to this podcast on Apple Podcasts.

]]> 1763 no Ep 477: Innovation In Hourly Hiring https://recruitingfuture.com/ Hourly hiring remains challenging for many employers, and despite the worsening economic outlook, it will likely remain a huge challenge for several years to come. So what innovations are we seeing in how employers approach hourly hiring and in the technology they are using? What does good look like now, and how will automation define the future? My guest this week is Sean Behr, CEO of Fountain. Over the last few years, Fountain has helped companies hire over 13 million hourly paid workers in more than 75 countries, meaning Sean has a lot of insight to share. In the interview, we discuss: The current talent marketing in hourly hiring The challenges of the last few years Fundamental changes in the workforce that will see hourly hiring continue to be challenging for years to come. What makes employers successful in this market The vital importance of speed in hiring Recruiting automation Using technology to provide a quality candidate, hiring manager, and recruiter experience at scale Really human hiring Personalization Quality versus quantity Why hourly hiring is the most innovative place to be in talent acquisition Listen to this podcast in Apple Podcasts Mon, 21 Nov 2022 22:30:00 -0000 Innovation In Hourly Hiring full 477 Matt Alder Sean Behr, CEO of Fountain, talks to Matt Alder Hourly hiring remains challenging for many employers, and despite the worsening economic outlook, it will likely remain a huge challenge for several years to come. So what innovations are we seeing in how employers approach hourly hiring and in the technology they are using? What does good look like now, and how will automation define the future? My guest this week is Sean Behr, CEO of Fountain. Over the last few years, Fountain has helped companies hire over 13 million hourly paid workers in more than 75 countries, meaning Sean has a lot of insight to share. In the interview, we discuss: The current talent marketing in hourly hiring The challenges of the last few years Fundamental changes in the workforce that will see hourly hiring continue to be challenging for years to come. What makes employers successful in this market The vital importance of speed in hiring Recruiting automation Using technology to provide a quality candidate, hiring manager, and recruiter experience at scale Really human hiring Personalization Quality versus quantity Why hourly hiring is the most innovative place to be in talent acquisition Listen to this podcast in Apple Podcasts Hourly hiring remains challenging for many employers, and despite the worsening economic outlook, it will likely remain a huge challenge for several years to come.


So what innovations are we seeing in how employers approach hourly hiring and in the technology they are using? What does good look like now, and how will automation define the future?


My guest this week is Sean Behr, CEO of Fountain. Over the last few years, Fountain has helped companies hire over 13 million hourly paid workers in more than 75 countries, meaning Sean has a lot of insight to share.


In the interview, we discuss:


  • The current talent marketing in hourly hiring


  • The challenges of the last few years


  • Fundamental changes in the workforce that will see hourly hiring continue to be challenging for years to come.


  • What makes employers successful in this market


  • The vital importance of speed in hiring


  • Recruiting automation


  • Using technology to provide a quality candidate, hiring manager, and recruiter experience at scale


  • Really human hiring


  • Personalization


  • Quality versus quantity


  • Why hourly hiring is the most innovative place to be in talent acquisition



Listen to this podcast in Apple Podcasts

]]> 1912 no Ep 476: Digital Talent At PepsiCo https://recruitingfuture.com/ With high-profile layoffs in some large technology companies, it is perhaps easy to forget that digital transformation is still driving a massive need for tech talent in employers all over the world. Despite the current economic headwinds, long-term trends are in play that require specific operating and employer brand strategies, particularly in companies that are not traditionally seen as being digital. My guest this week is Blair Bennett, Senior Vice President Global Talent Acquisition at PepsiCo. Digital transformation is creating a significant need for tech talent in their business. In our conversation, Blair talks about the strategy they are putting in place to hire the people they need. In the interview, we discuss: The size and scale of talent acquisition at PepsiCo Market trends and challenges Digital transformation and bringing in new capabilities Repositioning talent acquisition strategy Personalizing candidate experience in competitive talent markets Automation in the TA operating model EVP and employer brand for specific talent cohorts Talent intelligence Geographical targeting and segmentation The role of technology The long term demand for digital talent The future of personalization in talent acquisition Listen to this podcast in Apple Podcast. Fri, 18 Nov 2022 14:24:00 -0000 Digital Talent At PepsiCo full 476 Matt Alder Blair Bennett, Senior Vice President Global Talent Acquisition at PepsiCo, talks to Matt Alder With high-profile layoffs in some large technology companies, it is perhaps easy to forget that digital transformation is still driving a massive need for tech talent in employers all over the world. Despite the current economic headwinds, long-term trends are in play that require specific operating and employer brand strategies, particularly in companies that are not traditionally seen as being digital. My guest this week is Blair Bennett, Senior Vice President Global Talent Acquisition at PepsiCo. Digital transformation is creating a significant need for tech talent in their business. In our conversation, Blair talks about the strategy they are putting in place to hire the people they need. In the interview, we discuss: The size and scale of talent acquisition at PepsiCo Market trends and challenges Digital transformation and bringing in new capabilities Repositioning talent acquisition strategy Personalizing candidate experience in competitive talent markets Automation in the TA operating model EVP and employer brand for specific talent cohorts Talent intelligence Geographical targeting and segmentation The role of technology The long term demand for digital talent The future of personalization in talent acquisition Listen to this podcast in Apple Podcast. With high-profile layoffs in some large technology companies, it is perhaps easy to forget that digital transformation is still driving a massive need for tech talent in employers all over the world.


Despite the current economic headwinds, long-term trends are in play that require specific operating and employer brand strategies, particularly in companies that are not traditionally seen as being digital.


My guest this week is Blair Bennett, Senior Vice President Global Talent Acquisition at PepsiCo. Digital transformation is creating a significant need for tech talent in their business. In our conversation, Blair talks about the strategy they are putting in place to hire the people they need.


In the interview, we discuss:


  • The size and scale of talent acquisition at PepsiCo


  • Market trends and challenges


  • Digital transformation and bringing in new capabilities


  • Repositioning talent acquisition strategy


  • Personalizing candidate experience in competitive talent markets


  • Automation in the TA operating model


  • EVP and employer brand for specific talent cohorts


  • Talent intelligence


  • Geographical targeting and segmentation


  • The role of technology


  • The long term demand for digital talent


  • The future of personalization in talent acquisition



Listen to this podcast in Apple Podcast.

]]> 1380 no Ep 475: Defining Talent https://recruitingfuture.com/ Skills based hiring continues to be a growing trend as employers rethink how they attract and assess talent. So how do you define what good looks like and identify the right hires for your organisation? My guest this week is Leadership Strategist and Talent Consultant Ginny Clarke, who formerly ran executive hiring programmes at Google. Ginny is a strong advocate of competency-based recruiting and has some invaluable advice to share.  In the interview, we discuss: Spotting competencies and demonstrated behaviours Talent reviews and performance evaluations How do you define and identify talent? Looking more broader to increase diversity Psychological safety and equity The relationship between leadership and culture Competencies as skills plus knowledge plus ability Deconstructing job roles Looking past employment history and education What does the future of work look like, and how should employers be preparing Listen to this podcast in Apple Podcasts. Wed, 16 Nov 2022 22:14:00 -0000 Defining Talent full 475 Matt Alder Leadership Strategist and Talent Consultant Ginny Clarke, talks to Matt Alder Skills based hiring continues to be a growing trend as employers rethink how they attract and assess talent. So how do you define what good looks like and identify the right hires for your organisation? My guest this week is Leadership Strategist and Talent Consultant Ginny Clarke, who formerly ran executive hiring programmes at Google. Ginny is a strong advocate of competency-based recruiting and has some invaluable advice to share.  In the interview, we discuss: Spotting competencies and demonstrated behaviours Talent reviews and performance evaluations How do you define and identify talent? Looking more broader to increase diversity Psychological safety and equity The relationship between leadership and culture Competencies as skills plus knowledge plus ability Deconstructing job roles Looking past employment history and education What does the future of work look like, and how should employers be preparing Listen to this podcast in Apple Podcasts. Skills based hiring continues to be a growing trend as employers rethink how they attract and assess talent. So how do you define what good looks like and identify the right hires for your organisation?


My guest this week is Leadership Strategist and Talent Consultant Ginny Clarke, who formerly ran executive hiring programmes at Google. Ginny is a strong advocate of competency-based recruiting and has some invaluable advice to share. 


In the interview, we discuss:


  • Spotting competencies and demonstrated behaviours


  • Talent reviews and performance evaluations


  • How do you define and identify talent?


  • Looking more broader to increase diversity


  • Psychological safety and equity


  • The relationship between leadership and culture


  • Competencies as skills plus knowledge plus ability


  • Deconstructing job roles


  • Looking past employment history and education


  • What does the future of work look like, and how should employers be preparing



Listen to this podcast in Apple Podcasts.

]]> 1378 no Ep 474: Talent In Tech https://recruitingfuture.com/ With the news cycle currently dominated by significant layoffs in large tech companies, it is essential to take a step back and consider the longer-term picture. Many employers are still struggling to find the right tech talent. Recent research has shown that skill shortages will continue for years as education systems are not setting students up with the right skills for our AI-dominated future. So what should employers be doing right now to recruit and develop tech professionals, and what is the impact of remote and hybrid working on early careers talent? My guest this week is Atli Thorkelsson, VP of Talent Network at Redpoint Ventures. Atli advises start-ups across Redpoint's portfolio on talent acquisition and development. He has some important insights to share on the current state of the market and the strategies employers need to adopt to deal with the longer terms challenges. In the interview, we discuss: The current state of the tech hiring market Long term challenges Development of early career talent The role of the Chief People Officer Building the right foundations for talent development How do remote-first organizations support mentoring and development? What are the biggest hiring mistakes start-ups make? What can corporate TA functions learn from start-up hiring practices? How will recruiting technology develop in the future? Listen to this podcast on Apple Podcasts. Fri, 11 Nov 2022 11:42:00 -0000 Talent In Tech full 474 Matt Alder Atli Thorkelsson, VP of Talent Network at Redpoint Ventures, talks to Matt Alder With the news cycle currently dominated by significant layoffs in large tech companies, it is essential to take a step back and consider the longer-term picture. Many employers are still struggling to find the right tech talent. Recent research has shown that skill shortages will continue for years as education systems are not setting students up with the right skills for our AI-dominated future. So what should employers be doing right now to recruit and develop tech professionals, and what is the impact of remote and hybrid working on early careers talent? My guest this week is Atli Thorkelsson, VP of Talent Network at Redpoint Ventures. Atli advises start-ups across Redpoint's portfolio on talent acquisition and development. He has some important insights to share on the current state of the market and the strategies employers need to adopt to deal with the longer terms challenges. In the interview, we discuss: The current state of the tech hiring market Long term challenges Development of early career talent The role of the Chief People Officer Building the right foundations for talent development How do remote-first organizations support mentoring and development? What are the biggest hiring mistakes start-ups make? What can corporate TA functions learn from start-up hiring practices? How will recruiting technology develop in the future? Listen to this podcast on Apple Podcasts. With the news cycle currently dominated by significant layoffs in large tech companies, it is essential to take a step back and consider the longer-term picture. Many employers are still struggling to find the right tech talent. Recent research has shown that skill shortages will continue for years as education systems are not setting students up with the right skills for our AI-dominated future.


So what should employers be doing right now to recruit and develop tech professionals, and what is the impact of remote and hybrid working on early careers talent?


My guest this week is Atli Thorkelsson, VP of Talent Network at Redpoint Ventures. Atli advises start-ups across Redpoint's portfolio on talent acquisition and development. He has some important insights to share on the current state of the market and the strategies employers need to adopt to deal with the longer terms challenges.


In the interview, we discuss:


  • The current state of the tech hiring market


  • Long term challenges


  • Development of early career talent


  • The role of the Chief People Officer


  • Building the right foundations for talent development


  • How do remote-first organizations support mentoring and development?


  • What are the biggest hiring mistakes start-ups make?


  • What can corporate TA functions learn from start-up hiring practices?


  • How will recruiting technology develop in the future?



Listen to this podcast on Apple Podcasts.

]]> 1659 no Ep 473: The Power Of Difference https://recruitingfuture.com/ DE&I remains a major priority for employers, but progress is slow and sometimes completely stuck. So how should companies be thinking about diversity, and what practical actions can they take to build and benefit from teams of difference? My guest this week is writer, broadcaster and consultant Simon Fanshawe. Simon is a well known figure in the UK and has recently published an excellent book, "The Power of Difference". He advocates that progress comes when employers move away from the jargon around DE&I and genuinely understand how building a diverse workforce will drive their specific business objectives.  In the interview, we discuss: The human question of diversity and what does it actually mean. The power of combining difference The dangers of conformity and the imposition of rules Building teams of difference Using data to understand what is happening and why Understanding specific diversity business cases The virtuous circle of selection Is unconscious bias training actually helpful? Redesigning the recruiting process to challenge assumptions The most accurate predictor of future success Making employee resource groups more effective Listen to this podcast on Apple Podcasts. A full transcription will appear here shortly. Wed, 09 Nov 2022 22:17:19 -0000 The Power Of Difference full 473 Matt Alder Writer, broadcaster and consultant Simon Fanshawe, talks to Matt Alder DE&I remains a major priority for employers, but progress is slow and sometimes completely stuck. So how should companies be thinking about diversity, and what practical actions can they take to build and benefit from teams of difference? My guest this week is writer, broadcaster and consultant Simon Fanshawe. Simon is a well known figure in the UK and has recently published an excellent book, "The Power of Difference". He advocates that progress comes when employers move away from the jargon around DE&I and genuinely understand how building a diverse workforce will drive their specific business objectives.  In the interview, we discuss: The human question of diversity and what does it actually mean. The power of combining difference The dangers of conformity and the imposition of rules Building teams of difference Using data to understand what is happening and why Understanding specific diversity business cases The virtuous circle of selection Is unconscious bias training actually helpful? Redesigning the recruiting process to challenge assumptions The most accurate predictor of future success Making employee resource groups more effective Listen to this podcast on Apple Podcasts. A full transcription will appear here shortly. DE&I remains a major priority for employers, but progress is slow and sometimes completely stuck. So how should companies be thinking about diversity, and what practical actions can they take to build and benefit from teams of difference?


My guest this week is writer, broadcaster and consultant Simon Fanshawe. Simon is a well known figure in the UK and has recently published an excellent book, "The Power of Difference". He advocates that progress comes when employers move away from the jargon around DE&I and genuinely understand how building a diverse workforce will drive their specific business objectives. 


In the interview, we discuss:


  • The human question of diversity and what does it actually mean.


  • The power of combining difference


  • The dangers of conformity and the imposition of rules


  • Building teams of difference


  • Using data to understand what is happening and why


  • Understanding specific diversity business cases


  • The virtuous circle of selection


  • Is unconscious bias training actually helpful?


  • Redesigning the recruiting process to challenge assumptions


  • The most accurate predictor of future success


  • Making employee resource groups more effective



Listen to this podcast on Apple Podcasts.


A full transcription will appear here shortly.

]]> 1825 no Ep 472: Inclusive Assessment https://recruitingfuture.com/ As the move towards skills-based hiring intensifies, the role of assessment tools is becoming increasingly important. As employers focus on being more inclusive, it is critical to understand how the science behind assessment tools works to support this. My guest this week is Kristin Allen, Senior Manager of Psychometrics at SHL. SHL has an applied research initiative, SHL Labs, driving talent technology innovation. One of the key research pillars is Diversity, Equity, and Inclusion, and SHL has recently published the first results from its neurodiversity research program. In the interview, we discuss the following: The role assessment plays in helping employers build diverse workforces. Fully inclusive talent solutions Using assessment to reduce bias Job analysis and validation Transparency Disability inclusion Using language that encourages candidates to ask for accommodations Spiky profiles Emerging best practices What does the future look like? Listen to this podcast on Apple Podcasts. Sun, 06 Nov 2022 21:27:00 -0000 Inclusive Assessment full 472 Matt Alder Kristin Allen, Senior Manager of Psychometrics at SHL, talks to Matt Alder As the move towards skills-based hiring intensifies, the role of assessment tools is becoming increasingly important. As employers focus on being more inclusive, it is critical to understand how the science behind assessment tools works to support this. My guest this week is Kristin Allen, Senior Manager of Psychometrics at SHL. SHL has an applied research initiative, SHL Labs, driving talent technology innovation. One of the key research pillars is Diversity, Equity, and Inclusion, and SHL has recently published the first results from its neurodiversity research program. In the interview, we discuss the following: The role assessment plays in helping employers build diverse workforces. Fully inclusive talent solutions Using assessment to reduce bias Job analysis and validation Transparency Disability inclusion Using language that encourages candidates to ask for accommodations Spiky profiles Emerging best practices What does the future look like? Listen to this podcast on Apple Podcasts. As the move towards skills-based hiring intensifies, the role of assessment tools is becoming increasingly important. As employers focus on being more inclusive, it is critical to understand how the science behind assessment tools works to support this.


My guest this week is Kristin Allen, Senior Manager of Psychometrics at SHL. SHL has an applied research initiative, SHL Labs, driving talent technology innovation. One of the key research pillars is Diversity, Equity, and Inclusion, and SHL has recently published the first results from its neurodiversity research program.


In the interview, we discuss the following:


  • The role assessment plays in helping employers build diverse workforces.


  • Fully inclusive talent solutions


  • Using assessment to reduce bias


  • Job analysis and validation


  • Transparency


  • Disability inclusion


  • Using language that encourages candidates to ask for accommodations


  • Spiky profiles


  • Emerging best practices


  • What does the future look like?


Listen to this podcast on Apple Podcasts.

]]> 1377 no Ep 471: Employer Brand Challenges https://recruitingfuture.com/ A volatile talent acquisition market and the immense disruption we are seeing to traditional ways of working our driving significant changes in employer branding strategies. Culture, EVP, and employer brand marketing are going through a period of intense evolution, and it is essential to understand what's happening in this space. My guest this week is Charu Malhotra, Global Head of Talent Branding and Recruitment Marketing at PA Consulting. In our wide ranging conversation recorded at UNLEASH World in Paris, we discussed some of the current issues in employer branding, culture, and retention. In the interview, we discuss: The impact of external forces on talent acquisition Building inclusive workplaces when workforces are increasingly remote Proximity bias in hybrid working How do you create, manage and flex a culture Embedding values in high-performance cultures How does employer branding work on an international scale Focused segmentation and a constant heartbeat of content Employer brand and retention The importance of assessment technology Changing the balance between internal mobility and external attraction Reimagining EVP projects as nimble and responsive instead of one size fits all. Listen to this podcast in Apple Podcasts. A full transcription will appear here shortly. Wed, 02 Nov 2022 14:39:00 -0000 Employer Brand Challenges full 471 Matt Alder Charu Malhotra, Global Head of Talent Branding and Recruitment Marketing at PA Consulting, talks to Matt Alder A volatile talent acquisition market and the immense disruption we are seeing to traditional ways of working our driving significant changes in employer branding strategies. Culture, EVP, and employer brand marketing are going through a period of intense evolution, and it is essential to understand what's happening in this space. My guest this week is Charu Malhotra, Global Head of Talent Branding and Recruitment Marketing at PA Consulting. In our wide ranging conversation recorded at UNLEASH World in Paris, we discussed some of the current issues in employer branding, culture, and retention. In the interview, we discuss: The impact of external forces on talent acquisition Building inclusive workplaces when workforces are increasingly remote Proximity bias in hybrid working How do you create, manage and flex a culture Embedding values in high-performance cultures How does employer branding work on an international scale Focused segmentation and a constant heartbeat of content Employer brand and retention The importance of assessment technology Changing the balance between internal mobility and external attraction Reimagining EVP projects as nimble and responsive instead of one size fits all. Listen to this podcast in Apple Podcasts. A full transcription will appear here shortly. A volatile talent acquisition market and the immense disruption we are seeing to traditional ways of working our driving significant changes in employer branding strategies. Culture, EVP, and employer brand marketing are going through a period of intense evolution, and it is essential to understand what's happening in this space.


My guest this week is Charu Malhotra, Global Head of Talent Branding and Recruitment Marketing at PA Consulting. In our wide ranging conversation recorded at UNLEASH World in Paris, we discussed some of the current issues in employer branding, culture, and retention.


In the interview, we discuss:


  • The impact of external forces on talent acquisition


  • Building inclusive workplaces when workforces are increasingly remote


  • Proximity bias in hybrid working


  • How do you create, manage and flex a culture


  • Embedding values in high-performance cultures


  • How does employer branding work on an international scale


  • Focused segmentation and a constant heartbeat of content


  • Employer brand and retention


  • The importance of assessment technology


  • Changing the balance between internal mobility and external attraction


  • Reimagining EVP projects as nimble and responsive instead of one size fits all.



Listen to this podcast in Apple Podcasts.


A full transcription will appear here shortly.

]]> 1225 no Round Up October 2022 https://recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 465: Curiosity At Work Ep 466: UNLEASH World Ep 467: Automation & Personalization Ep 468: Embracing Neurodiversity Ep 469: TA Technology Transformation Ep 470: Disability Inclusion Listen to this podcast in Apple Podcasts Tue, 01 Nov 2022 14:48:54 -0000 Round Up October 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during October 2022 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 465: Curiosity At Work Ep 466: UNLEASH World Ep 467: Automation & Personalization Ep 468: Embracing Neurodiversity Ep 469: TA Technology Transformation Ep 470: Disability Inclusion Listen to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 465: Curiosity At Work


Ep 466: UNLEASH World


Ep 467: Automation & Personalization


Ep 468: Embracing Neurodiversity


Ep 469: TA Technology Transformation


Ep 470: Disability Inclusion


Listen to this podcast in Apple Podcasts

]]> 615 no Ep 470: Disability Inclusion https://recruitingfuture.com/ October is National Disability Employment Awareness Month, and with so much focus on DE&I in the workplace, this significant proportion of the population needs to be included and not overlooked. My guest this week is Dr Jennifer Luebke, Chief Workforce Inclusion Officer at PRIDE Industries. PRIDE Industries is a social enterprise creating sustainable career opportunities and training for people with disabilities, and Jennifer has some hugely valuable insights to share. In the interview, we discuss: The story of PRIDE Industries Projecting a welcoming attitude as an employer Accommodations and adjustments Misconceptions about hiring people with disabilities How does disability inclusion fit into DE&I? The Advantages of employing people with disabilities Neurodiversity in the workforce How to tap into new communities of talent Making it safe to disclose non-apparent disabilities Advice for employers A full transcription will appear here shortly. Listen to this podcast on Apple Podcasts. Fri, 28 Oct 2022 10:12:15 -0000 Disability Inclusion full 470 Matt Alder Dr Jennifer Luebke, Chief Workforce Inclusion Officer at PRIDE Industries, talks to Matt Alder October is National Disability Employment Awareness Month, and with so much focus on DE&I in the workplace, this significant proportion of the population needs to be included and not overlooked. My guest this week is Dr Jennifer Luebke, Chief Workforce Inclusion Officer at PRIDE Industries. PRIDE Industries is a social enterprise creating sustainable career opportunities and training for people with disabilities, and Jennifer has some hugely valuable insights to share. In the interview, we discuss: The story of PRIDE Industries Projecting a welcoming attitude as an employer Accommodations and adjustments Misconceptions about hiring people with disabilities How does disability inclusion fit into DE&I? The Advantages of employing people with disabilities Neurodiversity in the workforce How to tap into new communities of talent Making it safe to disclose non-apparent disabilities Advice for employers A full transcription will appear here shortly. Listen to this podcast on Apple Podcasts. October is National Disability Employment Awareness Month, and with so much focus on DE&I in the workplace, this significant proportion of the population needs to be included and not overlooked.


My guest this week is Dr Jennifer Luebke, Chief Workforce Inclusion Officer at PRIDE Industries. PRIDE Industries is a social enterprise creating sustainable career opportunities and training for people with disabilities, and Jennifer has some hugely valuable insights to share.


In the interview, we discuss:


  • The story of PRIDE Industries


  • Projecting a welcoming attitude as an employer


  • Accommodations and adjustments


  • Misconceptions about hiring people with disabilities


  • How does disability inclusion fit into DE&I?


  • The Advantages of employing people with disabilities


  • Neurodiversity in the workforce


  • How to tap into new communities of talent


  • Making it safe to disclose non-apparent disabilities


  • Advice for employers



A full transcription will appear here shortly.


Listen to this podcast on Apple Podcasts.

]]> 1056 no Ep 469: TA Technology Transformation https://recruitingfuture.com/ With recruiting challenges so acute and talent acquisition technology developing at such a great pace, tech stack adoption and transformation strategies are critical for many employers. So what are the key issues, and how are talent acquisition teams specializing and evolving to exploit new technologies and methodologies? My guest this week is Samantha Ramsay, Head of Experienced Hire UK&I at EY. I caught up with her a couple of weeks ago at UNLEASH World in Paris, where she was delivering a presentation about Tech Transformation. In the interview, we discuss: Current challenges in talent acquisition Driving change in recruiting Asking five whys to get to the root cause of the problem Building stakeholder consensus What makes a great vendor/employer partnership Talent intelligence Using CRMs in the right way Developing specialist skills within TA functions Building long term engagement and affinity with talent pools What does the future look like? Listen to this podcast on Apple Podcasts. Wed, 26 Oct 2022 15:19:00 -0000 TA Technology Transformation full 469 Matt Alder Samantha Ramsey, Head of Experienced Hire UK&I at EY, talks to Matt Alder With recruiting challenges so acute and talent acquisition technology developing at such a great pace, tech stack adoption and transformation strategies are critical for many employers. So what are the key issues, and how are talent acquisition teams specializing and evolving to exploit new technologies and methodologies? My guest this week is Samantha Ramsay, Head of Experienced Hire UK&I at EY. I caught up with her a couple of weeks ago at UNLEASH World in Paris, where she was delivering a presentation about Tech Transformation. In the interview, we discuss: Current challenges in talent acquisition Driving change in recruiting Asking five whys to get to the root cause of the problem Building stakeholder consensus What makes a great vendor/employer partnership Talent intelligence Using CRMs in the right way Developing specialist skills within TA functions Building long term engagement and affinity with talent pools What does the future look like? Listen to this podcast on Apple Podcasts. With recruiting challenges so acute and talent acquisition technology developing at such a great pace, tech stack adoption and transformation strategies are critical for many employers.


So what are the key issues, and how are talent acquisition teams specializing and evolving to exploit new technologies and methodologies?


My guest this week is Samantha Ramsay, Head of Experienced Hire UK&I at EY. I caught up with her a couple of weeks ago at UNLEASH World in Paris, where she was delivering a presentation about Tech Transformation.


In the interview, we discuss:


  • Current challenges in talent acquisition


  • Driving change in recruiting


  • Asking five whys to get to the root cause of the problem


  • Building stakeholder consensus


  • What makes a great vendor/employer partnership


  • Talent intelligence


  • Using CRMs in the right way


  • Developing specialist skills within TA functions


  • Building long term engagement and affinity with talent pools


  • What does the future look like?



Listen to this podcast on Apple Podcasts.

]]> 1168 no Ep 468: Embracing Neurodiversity https://recruitingfuture.com/ One of the most encouraging aspects of our changing world work has been the number of employers actively seeking to recruit neurodiverse talent. However, it is estimated that 15-20% of the world's population is neurodivergent, and there is still a vast amount of work to do to ensure that our workplaces are inclusive for all and that employers benefit from supporting everyone to work to their full potential.  My guest this week is Genie Love, an Executive Function Coach who works with neurodiverse professionals to help them achieve their personal and professional goals. In our conversation, she offers many practical insights into how employers can support their people at work. In the interview, we discuss: Understanding the unique strengths of neurodivergent people Time, attention, decision making, and organization Energy levels and strategies for deep work How can employers be more inclusive? Re-imagining job descriptions and interviews The power of thinking differently  Subscribe to this podcast in Apple Podcasts Fri, 21 Oct 2022 17:33:00 -0000 Embracing Neurodiversity full 468 Matt Alder Genie Love, an Executive Function Coach who works with neurodiverse professionals, talks to Matt Alder One of the most encouraging aspects of our changing world work has been the number of employers actively seeking to recruit neurodiverse talent. However, it is estimated that 15-20% of the world's population is neurodivergent, and there is still a vast amount of work to do to ensure that our workplaces are inclusive for all and that employers benefit from supporting everyone to work to their full potential.  My guest this week is Genie Love, an Executive Function Coach who works with neurodiverse professionals to help them achieve their personal and professional goals. In our conversation, she offers many practical insights into how employers can support their people at work. In the interview, we discuss: Understanding the unique strengths of neurodivergent people Time, attention, decision making, and organization Energy levels and strategies for deep work How can employers be more inclusive? Re-imagining job descriptions and interviews The power of thinking differently  Subscribe to this podcast in Apple Podcasts One of the most encouraging aspects of our changing world work has been the number of employers actively seeking to recruit neurodiverse talent. However, it is estimated that 15-20% of the world's population is neurodivergent, and there is still a vast amount of work to do to ensure that our workplaces are inclusive for all and that employers benefit from supporting everyone to work to their full potential. 


My guest this week is Genie Love, an Executive Function Coach who works with neurodiverse professionals to help them achieve their personal and professional goals. In our conversation, she offers many practical insights into how employers can support their people at work.


In the interview, we discuss:


  • Understanding the unique strengths of neurodivergent people


  • Time, attention, decision making, and organization


  • Energy levels and strategies for deep work


  • How can employers be more inclusive?


  • Re-imagining job descriptions and interviews


  • The power of thinking differently 



Subscribe to this podcast in Apple Podcasts

]]> 1283 no Ep 467: Automation & Personalization https://recruitingfuture.com/ Anyone who has seen me speak this year knows that I consider personalization the next big trend in talent acquisition. If they get their strategies right, the rapid growth in automation technologies allows employers to offer a bespoke candidate experience at scale. So which employers are doing this well, and what can we learn from them? My guest this week is Lisa Scales, Head of Talent Acquisition for the UK and Ireland at Nestle. In our wide-ranging conversation, recorded at UNLEASH World in Paris, Lisa talks us through Nestle's strategies around personalization and the results they're getting. In the interview, we discuss: The turbulent market and conflicting tensions for talent acquisition Scarcity of skills Removing repetitive transactional tasks Using conversational AI to answer previously unanswered questions The power of personalization The time, place and wishlist for automation Personalized onboarding Why automated selection can amplify systemic bias Moments that matter, interesting technologies, and the deskless workforce What does the future look like Subscribe to this podcast in Apple Podcasts A full transcription will appear here shortly. Thu, 20 Oct 2022 12:00:00 -0000 Automation & Personalization full 467 Matt Alder Lisa Scales, Head of Talent Acquisition for the UK and Ireland at Nestle, talks to Matt Alder Anyone who has seen me speak this year knows that I consider personalization the next big trend in talent acquisition. If they get their strategies right, the rapid growth in automation technologies allows employers to offer a bespoke candidate experience at scale. So which employers are doing this well, and what can we learn from them? My guest this week is Lisa Scales, Head of Talent Acquisition for the UK and Ireland at Nestle. In our wide-ranging conversation, recorded at UNLEASH World in Paris, Lisa talks us through Nestle's strategies around personalization and the results they're getting. In the interview, we discuss: The turbulent market and conflicting tensions for talent acquisition Scarcity of skills Removing repetitive transactional tasks Using conversational AI to answer previously unanswered questions The power of personalization The time, place and wishlist for automation Personalized onboarding Why automated selection can amplify systemic bias Moments that matter, interesting technologies, and the deskless workforce What does the future look like Subscribe to this podcast in Apple Podcasts A full transcription will appear here shortly. Anyone who has seen me speak this year knows that I consider personalization the next big trend in talent acquisition. If they get their strategies right, the rapid growth in automation technologies allows employers to offer a bespoke candidate experience at scale. So which employers are doing this well, and what can we learn from them?


My guest this week is Lisa Scales, Head of Talent Acquisition for the UK and Ireland at Nestle. In our wide-ranging conversation, recorded at UNLEASH World in Paris, Lisa talks us through Nestle's strategies around personalization and the results they're getting.


In the interview, we discuss:


  • The turbulent market and conflicting tensions for talent acquisition


  • Scarcity of skills


  • Removing repetitive transactional tasks


  • Using conversational AI to answer previously unanswered questions


  • The power of personalization


  • The time, place and wishlist for automation


  • Personalized onboarding


  • Why automated selection can amplify systemic bias


  • Moments that matter, interesting technologies, and the deskless workforce


  • What does the future look like


Subscribe to this podcast in Apple Podcasts


A full transcription will appear here shortly.

]]> 1267 no Ep 466: UNLEASH World https://recruitingfuture.com/ One of the best things about 2022 is that face-to-face events are back. It's been a pleasure to connect with people in person again for the first time in a long time, and great to see such enthusiasm for face-to-face conferences and events after everything that has been happening in the last few years. Last week I was at UNLEASH World in Paris, and as well as hosting some fantastic speakers on the Talent and Recruiting stage, I did a lot of podcast recording. Thank you to Kate Graham, Marc Coleman and Jon Kennard at UNLEASH for organising a dedicated podcasting booth, which Recruiting Future shared with The Chad & Cheese Show and the Tech Talks podcast. I recorded long-form interviews with three speakers; Lisa Scales from Nestle, Charu Malhotra from PA Consulting and Samantha Ramsay from Ernst & Young. I'll be publishing these over the next couple of weeks, but in the meantime, I wanted to give you a taste of the event, so here are four short interviews to provide a flavour of the topics that are top of mind in the industry at the moment. First up, you'll hear me sharing my thoughts on the event in a recording made for The Chad and Cheese Show. Next is a conversation with my co-author and collaborator, Mervyn Dinnen, followed by fellow podcaster David Savage from Tech Talks. Finally, as a bit of a bonus, I've got a quick-fire discussion with Bas van de Hatred about the recently published 2022 edition of his annual research into the state of corporate careers sites. Tue, 18 Oct 2022 22:09:33 -0000 UNLEASH World full 466 Matt Alder David Savage from Tech Talks and analysts Mervyn Dinnen and Bas van de Haterd talk to Matt Alder on the expo floor at UNLEASH World in Paris. One of the best things about 2022 is that face-to-face events are back. It's been a pleasure to connect with people in person again for the first time in a long time, and great to see such enthusiasm for face-to-face conferences and events after everything that has been happening in the last few years. Last week I was at UNLEASH World in Paris, and as well as hosting some fantastic speakers on the Talent and Recruiting stage, I did a lot of podcast recording. Thank you to Kate Graham, Marc Coleman and Jon Kennard at UNLEASH for organising a dedicated podcasting booth, which Recruiting Future shared with The Chad & Cheese Show and the Tech Talks podcast. I recorded long-form interviews with three speakers; Lisa Scales from Nestle, Charu Malhotra from PA Consulting and Samantha Ramsay from Ernst & Young. I'll be publishing these over the next couple of weeks, but in the meantime, I wanted to give you a taste of the event, so here are four short interviews to provide a flavour of the topics that are top of mind in the industry at the moment. First up, you'll hear me sharing my thoughts on the event in a recording made for The Chad and Cheese Show. Next is a conversation with my co-author and collaborator, Mervyn Dinnen, followed by fellow podcaster David Savage from Tech Talks. Finally, as a bit of a bonus, I've got a quick-fire discussion with Bas van de Hatred about the recently published 2022 edition of his annual research into the state of corporate careers sites. One of the best things about 2022 is that face-to-face events are back. It's been a pleasure to connect with people in person again for the first time in a long time, and great to see such enthusiasm for face-to-face conferences and events after everything that has been happening in the last few years.


Last week I was at UNLEASH World in Paris, and as well as hosting some fantastic speakers on the Talent and Recruiting stage, I did a lot of podcast recording. Thank you to Kate Graham, Marc Coleman and Jon Kennard at UNLEASH for organising a dedicated podcasting booth, which Recruiting Future shared with The Chad & Cheese Show and the Tech Talks podcast.


I recorded long-form interviews with three speakers; Lisa Scales from Nestle, Charu Malhotra from PA Consulting and Samantha Ramsay from Ernst & Young. I'll be publishing these over the next couple of weeks, but in the meantime, I wanted to give you a taste of the event, so here are four short interviews to provide a flavour of the topics that are top of mind in the industry at the moment.


First up, you'll hear me sharing my thoughts on the event in a recording made for The Chad and Cheese Show. Next is a conversation with my co-author and collaborator, Mervyn Dinnen, followed by fellow podcaster David Savage from Tech Talks. Finally, as a bit of a bonus, I've got a quick-fire discussion with Bas van de Hatred about the recently published 2022 edition of his annual research into the state of corporate careers sites.

]]> 1269 no Ep 465: Curiosity At Work https://recruitingfuture.com/ Albert Einstein once said, "I have no special talent; I am only passionately curious". I like this quote so much that I use the phrase "Passionately Curious" as the tagline for my consulting business. So you can imagine my delight then when I came across a book on workplace curiosity written by Stefaan van Hooydonk, the founder of The Global Curiosity Institute, who is my guest this week. A former Chief Learning Officer, Stefaan has done some pioneering work on the science behind curiosity and why improving the skill of curiosity is essential in the modern world of work, both at an individual and organizational level.  In the interview, we discuss: The story behind the Global Curiosity Institute Intentional curiosity Why and how you can train curiosity The importance of curiosity to organizations Measuring curiosity on an individual and organizational basis Creating a curious culture Awareness, Intentionality and Measurement The importance of learning something new Listen to this podcast on Apple Podcasts. Fri, 07 Oct 2022 14:17:00 -0000 Curiosity At Work full 465 Matt Alder Stefaan van Hooydonk, the founder of The Global Curiosity Institute, talks to Matt Alder Albert Einstein once said, "I have no special talent; I am only passionately curious". I like this quote so much that I use the phrase "Passionately Curious" as the tagline for my consulting business. So you can imagine my delight then when I came across a book on workplace curiosity written by Stefaan van Hooydonk, the founder of The Global Curiosity Institute, who is my guest this week. A former Chief Learning Officer, Stefaan has done some pioneering work on the science behind curiosity and why improving the skill of curiosity is essential in the modern world of work, both at an individual and organizational level.  In the interview, we discuss: The story behind the Global Curiosity Institute Intentional curiosity Why and how you can train curiosity The importance of curiosity to organizations Measuring curiosity on an individual and organizational basis Creating a curious culture Awareness, Intentionality and Measurement The importance of learning something new Listen to this podcast on Apple Podcasts. Albert Einstein once said, "I have no special talent; I am only passionately curious". I like this quote so much that I use the phrase "Passionately Curious" as the tagline for my consulting business. So you can imagine my delight then when I came across a book on workplace curiosity written by Stefaan van Hooydonk, the founder of The Global Curiosity Institute, who is my guest this week.


A former Chief Learning Officer, Stefaan has done some pioneering work on the science behind curiosity and why improving the skill of curiosity is essential in the modern world of work, both at an individual and organizational level. 


In the interview, we discuss:


  • The story behind the Global Curiosity Institute


  • Intentional curiosity


  • Why and how you can train curiosity


  • The importance of curiosity to organizations


  • Measuring curiosity on an individual and organizational basis


  • Creating a curious culture


  • Awareness, Intentionality and Measurement


  • The importance of learning something new


Listen to this podcast on Apple Podcasts.

]]> 1751 no Round Up September 2022 https://recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 458: Recruiting & Retention In The Current Market Ep 459: Underrepresented Communities of Talent Ep 460: Equity & Inclusion Ep 461: Talent Acquisition Realities Ep 462: What’s New In Candidate Experience Ep 463: Fractional Hiring Ep 464: Optimization, Automation and Augmentation Listen to this podcast on Apple Podcasts Wed, 05 Oct 2022 21:37:56 -0000 Round Up September 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during September 2022 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 458: Recruiting & Retention In The Current Market Ep 459: Underrepresented Communities of Talent Ep 460: Equity & Inclusion Ep 461: Talent Acquisition Realities Ep 462: What’s New In Candidate Experience Ep 463: Fractional Hiring Ep 464: Optimization, Automation and Augmentation Listen to this podcast on Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 458: Recruiting & Retention In The Current Market


Ep 459: Underrepresented Communities of Talent


Ep 460: Equity & Inclusion


Ep 461: Talent Acquisition Realities


Ep 462: What’s New In Candidate Experience


Ep 463: Fractional Hiring


Ep 464: Optimization, Automation and Augmentation


Listen to this podcast on Apple Podcasts

]]> 626 no Ep 464: Optimization, Automation and Augmentation https://recruitingfuture.com/ As talent acquisition rapidly adapts to disruptive times, innovative ways of working and new technologies are being adopted at an unprecedented pace. So, where are the most successful TA teams focusing and what are the mindset shifts we are now seeing in the industry? My guest this week is Will Staney, founder of Proactive Talent and co-founder of industry community The Talent Brand Alliance. Will has a long history of innovation in talent acquisition and shares his insight into the short-term and long-term strategies the most successful TA teams are currently building. In the interview, we discuss: The current state of the market Staying lean and nimble while adopting best practices What are the most successful TA teams focusing on Retention, culture and brand Working on short-term and long-term simultaneously  Optimization, automation and augmentation Agile RPO The rise of the gig economy in talent acquisition Game-changing technology The link between employer branding, DE&I and profit Human-centric recruiting and the future of talent acquisition Listen to this podcast on Apple Podcasts. Fri, 30 Sep 2022 15:50:00 -0000 Optimization, Automation and Augmentation full 464 Matt Alder Will Staney, founder of Proactive Talent and co-founder of industry community The Talent Brand Alliance, talks to Matt Alder As talent acquisition rapidly adapts to disruptive times, innovative ways of working and new technologies are being adopted at an unprecedented pace. So, where are the most successful TA teams focusing and what are the mindset shifts we are now seeing in the industry? My guest this week is Will Staney, founder of Proactive Talent and co-founder of industry community The Talent Brand Alliance. Will has a long history of innovation in talent acquisition and shares his insight into the short-term and long-term strategies the most successful TA teams are currently building. In the interview, we discuss: The current state of the market Staying lean and nimble while adopting best practices What are the most successful TA teams focusing on Retention, culture and brand Working on short-term and long-term simultaneously  Optimization, automation and augmentation Agile RPO The rise of the gig economy in talent acquisition Game-changing technology The link between employer branding, DE&I and profit Human-centric recruiting and the future of talent acquisition Listen to this podcast on Apple Podcasts. As talent acquisition rapidly adapts to disruptive times, innovative ways of working and new technologies are being adopted at an unprecedented pace. So, where are the most successful TA teams focusing and what are the mindset shifts we are now seeing in the industry?


My guest this week is Will Staney, founder of Proactive Talent and co-founder of industry community The Talent Brand Alliance. Will has a long history of innovation in talent acquisition and shares his insight into the short-term and long-term strategies the most successful TA teams are currently building.


In the interview, we discuss:


  • The current state of the market


  • Staying lean and nimble while adopting best practices


  • What are the most successful TA teams focusing on


  • Retention, culture and brand


  • Working on short-term and long-term simultaneously 


  • Optimization, automation and augmentation


  • Agile RPO


  • The rise of the gig economy in talent acquisition


  • Game-changing technology


  • The link between employer branding, DE&I and profit


  • Human-centric recruiting and the future of talent acquisition



Listen to this podcast on Apple Podcasts.

]]> 1794 no Ep 463: Fractional Hiring https://recruitingfuture.com/ With continuing skills shortages and massive disruption to how and where work is done, it is not surprising to see innovation as employers start to think differently about talent. Fractional hiring is rising and has some significant benefits to employers and employees. But what is it, how does it work, and how is it different from traditional interim and contract hiring? My guest this week is Matt Widdoes, CEO of Mavan. Mavan is a globally dispersed network of specialized former growth leaders at iconic tech brands working fractionally, and Matt has some unique insights to share on this growing trend. In the interview, we discuss: What is fractional hiring? Recruiting as the key to growth The current state of the talent market Specialist talent as a resource that can be turned on and off Benefits for organizations and the implications for the career development of individuals The mindset shift employers need to make to use fractional working successfully.  Decentralized talent pools The kind of roles that can be fractional How is fractional different from interim and contract? What does the future of work look like Listen to this podcast on Apple Podcasts. Fri, 23 Sep 2022 15:56:00 -0000 Fractional Hiring full 463 Matt Alder Matt Widdoes, CEO of Mavan, talks to Matt Alder With continuing skills shortages and massive disruption to how and where work is done, it is not surprising to see innovation as employers start to think differently about talent. Fractional hiring is rising and has some significant benefits to employers and employees. But what is it, how does it work, and how is it different from traditional interim and contract hiring? My guest this week is Matt Widdoes, CEO of Mavan. Mavan is a globally dispersed network of specialized former growth leaders at iconic tech brands working fractionally, and Matt has some unique insights to share on this growing trend. In the interview, we discuss: What is fractional hiring? Recruiting as the key to growth The current state of the talent market Specialist talent as a resource that can be turned on and off Benefits for organizations and the implications for the career development of individuals The mindset shift employers need to make to use fractional working successfully.  Decentralized talent pools The kind of roles that can be fractional How is fractional different from interim and contract? What does the future of work look like Listen to this podcast on Apple Podcasts. With continuing skills shortages and massive disruption to how and where work is done, it is not surprising to see innovation as employers start to think differently about talent. Fractional hiring is rising and has some significant benefits to employers and employees. But what is it, how does it work, and how is it different from traditional interim and contract hiring?


My guest this week is Matt Widdoes, CEO of Mavan. Mavan is a globally dispersed network of specialized former growth leaders at iconic tech brands working fractionally, and Matt has some unique insights to share on this growing trend.


In the interview, we discuss:


  • What is fractional hiring?


  • Recruiting as the key to growth


  • The current state of the talent market


  • Specialist talent as a resource that can be turned on and off


  • Benefits for organizations and the implications for the career development of individuals


  • The mindset shift employers need to make to use fractional working successfully. 


  • Decentralized talent pools


  • The kind of roles that can be fractional


  • How is fractional different from interim and contract?


  • What does the future of work look like



Listen to this podcast on Apple Podcasts.

]]> 1421 no Ep 462: What's New In Candidate Experience https://recruitingfuture.com/ This is a special cross-over episode with The Talent Savvy Podcast hosted by Bas van de Haterd and Marlies Farrill. It was a pleasure to join them for a conversation about the latest thinking in candidate experience, undoubtedly an evergreen topic in talent acquisition. If you've not listened to the Talent Savvy podcast before, I would highly recommend subscribing for a great mix of informed opinion and practical advice. In our conversation, we discuss: Why candidate experience isn't an object to fix An automated personalized experience at scale Technology innovation and unchanging human nature Differing attitudes to feedback in North America and Europe Do we have the right tools to provide quality feedback? Consistent and regular communication Motivation and targeted marketing Examples of employers who are getting things right Listen to this podcast on Apple Podcasts. Thu, 22 Sep 2022 14:01:59 -0000 What's New In Candidate Experience full 462 Matt Alder Bas van de Haterd and Marlies Farrill from The Talent Savvy Podcast talk to Matt Alder This is a special cross-over episode with The Talent Savvy Podcast hosted by Bas van de Haterd and Marlies Farrill. It was a pleasure to join them for a conversation about the latest thinking in candidate experience, undoubtedly an evergreen topic in talent acquisition. If you've not listened to the Talent Savvy podcast before, I would highly recommend subscribing for a great mix of informed opinion and practical advice. In our conversation, we discuss: Why candidate experience isn't an object to fix An automated personalized experience at scale Technology innovation and unchanging human nature Differing attitudes to feedback in North America and Europe Do we have the right tools to provide quality feedback? Consistent and regular communication Motivation and targeted marketing Examples of employers who are getting things right Listen to this podcast on Apple Podcasts. This is a special cross-over episode with The Talent Savvy Podcast hosted by Bas van de Haterd and Marlies Farrill. It was a pleasure to join them for a conversation about the latest thinking in candidate experience, undoubtedly an evergreen topic in talent acquisition.


If you've not listened to the Talent Savvy podcast before, I would highly recommend subscribing for a great mix of informed opinion and practical advice.


In our conversation, we discuss:


  • Why candidate experience isn't an object to fix


  • An automated personalized experience at scale


  • Technology innovation and unchanging human nature


  • Differing attitudes to feedback in North America and Europe


  • Do we have the right tools to provide quality feedback?


  • Consistent and regular communication


  • Motivation and targeted marketing


  • Examples of employers who are getting things right



Listen to this podcast on Apple Podcasts.


]]> 1896 no Ep 461: Talent Acquisition Realities https://recruitingfuture.com/ I've never known a more disruptive, uncertain and confusing time in talent acquisition. With so much complexity in the market, it can be challenging for TA talent to get a clear picture of what is happening outside of their own organisations. My guest this week is Sven Elbert, Senior Analyst at Fosway Group. Fosway is Europes leading HR industry analyst and has recently published its Talent Acquisition Realities 2022 report, a piece of research that looks at the key challenges, trends and forces TA teams are currently dealing with. This is a must listen for anyone wanting an independent view of what is going on in the market. In the interview, we discuss: Stand out findings from the research. The impacts of uncertainty on hiring Quality of hire What TA teams report they are most and least effective at How is DE&I working in practice? Current market changes Availability of skills The most in demand recruiting technologies Are tech stacks currently fit for purpose? Conducting the candidate experience orchestra Upskilling recruiters Listen to this podcast on Apple Podcasts. Fri, 16 Sep 2022 08:24:00 -0000 Talent Acquisition Realities full 461 Matt Alder Sven Elbert, Senior Analyst at Fosway Group, talks to Matt Alder I've never known a more disruptive, uncertain and confusing time in talent acquisition. With so much complexity in the market, it can be challenging for TA talent to get a clear picture of what is happening outside of their own organisations. My guest this week is Sven Elbert, Senior Analyst at Fosway Group. Fosway is Europes leading HR industry analyst and has recently published its Talent Acquisition Realities 2022 report, a piece of research that looks at the key challenges, trends and forces TA teams are currently dealing with. This is a must listen for anyone wanting an independent view of what is going on in the market. In the interview, we discuss: Stand out findings from the research. The impacts of uncertainty on hiring Quality of hire What TA teams report they are most and least effective at How is DE&I working in practice? Current market changes Availability of skills The most in demand recruiting technologies Are tech stacks currently fit for purpose? Conducting the candidate experience orchestra Upskilling recruiters Listen to this podcast on Apple Podcasts. I've never known a more disruptive, uncertain and confusing time in talent acquisition. With so much complexity in the market, it can be challenging for TA talent to get a clear picture of what is happening outside of their own organisations.


My guest this week is Sven Elbert, Senior Analyst at Fosway Group. Fosway is Europes leading HR industry analyst and has recently published its Talent Acquisition Realities 2022 report, a piece of research that looks at the key challenges, trends and forces TA teams are currently dealing with. This is a must listen for anyone wanting an independent view of what is going on in the market.


In the interview, we discuss:


  • Stand out findings from the research.


  • The impacts of uncertainty on hiring


  • Quality of hire


  • What TA teams report they are most and least effective at


  • How is DE&I working in practice?


  • Current market changes


  • Availability of skills


  • The most in demand recruiting technologies


  • Are tech stacks currently fit for purpose?


  • Conducting the candidate experience orchestra


  • Upskilling recruiters



Listen to this podcast on Apple Podcasts.

]]> 1409 no Ep 460: Equity & Inclusion https://recruitingfuture.com Many employers are focusing hard on diversifying their talent pools at the moment. It has been encouraging to bring so many stories to the podcast about employers working to connect with historically marginalized groups and embracing more open approaches to hiring. However, diverse hiring is pointless without addressing equity and inclusion at a systemic level within organizations. My guests this week are Dr Tina Opie and Dr Beth Livingston, authors of the soon to be published book "Shared Sisterhood". Share Sisterhood embodies a practical methodology that gives employees a starting point with diversity, equity, and inclusion. It inspires employees to explore their personal assumptions, build connections and take collective action. In the interview, we discuss: Shared Sisterhood as a radically optimistic philosophy Power dominant and historically marginalized groups Addressing equity at a systemic level Building authentic connections with people who are different to you Where to start with DE&I Dig, Bridge and Collective Action The difference between equality and equity Metrics and accountability Ally versus Accomplise versus Co-Conspirator Listen to this podcast on Apple Podcast. Wed, 14 Sep 2022 15:23:47 -0000 Equity & Inclusion full 460 Matt Alder Dr Tina Opie and Dr Beth Livingston talk to Matt Alder Many employers are focusing hard on diversifying their talent pools at the moment. It has been encouraging to bring so many stories to the podcast about employers working to connect with historically marginalized groups and embracing more open approaches to hiring. However, diverse hiring is pointless without addressing equity and inclusion at a systemic level within organizations. My guests this week are Dr Tina Opie and Dr Beth Livingston, authors of the soon to be published book "Shared Sisterhood". Share Sisterhood embodies a practical methodology that gives employees a starting point with diversity, equity, and inclusion. It inspires employees to explore their personal assumptions, build connections and take collective action. In the interview, we discuss: Shared Sisterhood as a radically optimistic philosophy Power dominant and historically marginalized groups Addressing equity at a systemic level Building authentic connections with people who are different to you Where to start with DE&I Dig, Bridge and Collective Action The difference between equality and equity Metrics and accountability Ally versus Accomplise versus Co-Conspirator Listen to this podcast on Apple Podcast. Many employers are focusing hard on diversifying their talent pools at the moment. It has been encouraging to bring so many stories to the podcast about employers working to connect with historically marginalized groups and embracing more open approaches to hiring. However, diverse hiring is pointless without addressing equity and inclusion at a systemic level within organizations.


My guests this week are Dr Tina Opie and Dr Beth Livingston, authors of the soon to be published book "Shared Sisterhood". Share Sisterhood embodies a practical methodology that gives employees a starting point with diversity, equity, and inclusion. It inspires employees to explore their personal assumptions, build connections and take collective action.


In the interview, we discuss:


  • Shared Sisterhood as a radically optimistic philosophy


  • Power dominant and historically marginalized groups


  • Addressing equity at a systemic level


  • Building authentic connections with people who are different to you


  • Where to start with DE&I


  • Dig, Bridge and Collective Action


  • The difference between equality and equity


  • Metrics and accountability


  • Ally versus Accomplise versus Co-Conspirator


Listen to this podcast on Apple Podcast.


]]> 2037 no Ep 459: Underrepresented Communities of Talent https://recruitingfuture.com/ Effectively attracting, selecting and hiring people from underrepresented and marginalised groups is something that many employers aspire to. Unfortunately, only very few have the right strategies and resources in place to be set up for success. Having the right partners to work with is critical if companies are to truly understand the needs of the communities they want to work with. My guest this week is Roy Baladi, Founder of Jobs for Humanity. Jobs for Humanity works to connect historically underrepresented talent to welcoming employers via training and technology, and Roy has some extremely valuable insights to share.  In the interview, we discuss: What is Jobs For Humanity? Advantages of hiring diverse talent Diversifying the TA funnel Designing a fair hiring process Challenging personal bias Onboarding, inclusivity and safe spaces Making simple accommodations Recruiting refugees Brain diversity Why DE&I is still at the early adopter stage with employers Intention and action Listen to this podcast on Apple Podcasts. Mon, 12 Sep 2022 18:24:33 -0000 Underrepresented Communities of Talent full 459 Matt Alder Roy Baladi, Founder of Jobs for Humanity, talks to Matt Alder Effectively attracting, selecting and hiring people from underrepresented and marginalised groups is something that many employers aspire to. Unfortunately, only very few have the right strategies and resources in place to be set up for success. Having the right partners to work with is critical if companies are to truly understand the needs of the communities they want to work with. My guest this week is Roy Baladi, Founder of Jobs for Humanity. Jobs for Humanity works to connect historically underrepresented talent to welcoming employers via training and technology, and Roy has some extremely valuable insights to share.  In the interview, we discuss: What is Jobs For Humanity? Advantages of hiring diverse talent Diversifying the TA funnel Designing a fair hiring process Challenging personal bias Onboarding, inclusivity and safe spaces Making simple accommodations Recruiting refugees Brain diversity Why DE&I is still at the early adopter stage with employers Intention and action Listen to this podcast on Apple Podcasts. Effectively attracting, selecting and hiring people from underrepresented and marginalised groups is something that many employers aspire to. Unfortunately, only very few have the right strategies and resources in place to be set up for success. Having the right partners to work with is critical if companies are to truly understand the needs of the communities they want to work with.


My guest this week is Roy Baladi, Founder of Jobs for Humanity. Jobs for Humanity works to connect historically underrepresented talent to welcoming employers via training and technology, and Roy has some extremely valuable insights to share. 


In the interview, we discuss:


  • What is Jobs For Humanity?


  • Advantages of hiring diverse talent


  • Diversifying the TA funnel


  • Designing a fair hiring process


  • Challenging personal bias


  • Onboarding, inclusivity and safe spaces


  • Making simple accommodations


  • Recruiting refugees


  • Brain diversity


  • Why DE&I is still at the early adopter stage with employers


  • Intention and action



Listen to this podcast on Apple Podcasts.


]]> 1241 no Round Up August 2022 https://recruitingfuture.com Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 450: Attracting and Retaining AI Talent Ep 451: Building Communities Of Talent Ep 452: Assessment Innovation 2022 Ep 453: Onboarding Evolved Ep 454: Effective Employer Branding Strategies Ep 455: Talent Rediscovery Ep 456: Soft Skills Ep 457: Employability and Social Mobility Listen to this podcast on Apple Podcasts Fri, 09 Sep 2022 18:43:04 -0000 Round Up August 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during August 2022 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 450: Attracting and Retaining AI Talent Ep 451: Building Communities Of Talent Ep 452: Assessment Innovation 2022 Ep 453: Onboarding Evolved Ep 454: Effective Employer Branding Strategies Ep 455: Talent Rediscovery Ep 456: Soft Skills Ep 457: Employability and Social Mobility Listen to this podcast on Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 450: Attracting and Retaining AI Talent


Ep 451: Building Communities Of Talent


Ep 452: Assessment Innovation 2022


Ep 453: Onboarding Evolved


Ep 454: Effective Employer Branding Strategies


Ep 455: Talent Rediscovery


Ep 456: Soft Skills


Ep 457: Employability and Social Mobility


Listen to this podcast on Apple Podcasts



]]> 623 no Ep 458: Recruiting & Retention In The Current Market https://recruitingfuture.com/ After almost three years of constant disruption, the talent market still shows no signs of normalization. Even with rising inflation and layoffs in some parts of the economy, US and UK job openings remain at record highs. So what are the implications for employers recruiting in times of economic instability and a cost of living crisis? How do TA teams need to think, and what are the most successful employers doing to hire and retain the talent they need? My guest this week is Jon Wilson, CEO of Totaljobs, which is part of the Stepstone Group, one of the largest online recruitment companies in the world. This means Jon has access to a vast amount of data and insights into the current hiring market and has some valuable advice to share. In the interview, we discuss: The current state of the market High job openings and fewer job seekers The impact of high inflation How demographic factors are driving scarcity Why the great resignation will to continue Increasing mobility in the workforce Flexbility and upskilling What are the most successful employers doing? Forecasts for the next six to twelve months Listen to this podcast on Apple Podcasts. Thu, 08 Sep 2022 12:09:00 -0000 Recruiting & Retention In The Current Market full 458 Matt Alder Jon Wilson, CEO of Totaljobs, talks to Matt Alder After almost three years of constant disruption, the talent market still shows no signs of normalization. Even with rising inflation and layoffs in some parts of the economy, US and UK job openings remain at record highs. So what are the implications for employers recruiting in times of economic instability and a cost of living crisis? How do TA teams need to think, and what are the most successful employers doing to hire and retain the talent they need? My guest this week is Jon Wilson, CEO of Totaljobs, which is part of the Stepstone Group, one of the largest online recruitment companies in the world. This means Jon has access to a vast amount of data and insights into the current hiring market and has some valuable advice to share. In the interview, we discuss: The current state of the market High job openings and fewer job seekers The impact of high inflation How demographic factors are driving scarcity Why the great resignation will to continue Increasing mobility in the workforce Flexbility and upskilling What are the most successful employers doing? Forecasts for the next six to twelve months Listen to this podcast on Apple Podcasts. After almost three years of constant disruption, the talent market still shows no signs of normalization. Even with rising inflation and layoffs in some parts of the economy, US and UK job openings remain at record highs.


So what are the implications for employers recruiting in times of economic instability and a cost of living crisis? How do TA teams need to think, and what are the most successful employers doing to hire and retain the talent they need?


My guest this week is Jon Wilson, CEO of Totaljobs, which is part of the Stepstone Group, one of the largest online recruitment companies in the world. This means Jon has access to a vast amount of data and insights into the current hiring market and has some valuable advice to share.


In the interview, we discuss:


  • The current state of the market


  • High job openings and fewer job seekers


  • The impact of high inflation


  • How demographic factors are driving scarcity


  • Why the great resignation will to continue


  • Increasing mobility in the workforce


  • Flexbility and upskilling


  • What are the most successful employers doing?


  • Forecasts for the next six to twelve months


Listen to this podcast on Apple Podcasts.

]]> 1340 no Ep 457: Employability and Social Mobility https://recruitingfuture.com Some of my favourite discussions on this show have been with employers driving diversity, equity, and inclusion, not just because it is the right thing to do but because they are using their DE&I strategies to solve specific business challenges. My guest this week is Graham Briggs, Head of Apprenticeships & Employability Programmes at Greene King, the UK's largest pub retailer and brewer. The hospitality sector has had an extremely challenging few years. Greene King has been running some incredible programmes to reach diverse talent pools and deliver positive outcomes for their business and the communities they work with.  In the interview, we discuss: The recruiting challenges in hospitality Challenging perceptions about career development Employability and social mobility Communities and values Untapping potential The importance of C-Suite support Partnering with external organisations to reach out to new pools of talent Delivering positive outcomes for young people Building confidence and focusing on wellbeing Working with prison leavers Support, development and retention Business outcomes and results Working with other employers to lobby government Advice to TA leaders looking to build similar programmes Plans for the future Listen to this podcast on Apple Podcasts. Sat, 03 Sep 2022 16:16:00 -0000 Employability and Social Mobility full 457 Matt Alder Graham Briggs, Head of Apprenticeships & Employability Programmes at Greene King, talks to Matt Alder Some of my favourite discussions on this show have been with employers driving diversity, equity, and inclusion, not just because it is the right thing to do but because they are using their DE&I strategies to solve specific business challenges. My guest this week is Graham Briggs, Head of Apprenticeships & Employability Programmes at Greene King, the UK's largest pub retailer and brewer. The hospitality sector has had an extremely challenging few years. Greene King has been running some incredible programmes to reach diverse talent pools and deliver positive outcomes for their business and the communities they work with.  In the interview, we discuss: The recruiting challenges in hospitality Challenging perceptions about career development Employability and social mobility Communities and values Untapping potential The importance of C-Suite support Partnering with external organisations to reach out to new pools of talent Delivering positive outcomes for young people Building confidence and focusing on wellbeing Working with prison leavers Support, development and retention Business outcomes and results Working with other employers to lobby government Advice to TA leaders looking to build similar programmes Plans for the future Listen to this podcast on Apple Podcasts. Some of my favourite discussions on this show have been with employers driving diversity, equity, and inclusion, not just because it is the right thing to do but because they are using their DE&I strategies to solve specific business challenges.


My guest this week is Graham Briggs, Head of Apprenticeships & Employability Programmes at Greene King, the UK's largest pub retailer and brewer. The hospitality sector has had an extremely challenging few years. Greene King has been running some incredible programmes to reach diverse talent pools and deliver positive outcomes for their business and the communities they work with. 


In the interview, we discuss:


  • The recruiting challenges in hospitality


  • Challenging perceptions about career development


  • Employability and social mobility


  • Communities and values


  • Untapping potential


  • The importance of C-Suite support


  • Partnering with external organisations to reach out to new pools of talent


  • Delivering positive outcomes for young people


  • Building confidence and focusing on wellbeing


  • Working with prison leavers


  • Support, development and retention


  • Business outcomes and results


  • Working with other employers to lobby government


  • Advice to TA leaders looking to build similar programmes


  • Plans for the future



Listen to this podcast on Apple Podcasts.

]]> 1668 no Ep 456: Soft Skills https://recruitingfuture.com Work and jobs are changing, and the way companies select and hire people needs to keep up with this pace of change. We've always talked a lot about soft skills in talent acquisition, but what are they in the context of modern work, why are they important, and how can they be assessed? My guest this week is Dr Alan Redman, Head of Science and Technology at Clevry. Alan is an expert in the definition, assessment and impact of soft skills and has some very valuable insights to share. In the interview, we discuss: Perspectives on the market and changing world of work Understanding what employees want from work What are soft skills in the context of modern work, and why are they important? Adapting to change How soft skills hiring can solve recruiting challenges Skills portability and job design Being a soft skills focused organisation How to assess and measure soft skills The future impact of AI on skills and decision making Listen to this podcast on Apple Podcasts. Wed, 31 Aug 2022 16:04:00 -0000 Soft Skills full 456 Matt Alder Dr Alan Redman, Head of Science and Technology at Clevry, talks to Matt Alder Work and jobs are changing, and the way companies select and hire people needs to keep up with this pace of change. We've always talked a lot about soft skills in talent acquisition, but what are they in the context of modern work, why are they important, and how can they be assessed? My guest this week is Dr Alan Redman, Head of Science and Technology at Clevry. Alan is an expert in the definition, assessment and impact of soft skills and has some very valuable insights to share. In the interview, we discuss: Perspectives on the market and changing world of work Understanding what employees want from work What are soft skills in the context of modern work, and why are they important? Adapting to change How soft skills hiring can solve recruiting challenges Skills portability and job design Being a soft skills focused organisation How to assess and measure soft skills The future impact of AI on skills and decision making Listen to this podcast on Apple Podcasts. Work and jobs are changing, and the way companies select and hire people needs to keep up with this pace of change. We've always talked a lot about soft skills in talent acquisition, but what are they in the context of modern work, why are they important, and how can they be assessed?


My guest this week is Dr Alan Redman, Head of Science and Technology at Clevry. Alan is an expert in the definition, assessment and impact of soft skills and has some very valuable insights to share.


In the interview, we discuss:


  • Perspectives on the market and changing world of work


  • Understanding what employees want from work


  • What are soft skills in the context of modern work, and why are they important?


  • Adapting to change


  • How soft skills hiring can solve recruiting challenges


  • Skills portability and job design


  • Being a soft skills focused organisation


  • How to assess and measure soft skills


  • The future impact of AI on skills and decision making


Listen to this podcast on Apple Podcasts.

]]> 1461 no Ep 455: Talent Rediscovery https://recruitingfuture.com Reaching out to past applicants about new roles has always been a challenge in talent acquisition. Poor technology, tight timescales and inflexible processes have often limited the effectiveness of talent rediscovery. However, AI is now starting to drive some change, and talent rediscovery is becoming an ever more effective strategy. My guest this week is Mike Watson, Head of Customer Advocacy at Eightfold. Before he joined Eightfold, Mike was a long-time Head of Talent Acquisition, and, in our conversation, he shares his unique insights into the benefits and practical results of AI-driven talent rediscovery. In the interview, we discuss: The current state of the market and the effect on talent acquisition teams The threat of losing recruiter intellectual property  Warm passive talent versus cold passive talent What the ATS can't deliver Driving ROI but reducing time to hire Talent intelligence Communication strategies and best practices Which employers are doing talent rediscovery well Where is the technology taking us next? Listen to this podcast on Apple Podcasts. Fri, 26 Aug 2022 21:08:00 -0000 Talent Rediscovery full 455 Matt Alder Michael Watson, Head of Customer Advocacy at Eightfold, talks to Matt Alder Reaching out to past applicants about new roles has always been a challenge in talent acquisition. Poor technology, tight timescales and inflexible processes have often limited the effectiveness of talent rediscovery. However, AI is now starting to drive some change, and talent rediscovery is becoming an ever more effective strategy. My guest this week is Mike Watson, Head of Customer Advocacy at Eightfold. Before he joined Eightfold, Mike was a long-time Head of Talent Acquisition, and, in our conversation, he shares his unique insights into the benefits and practical results of AI-driven talent rediscovery. In the interview, we discuss: The current state of the market and the effect on talent acquisition teams The threat of losing recruiter intellectual property  Warm passive talent versus cold passive talent What the ATS can't deliver Driving ROI but reducing time to hire Talent intelligence Communication strategies and best practices Which employers are doing talent rediscovery well Where is the technology taking us next? Listen to this podcast on Apple Podcasts. Reaching out to past applicants about new roles has always been a challenge in talent acquisition. Poor technology, tight timescales and inflexible processes have often limited the effectiveness of talent rediscovery. However, AI is now starting to drive some change, and talent rediscovery is becoming an ever more effective strategy.


My guest this week is Mike Watson, Head of Customer Advocacy at Eightfold. Before he joined Eightfold, Mike was a long-time Head of Talent Acquisition, and, in our conversation, he shares his unique insights into the benefits and practical results of AI-driven talent rediscovery.


In the interview, we discuss:


  • The current state of the market and the effect on talent acquisition teams


  • The threat of losing recruiter intellectual property 


  • Warm passive talent versus cold passive talent


  • What the ATS can't deliver


  • Driving ROI but reducing time to hire


  • Talent intelligence


  • Communication strategies and best practices


  • Which employers are doing talent rediscovery well


  • Where is the technology taking us next?



Listen to this podcast on Apple Podcasts.

]]> 1719 no Ep 454: Effective Employer Branding Strategies https://recruitingfuture.com/ To say that the talent acquisition market in the tech sector is complex and fast-changing at the moment would perhaps be a bit of an understatement. So how are big tech companies developing employer branding strategies that help them solve their shifting challenges, and what lessons can employers in other sectors learn from them? My guest this week is Ashlee Gerow, Senior Manager, Employer Branding at Hubspot. I've always been a massive fan of Hubspot's sophisticated and innovative approach to talent acquisition and employer branding. Ashley is very open about their recruitment challenges and how a dynamic approach to employer branding is being used to address them. In the interview, we discuss: The current tech hiring market  How employer branding is being used to solve recruiting challenges at Hubspot Developing a highly targeted strategy Cutting through the noise Advanced persona work Is who you are externally authentic to who you are internally Understanding where you are not converting and adapting accordingly How the pandemic changed Hubspot's approach Working with cross-functional teams and being deeply connected across the business Making sure the EVP is consistent throughout the entire candidate journey Using employee's stories to show, not tell Employer Branding as a constant marketing machine The role of data and technology Moving quickly to adapt, sprint and change The future of employer branding Listen to this podcast on Apple Podcasts. Thu, 25 Aug 2022 22:18:03 -0000 Effective Employer Branding Strategies full 454 Matt Alder Ashlee Gerow, Senior Manager, Employer Branding at Hubspot, talks to Matt Alder To say that the talent acquisition market in the tech sector is complex and fast-changing at the moment would perhaps be a bit of an understatement. So how are big tech companies developing employer branding strategies that help them solve their shifting challenges, and what lessons can employers in other sectors learn from them? My guest this week is Ashlee Gerow, Senior Manager, Employer Branding at Hubspot. I've always been a massive fan of Hubspot's sophisticated and innovative approach to talent acquisition and employer branding. Ashley is very open about their recruitment challenges and how a dynamic approach to employer branding is being used to address them. In the interview, we discuss: The current tech hiring market  How employer branding is being used to solve recruiting challenges at Hubspot Developing a highly targeted strategy Cutting through the noise Advanced persona work Is who you are externally authentic to who you are internally Understanding where you are not converting and adapting accordingly How the pandemic changed Hubspot's approach Working with cross-functional teams and being deeply connected across the business Making sure the EVP is consistent throughout the entire candidate journey Using employee's stories to show, not tell Employer Branding as a constant marketing machine The role of data and technology Moving quickly to adapt, sprint and change The future of employer branding Listen to this podcast on Apple Podcasts. To say that the talent acquisition market in the tech sector is complex and fast-changing at the moment would perhaps be a bit of an understatement. So how are big tech companies developing employer branding strategies that help them solve their shifting challenges, and what lessons can employers in other sectors learn from them?


My guest this week is Ashlee Gerow, Senior Manager, Employer Branding at Hubspot. I've always been a massive fan of Hubspot's sophisticated and innovative approach to talent acquisition and employer branding. Ashley is very open about their recruitment challenges and how a dynamic approach to employer branding is being used to address them.


In the interview, we discuss:


  • The current tech hiring market 


  • How employer branding is being used to solve recruiting challenges at Hubspot


  • Developing a highly targeted strategy


  • Cutting through the noise


  • Advanced persona work


  • Is who you are externally authentic to who you are internally


  • Understanding where you are not converting and adapting accordingly


  • How the pandemic changed Hubspot's approach


  • Working with cross-functional teams and being deeply connected across the business


  • Making sure the EVP is consistent throughout the entire candidate journey


  • Using employee's stories to show, not tell


  • Employer Branding as a constant marketing machine


  • The role of data and technology


  • Moving quickly to adapt, sprint and change


  • The future of employer branding


Listen to this podcast on Apple Podcasts.


]]> 1391 no Ep 453: Onboarding Evolved https://recruitingfuture.com The pandemic changed many aspects of talent acquisition and perhaps none more so than onboarding. With many people spending less time in their employer's physical offices, how have TA and HR teams evolved their onboarding processes to forge a sense of belonging, develop relationships and ultimately increase productivity and retention? My guest this week is Sharawn Tipton, Chief People Officer at LiveRamp. Over the last few years, LiveRamp has developed a strategic and very intentional approach to onboarding, and Sharawn has a lot of insight and advice to share. In the interview, we discuss: Shifting from a transactional approach to one that focuses on building relationships Providing an immediate sense of belonging The impact of the pandemic on onboarding and retention Employee Resource Groups Wellness and mental health Starting onboarding before the hiring process even starts Culture Moments that matter How important are the first 30 days Personalization of experience EVP & expectations Lesson learned and having a growth mindset. Listen to this podcast on Apple Podcasts. Fri, 19 Aug 2022 12:10:58 -0000 Onboarding Evolved full 453 Matt Alder Sharawn Tipton, Chief People Officer at LiveRamp, talks to Matt Alder The pandemic changed many aspects of talent acquisition and perhaps none more so than onboarding. With many people spending less time in their employer's physical offices, how have TA and HR teams evolved their onboarding processes to forge a sense of belonging, develop relationships and ultimately increase productivity and retention? My guest this week is Sharawn Tipton, Chief People Officer at LiveRamp. Over the last few years, LiveRamp has developed a strategic and very intentional approach to onboarding, and Sharawn has a lot of insight and advice to share. In the interview, we discuss: Shifting from a transactional approach to one that focuses on building relationships Providing an immediate sense of belonging The impact of the pandemic on onboarding and retention Employee Resource Groups Wellness and mental health Starting onboarding before the hiring process even starts Culture Moments that matter How important are the first 30 days Personalization of experience EVP & expectations Lesson learned and having a growth mindset. Listen to this podcast on Apple Podcasts. The pandemic changed many aspects of talent acquisition and perhaps none more so than onboarding. With many people spending less time in their employer's physical offices, how have TA and HR teams evolved their onboarding processes to forge a sense of belonging, develop relationships and ultimately increase productivity and retention?


My guest this week is Sharawn Tipton, Chief People Officer at LiveRamp. Over the last few years, LiveRamp has developed a strategic and very intentional approach to onboarding, and Sharawn has a lot of insight and advice to share.


In the interview, we discuss:


  • Shifting from a transactional approach to one that focuses on building relationships


  • Providing an immediate sense of belonging


  • The impact of the pandemic on onboarding and retention


  • Employee Resource Groups


  • Wellness and mental health


  • Starting onboarding before the hiring process even starts


  • Culture


  • Moments that matter


  • How important are the first 30 days


  • Personalization of experience


  • EVP & expectations


  • Lesson learned and having a growth mindset.


Listen to this podcast on Apple Podcasts.


]]> 1295 no Ep 452: Assessment Innovation 2022 https://recruitingfuture.com/ I'm finally back in Scotland after a summer of much travelling, so normal service is now resumed, and the podcast is back into its regular rhythm of two new shows a week. Assessment and selection continue to be an area of debate, investment and technological innovation. So what has been happening in the space over the last 12 months, and more importantly, what is working? It is my great pleasure to welcome Netherlands-based consultant Bas van de Haterd back to the show as my guest this week. Bas has been on the podcast a few times discussing new thinking in assessment and runs an awards program for innovation in assessment. His 2022 awards have just been judged, and he joins us to update us on what is working and discuss the different approaches the shortlisted organisations have taken. In the interview, we discuss: The current state of the market Innovation in assessment and selection Increasing diversity by selecting on quality Engagement, motivation and stress resilience Cynicism and the importance of results and ROI Open hiring - innovating by having no assessment Neuroscience and brain-based assessment Reducing attrition Skills versus experience The importance of using the right tools How will assessment techniques and technologies develop in the future? Listen to this podcast on Apple Podcasts. Tue, 16 Aug 2022 21:40:45 -0000 Assessment Innovation 2022 full 452 Matt Alder  Bas van de Haterd talks to Matt Alder I'm finally back in Scotland after a summer of much travelling, so normal service is now resumed, and the podcast is back into its regular rhythm of two new shows a week. Assessment and selection continue to be an area of debate, investment and technological innovation. So what has been happening in the space over the last 12 months, and more importantly, what is working? It is my great pleasure to welcome Netherlands-based consultant Bas van de Haterd back to the show as my guest this week. Bas has been on the podcast a few times discussing new thinking in assessment and runs an awards program for innovation in assessment. His 2022 awards have just been judged, and he joins us to update us on what is working and discuss the different approaches the shortlisted organisations have taken. In the interview, we discuss: The current state of the market Innovation in assessment and selection Increasing diversity by selecting on quality Engagement, motivation and stress resilience Cynicism and the importance of results and ROI Open hiring - innovating by having no assessment Neuroscience and brain-based assessment Reducing attrition Skills versus experience The importance of using the right tools How will assessment techniques and technologies develop in the future? Listen to this podcast on Apple Podcasts. I'm finally back in Scotland after a summer of much travelling, so normal service is now resumed, and the podcast is back into its regular rhythm of two new shows a week.


Assessment and selection continue to be an area of debate, investment and technological innovation. So what has been happening in the space over the last 12 months, and more importantly, what is working?


It is my great pleasure to welcome Netherlands-based consultant Bas van de Haterd back to the show as my guest this week. Bas has been on the podcast a few times discussing new thinking in assessment and runs an awards program for innovation in assessment. His 2022 awards have just been judged, and he joins us to update us on what is working and discuss the different approaches the shortlisted organisations have taken.


In the interview, we discuss:


  • The current state of the market


  • Innovation in assessment and selection


  • Increasing diversity by selecting on quality


  • Engagement, motivation and stress resilience


  • Cynicism and the importance of results and ROI


  • Open hiring - innovating by having no assessment


  • Neuroscience and brain-based assessment


  • Reducing attrition


  • Skills versus experience


  • The importance of using the right tools


  • How will assessment techniques and technologies develop in the future?


Listen to this podcast on Apple Podcasts.


]]> 1542 no Ep 451: Building Communities Of Talent https://www.recruitingfuture.com/ Diversity and Inclusion strategies are often just about moving existing talent between organisations rather than growing talent pools and giving more opportunities to more people. So how should employers be thinking about diversity hiring, and what kind of organisations should they partner with to increase the spread of opportunity? My guest this week is Linc Kroeger, President of Knight Moves. Knight Moves is a limiting profit company helping to create the next generation of technology professionals by offering training with an intentional focus on Native American, rural and urban underserved communities. In the interview, we discuss: What can change diversity outcomes in the technology space Building physical communities of technology talent in rural areas Inspiring teenagers  Teaching instantly usable skills Longer-term transformational impacts What value are employers getting? The importance of remote working Listen to this podcast on Apple Podcasts. Thu, 04 Aug 2022 06:00:00 -0000 Building Communities Of Talent full 451 Matt Alder Linc Kroeger, President of Knight Moves, talks to Matt Alder Diversity and Inclusion strategies are often just about moving existing talent between organisations rather than growing talent pools and giving more opportunities to more people. So how should employers be thinking about diversity hiring, and what kind of organisations should they partner with to increase the spread of opportunity? My guest this week is Linc Kroeger, President of Knight Moves. Knight Moves is a limiting profit company helping to create the next generation of technology professionals by offering training with an intentional focus on Native American, rural and urban underserved communities. In the interview, we discuss: What can change diversity outcomes in the technology space Building physical communities of technology talent in rural areas Inspiring teenagers  Teaching instantly usable skills Longer-term transformational impacts What value are employers getting? The importance of remote working Listen to this podcast on Apple Podcasts. Diversity and Inclusion strategies are often just about moving existing talent between organisations rather than growing talent pools and giving more opportunities to more people. So how should employers be thinking about diversity hiring, and what kind of organisations should they partner with to increase the spread of opportunity?


My guest this week is Linc Kroeger, President of Knight Moves. Knight Moves is a limiting profit company helping to create the next generation of technology professionals by offering training with an intentional focus on Native American, rural and urban underserved communities.


In the interview, we discuss:


  • What can change diversity outcomes in the technology space


  • Building physical communities of technology talent in rural areas


  • Inspiring teenagers 


  • Teaching instantly usable skills


  • Longer-term transformational impacts


  • What value are employers getting?


  • The importance of remote working


Listen to this podcast on Apple Podcasts.

]]> 1589 no Ep 450: Attracting and Retaining AI Talent https://www.recruitingfuture.com/ Despite some highly publicised layoffs in the tech sector, macro trends are still driving a high demand for highly skilled tech professionals. This is particularly true in data science and AI, where hiring the right talent can have a significant business impact.  So what do employers need to do in the current market to ensure they are getting the talent they need? My guest this week is Kevin Dewalt, CEO of Prolego, a leading AI consultant for Fortune 500 companies. Prolego has recently published a report to help companies get better at hiring data science talent, and Kevin has some valuable insights to share. In the interview, we discuss: Why we are only at the beginning of a long-term trend in AI adoption and innovation  The current state of tech hiring Why there is no new wave of talent in the market Creating the right working environment to be an employer of choice. Attention and attraction Gathering talent intelligence to understand motivations The critical importance of the hiring manager and why you should include them in the JD Longer-term structural considerations Prioritising learning and the importance of non-management career paths How to compete for talent with big tech The future of AI in recruiting technology Listen to this podcast on Apple Podcasts. Tue, 02 Aug 2022 06:00:00 -0000 Attracting and Retaining AI Talent full 450 Matt Alder Kevin Dewalt, CEO of Prolego, talks to Matt Alder Despite some highly publicised layoffs in the tech sector, macro trends are still driving a high demand for highly skilled tech professionals. This is particularly true in data science and AI, where hiring the right talent can have a significant business impact.  So what do employers need to do in the current market to ensure they are getting the talent they need? My guest this week is Kevin Dewalt, CEO of Prolego, a leading AI consultant for Fortune 500 companies. Prolego has recently published a report to help companies get better at hiring data science talent, and Kevin has some valuable insights to share. In the interview, we discuss: Why we are only at the beginning of a long-term trend in AI adoption and innovation  The current state of tech hiring Why there is no new wave of talent in the market Creating the right working environment to be an employer of choice. Attention and attraction Gathering talent intelligence to understand motivations The critical importance of the hiring manager and why you should include them in the JD Longer-term structural considerations Prioritising learning and the importance of non-management career paths How to compete for talent with big tech The future of AI in recruiting technology Listen to this podcast on Apple Podcasts. Despite some highly publicised layoffs in the tech sector, macro trends are still driving a high demand for highly skilled tech professionals. This is particularly true in data science and AI, where hiring the right talent can have a significant business impact. 


So what do employers need to do in the current market to ensure they are getting the talent they need?


My guest this week is Kevin Dewalt, CEO of Prolego, a leading AI consultant for Fortune 500 companies. Prolego has recently published a report to help companies get better at hiring data science talent, and Kevin has some valuable insights to share.


In the interview, we discuss:


  • Why we are only at the beginning of a long-term trend in AI adoption and innovation 


  • The current state of tech hiring


  • Why there is no new wave of talent in the market


  • Creating the right working environment to be an employer of choice.


  • Attention and attraction


  • Gathering talent intelligence to understand motivations


  • The critical importance of the hiring manager and why you should include them in the JD


  • Longer-term structural considerations


  • Prioritising learning and the importance of non-management career paths


  • How to compete for talent with big tech


  • The future of AI in recruiting technology



Listen to this podcast on Apple Podcasts.

]]> 1731 no Ep 449: The Exit Fee Scandal https://www.recruitingfuture.com/ I know that many of you who listen to this podcast are very aware of the quality of your employee experience and the importance of your employer brand reputation. However, as the balance in the workforce between permanent hires, contractors, and project-based workers evolves, do you still truly understand all the factors influencing your employer brand? My guest this week is Tanya de Grunwald, journalist and founder of The Good And Fair Employers Club. Tanya is a long time campaigner for the rights of young people in the workplace and has been working tirelessly to expose the use of exit or training fees by some IT outsourcing companies. This interview is an absolute must listen for everyone working for an organization that contract in workers from external providers. In the interview, we discuss: What are exit fees, and what are their implications for young people? The implications of denying people the right to move jobs The legal position Activism Outsourcing and placement: who is and isn’t an employee? Why have employers been so slow to act Ethics in procurement and supplier management Providing consistent values and experience for the entire workforce Whistleblowing & PR disasters Good and fair employers Listen to this podcast on Apple Podcasts. Wed, 27 Jul 2022 07:59:19 -0000 The Exit Fee Scandal full 449 Matt Alder Tanya de Grunwald, journalist and founder of The Good And Fair Employers Club, talks to Matt Alder I know that many of you who listen to this podcast are very aware of the quality of your employee experience and the importance of your employer brand reputation. However, as the balance in the workforce between permanent hires, contractors, and project-based workers evolves, do you still truly understand all the factors influencing your employer brand? My guest this week is Tanya de Grunwald, journalist and founder of The Good And Fair Employers Club. Tanya is a long time campaigner for the rights of young people in the workplace and has been working tirelessly to expose the use of exit or training fees by some IT outsourcing companies. This interview is an absolute must listen for everyone working for an organization that contract in workers from external providers. In the interview, we discuss: What are exit fees, and what are their implications for young people? The implications of denying people the right to move jobs The legal position Activism Outsourcing and placement: who is and isn’t an employee? Why have employers been so slow to act Ethics in procurement and supplier management Providing consistent values and experience for the entire workforce Whistleblowing & PR disasters Good and fair employers Listen to this podcast on Apple Podcasts. I know that many of you who listen to this podcast are very aware of the quality of your employee experience and the importance of your employer brand reputation. However, as the balance in the workforce between permanent hires, contractors, and project-based workers evolves, do you still truly understand all the factors influencing your employer brand?


My guest this week is Tanya de Grunwald, journalist and founder of The Good And Fair Employers Club. Tanya is a long time campaigner for the rights of young people in the workplace and has been working tirelessly to expose the use of exit or training fees by some IT outsourcing companies. This interview is an absolute must listen for everyone working for an organization that contract in workers from external providers.


In the interview, we discuss:


  • What are exit fees, and what are their implications for young people?


  • The implications of denying people the right to move jobs


  • The legal position


  • Activism


  • Outsourcing and placement: who is and isn’t an employee?


  • Why have employers been so slow to act


  • Ethics in procurement and supplier management


  • Providing consistent values and experience for the entire workforce


  • Whistleblowing & PR disasters


  • Good and fair employers



Listen to this podcast on Apple Podcasts.


]]> 2182 no REPLAY The Great Opportunity https://recruitingfuture.com/2022/01/404-the-great-opportunity/ I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round. This week's replay is my conversation from earlier in the year with Maggie Spong, VP of Talent Acquisition at AstraZeneca. It is one of the best examples I've had on the show for a while of a company developing holistic, long-term strategic solutions to deal with ongoing skill shortages. It is well worth a listen, even if you have heard it the first time around. In the interview, we discuss: How Talent Acquisition is evolving at Astra Zeneca Using Talent Scouts to build external talent pipelines for hard to fill roles and where there are gaps in internal succession planning Building a personalised and inclusive candidate experience. Giving feedback to all interviewed candidates The challenges of the pandemic Encouraging candidate self-selection by showcasing the authentic employee experience Turning The Great Resignation into The Great Opportunity The role of technology Employer brand advocacy Investing in development and the Talent Acquisition Academy Astra Zeneca's focus for 2022 Listen to this podcast on Apple Podcasts. Wed, 20 Jul 2022 06:00:00 -0000 REPLAY The Great Opportunity full Matt Alder REPLAY of the interview between Maggie Spong, VP of Talent Acquisition at Astra Zeneca, and Matt Alder I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round. This week's replay is my conversation from earlier in the year with Maggie Spong, VP of Talent Acquisition at AstraZeneca. It is one of the best examples I've had on the show for a while of a company developing holistic, long-term strategic solutions to deal with ongoing skill shortages. It is well worth a listen, even if you have heard it the first time around. In the interview, we discuss: How Talent Acquisition is evolving at Astra Zeneca Using Talent Scouts to build external talent pipelines for hard to fill roles and where there are gaps in internal succession planning Building a personalised and inclusive candidate experience. Giving feedback to all interviewed candidates The challenges of the pandemic Encouraging candidate self-selection by showcasing the authentic employee experience Turning The Great Resignation into The Great Opportunity The role of technology Employer brand advocacy Investing in development and the Talent Acquisition Academy Astra Zeneca's focus for 2022 Listen to this podcast on Apple Podcasts. I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round.


This week's replay is my conversation from earlier in the year with Maggie Spong, VP of Talent Acquisition at AstraZeneca. It is one of the best examples I've had on the show for a while of a company developing holistic, long-term strategic solutions to deal with ongoing skill shortages. It is well worth a listen, even if you have heard it the first time around.

In the interview, we discuss:


  • How Talent Acquisition is evolving at Astra Zeneca


  • Using Talent Scouts to build external talent pipelines for hard to fill roles and where there are gaps in internal succession planning


  • Building a personalised and inclusive candidate experience.


  • Giving feedback to all interviewed candidates


  • The challenges of the pandemic


  • Encouraging candidate self-selection by showcasing the authentic employee experience


  • Turning The Great Resignation into The Great Opportunity


  • The role of technology


  • Employer brand advocacy


  • Investing in development and the Talent Acquisition Academy


  • Astra Zeneca's focus for 2022


Listen to this podcast on Apple Podcasts.

]]> 1525 no REPLAY The Magic Of Behavioural Science https://recruitingfuture.com/2021/09/ep-375-the-magic-of-behavioural-science/ I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round. This week's replay is my interview with Rory Sutherland, Vice Chair of Ogilvy and one of the world's leading thinkers on behavioural science. I firmly believe that behavioural science will take a leading role in talent acquisition in the future, particularly when it comes to automation and personalisation, and that's why I wanted to give you all a second chance to listen to what Rory has to say. In the interview, we discuss: Why Behavioural Science is the science of knowing what economists are wrong about The dangers of defensive decision making Finding psychological truths and the importance of emotions Why Uber has a map Recruiting for diversity of thought How Ogilvy have redesigned the recruiting process to find people of exceptional non-standard ability While the average is not the optimal solution The difference between equality of opportunity and diversity of opportunity Why work is a relational relationship, not a transactional one Cost reduction versus lost opportunities Personalising the value exchange between employer and employee The future of work and why it has taken a pandemic to get us there Follow this podcast on Apple Podcasts. Wed, 13 Jul 2022 21:04:31 -0000 REPLAY The Magic Of Behavioural Science full Matt Alder Replaying the interview between Rory Sutherland, Vice Chairman of Ogilvy, and Matt Alder I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round. This week's replay is my interview with Rory Sutherland, Vice Chair of Ogilvy and one of the world's leading thinkers on behavioural science. I firmly believe that behavioural science will take a leading role in talent acquisition in the future, particularly when it comes to automation and personalisation, and that's why I wanted to give you all a second chance to listen to what Rory has to say. In the interview, we discuss: Why Behavioural Science is the science of knowing what economists are wrong about The dangers of defensive decision making Finding psychological truths and the importance of emotions Why Uber has a map Recruiting for diversity of thought How Ogilvy have redesigned the recruiting process to find people of exceptional non-standard ability While the average is not the optimal solution The difference between equality of opportunity and diversity of opportunity Why work is a relational relationship, not a transactional one Cost reduction versus lost opportunities Personalising the value exchange between employer and employee The future of work and why it has taken a pandemic to get us there Follow this podcast on Apple Podcasts. I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round.


This week's replay is my interview with Rory Sutherland, Vice Chair of Ogilvy and one of the world's leading thinkers on behavioural science. I firmly believe that behavioural science will take a leading role in talent acquisition in the future, particularly when it comes to automation and personalisation, and that's why I wanted to give you all a second chance to listen to what Rory has to say.


In the interview, we discuss:


  • Why Behavioural Science is the science of knowing what economists are wrong about


  • The dangers of defensive decision making


  • Finding psychological truths and the importance of emotions


  • Why Uber has a map


  • Recruiting for diversity of thought


  • How Ogilvy have redesigned the recruiting process to find people of exceptional non-standard ability


  • While the average is not the optimal solution


  • The difference between equality of opportunity and diversity of opportunity


  • Why work is a relational relationship, not a transactional one


  • Cost reduction versus lost opportunities


  • Personalising the value exchange between employer and employee


  • The future of work and why it has taken a pandemic to get us there



Follow this podcast on Apple Podcasts.

]]> 2784 no Round Up June 2022 https://www.recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 442: Lessons From Elite Cycling Ep 443: The Nowhere Office Ep 444: Workplace Culture Ep 445: Happiness At Work Ep 446: The Competitive Advantage Of Employee Experience Ep 447: Dealing With Disruption Ep 448: Proving The Business Value Of Talent Marketing Wed, 06 Jul 2022 22:14:28 -0000 Round Up June 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during June 2022 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 442: Lessons From Elite Cycling Ep 443: The Nowhere Office Ep 444: Workplace Culture Ep 445: Happiness At Work Ep 446: The Competitive Advantage Of Employee Experience Ep 447: Dealing With Disruption Ep 448: Proving The Business Value Of Talent Marketing Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:


Ep 442: Lessons From Elite Cycling


Ep 443: The Nowhere Office


Ep 444: Workplace Culture


Ep 445: Happiness At Work


Ep 446: The Competitive Advantage Of Employee Experience


Ep 447: Dealing With Disruption


Ep 448: Proving The Business Value Of Talent Marketing



]]> 673 no Ep 448: Proving The Business Value Of Talent Marketing https://www.recruitingfuture.com/ Measuring the impact of talent marking in a way that aligns with the rest of the business and demonstrates value for the c-suite has always been challenging. TA leaders often find themselves judged by measures and outcomes they don't fully control, which are impossible to translate into business value. So how do you prove the business impact of recruitment marketing and employer branding, particularly in such volatile times? My guest this week is Nick Thompson, Global Talent Marketing Leader at IBM. Nick and his team have been working on this issue for a while and have devised a way of measuring the value of talent marketing that resonates with the C-Suite and provides a laser focus for optimisation and improvement.  In the interview, we discuss: The scale of recruiting at IBM The current state of the global market for tech hiring The shortcomings of existing talent marketing metrics Speaking the same language as the rest of the business Measuring where you have ownership and control What is the time to apply metric, and how was it developed? What insights does time to apply enable? Mapping onto business value  The reaction  The levers that reduce time to apply Removing the reasons why people don't click apply The role of employer branding Advice to TA leaders Listen to this podcast on Apple Podcasts Wed, 29 Jun 2022 22:27:19 -0000 Proving The Business Value Of Talent Marketing full 448 Matt Alder Nick Thompson, Global Talent Marketing Leader at IBM talks to Matt Alder Measuring the impact of talent marking in a way that aligns with the rest of the business and demonstrates value for the c-suite has always been challenging. TA leaders often find themselves judged by measures and outcomes they don't fully control, which are impossible to translate into business value. So how do you prove the business impact of recruitment marketing and employer branding, particularly in such volatile times? My guest this week is Nick Thompson, Global Talent Marketing Leader at IBM. Nick and his team have been working on this issue for a while and have devised a way of measuring the value of talent marketing that resonates with the C-Suite and provides a laser focus for optimisation and improvement.  In the interview, we discuss: The scale of recruiting at IBM The current state of the global market for tech hiring The shortcomings of existing talent marketing metrics Speaking the same language as the rest of the business Measuring where you have ownership and control What is the time to apply metric, and how was it developed? What insights does time to apply enable? Mapping onto business value  The reaction  The levers that reduce time to apply Removing the reasons why people don't click apply The role of employer branding Advice to TA leaders Listen to this podcast on Apple Podcasts Measuring the impact of talent marking in a way that aligns with the rest of the business and demonstrates value for the c-suite has always been challenging. TA leaders often find themselves judged by measures and outcomes they don't fully control, which are impossible to translate into business value.


So how do you prove the business impact of recruitment marketing and employer branding, particularly in such volatile times?


My guest this week is Nick Thompson, Global Talent Marketing Leader at IBM. Nick and his team have been working on this issue for a while and have devised a way of measuring the value of talent marketing that resonates with the C-Suite and provides a laser focus for optimisation and improvement. 


In the interview, we discuss:


  • The scale of recruiting at IBM


  • The current state of the global market for tech hiring


  • The shortcomings of existing talent marketing metrics


  • Speaking the same language as the rest of the business


  • Measuring where you have ownership and control


  • What is the time to apply metric, and how was it developed?


  • What insights does time to apply enable?


  • Mapping onto business value 


  • The reaction 


  • The levers that reduce time to apply


  • Removing the reasons why people don't click apply


  • The role of employer branding


  • Advice to TA leaders


Listen to this podcast on Apple Podcasts

]]> 2094 no Ep 447: Dealing With Disruption https://www.recruitingfuture.com/ Back in 2020, there was an acknowledgement that talent acquisition had changed forever but a sense that things would eventually stabilise into a new normal. Two and half years later, it is clear that the only new normal is continual long-term disruption, change and uncertainty. So what should TA leaders focus on to give their organisations the best chance of maintaining a competitive talent advantage in these challenging times? My guest this week is Hayli Thornhill, Head of Recruiting at Brighthire. Hayli is an experienced TA Leader with experience in both start-ups and large corporates. She has some insightful advice on dealing with disruption and preparing for an uncertain future. In the interview, we discuss: Long term disruption and uncertainty Intelligent interview and evidence based hiring What should TA Leaders be focusing on Efficiency and quality Auditing tech stacks Modernising interviewer training Improving the hiring process Five non-negotiables to focus on Providing a brilliant candidate experience Looking to the future Listen to this podcast on Apple Podcasts A full transcript will appear here shortly Fri, 24 Jun 2022 15:43:00 -0000 Dealing With Disruption full 447 Matt Alder Hayli Thornhill, Head of Recruiting at Brighthire, talks to Matt Alder Back in 2020, there was an acknowledgement that talent acquisition had changed forever but a sense that things would eventually stabilise into a new normal. Two and half years later, it is clear that the only new normal is continual long-term disruption, change and uncertainty. So what should TA leaders focus on to give their organisations the best chance of maintaining a competitive talent advantage in these challenging times? My guest this week is Hayli Thornhill, Head of Recruiting at Brighthire. Hayli is an experienced TA Leader with experience in both start-ups and large corporates. She has some insightful advice on dealing with disruption and preparing for an uncertain future. In the interview, we discuss: Long term disruption and uncertainty Intelligent interview and evidence based hiring What should TA Leaders be focusing on Efficiency and quality Auditing tech stacks Modernising interviewer training Improving the hiring process Five non-negotiables to focus on Providing a brilliant candidate experience Looking to the future Listen to this podcast on Apple Podcasts A full transcript will appear here shortly Back in 2020, there was an acknowledgement that talent acquisition had changed forever but a sense that things would eventually stabilise into a new normal. Two and half years later, it is clear that the only new normal is continual long-term disruption, change and uncertainty.


So what should TA leaders focus on to give their organisations the best chance of maintaining a competitive talent advantage in these challenging times?


My guest this week is Hayli Thornhill, Head of Recruiting at Brighthire. Hayli is an experienced TA Leader with experience in both start-ups and large corporates. She has some insightful advice on dealing with disruption and preparing for an uncertain future.


In the interview, we discuss:


  • Long term disruption and uncertainty


  • Intelligent interview and evidence based hiring


  • What should TA Leaders be focusing on


  • Efficiency and quality


  • Auditing tech stacks


  • Modernising interviewer training


  • Improving the hiring process


  • Five non-negotiables to focus on


  • Providing a brilliant candidate experience


  • Looking to the future


Listen to this podcast on Apple Podcasts


A full transcript will appear here shortly

]]> 1319 no Ep 446: The Competitive Advantage Of Employee Experience https://www.recruitingfuture.com/ Many employers will claim to be people-centric organisations, but how many actually have the quality of employer experience to back this up? A high-quality employee experience dries value for businesses in many ways, including competitive advantage in talent acquisition, better retention, increased productivity and better service for clients and customers. So how do you build a genuinely people-centric organisation with an employer experience that delivers on its promises? My guest this week is Mayra Chimienti, COO of Mister Carwash, the largest car wash operator in North America. Mister Car Wash is a certified Great Place to Work that has built a category-leading employee experience. In the interview, we discuss: What it means to be a people-first business Employee experience and customer experience Building competitive advantage in Talent Acquisition Telling authentic stories and showing evidence in the recruiting process Retention, professional development and benefits The long term impact of the pandemic Innovation The future of people strategy at Mister Carwash Listen to this podcast on Apple Podcasts. Thu, 23 Jun 2022 22:01:54 -0000 The Competitive Advantage Of Employee Experience full 446 Matt Alder Mayra Chimienti, COO of Mister Carwash, talks to Matt Alder Many employers will claim to be people-centric organisations, but how many actually have the quality of employer experience to back this up? A high-quality employee experience dries value for businesses in many ways, including competitive advantage in talent acquisition, better retention, increased productivity and better service for clients and customers. So how do you build a genuinely people-centric organisation with an employer experience that delivers on its promises? My guest this week is Mayra Chimienti, COO of Mister Carwash, the largest car wash operator in North America. Mister Car Wash is a certified Great Place to Work that has built a category-leading employee experience. In the interview, we discuss: What it means to be a people-first business Employee experience and customer experience Building competitive advantage in Talent Acquisition Telling authentic stories and showing evidence in the recruiting process Retention, professional development and benefits The long term impact of the pandemic Innovation The future of people strategy at Mister Carwash Listen to this podcast on Apple Podcasts. Many employers will claim to be people-centric organisations, but how many actually have the quality of employer experience to back this up? A high-quality employee experience dries value for businesses in many ways, including competitive advantage in talent acquisition, better retention, increased productivity and better service for clients and customers.


So how do you build a genuinely people-centric organisation with an employer experience that delivers on its promises? My guest this week is Mayra Chimienti, COO of Mister Carwash, the largest car wash operator in North America. Mister Car Wash is a certified Great Place to Work that has built a category-leading employee experience.


In the interview, we discuss:


  • What it means to be a people-first business


  • Employee experience and customer experience


  • Building competitive advantage in Talent Acquisition


  • Telling authentic stories and showing evidence in the recruiting process


  • Retention, professional development and benefits


  • The long term impact of the pandemic


  • Innovation


  • The future of people strategy at Mister Carwash


Listen to this podcast on Apple Podcasts.


]]> 1421 no Ep 445: Happiness At Work https://www.recruitingfuture.com/ With so much unhelpful noise around the topic of the future of work, I'm taking a deep dive into the practicalities of what is actually going on over three podcast episodes. In the previous two episodes, I spoke to authors Julia Hobsbawm and Bruce Daisley about our physical relationship with the workplace; in this episode, I want to explore happiness at work. The John Lewis Partnership is a unique UK-based retailer jointly owned by its employees and founded on the premise of ensuring worker happiness. My guest this week is Lord Mark Price, the former UK Trade Minister who was CEO of Waitrose and Deputy Chairman of The John Lewis Partnership. Mark now works via his business WorkL to help employers increase workplace happiness using some of the lessons he learned during his time at John Lewis.  In the interview, we discuss: Lessons from The John Lewis Partnership The six core elements of happiness at work Why looking at averages is dangerous. How can employers build a happier workplace? Using happiness for competitive advantage in talent acquisition The relationship between the individual and their line manager Prospects for the future of the labour market Listen to this podcast on Apple Podcasts. Thu, 16 Jun 2022 06:00:00 -0000 Happiness At Work full 445 Matt Alder Lord Mark Price, founder of Workl and former CEO of Waitrose talks to Matt Alder With so much unhelpful noise around the topic of the future of work, I'm taking a deep dive into the practicalities of what is actually going on over three podcast episodes. In the previous two episodes, I spoke to authors Julia Hobsbawm and Bruce Daisley about our physical relationship with the workplace; in this episode, I want to explore happiness at work. The John Lewis Partnership is a unique UK-based retailer jointly owned by its employees and founded on the premise of ensuring worker happiness. My guest this week is Lord Mark Price, the former UK Trade Minister who was CEO of Waitrose and Deputy Chairman of The John Lewis Partnership. Mark now works via his business WorkL to help employers increase workplace happiness using some of the lessons he learned during his time at John Lewis.  In the interview, we discuss: Lessons from The John Lewis Partnership The six core elements of happiness at work Why looking at averages is dangerous. How can employers build a happier workplace? Using happiness for competitive advantage in talent acquisition The relationship between the individual and their line manager Prospects for the future of the labour market Listen to this podcast on Apple Podcasts. With so much unhelpful noise around the topic of the future of work, I'm taking a deep dive into the practicalities of what is actually going on over three podcast episodes. In the previous two episodes, I spoke to authors Julia Hobsbawm and Bruce Daisley about our physical relationship with the workplace; in this episode, I want to explore happiness at work.


The John Lewis Partnership is a unique UK-based retailer jointly owned by its employees and founded on the premise of ensuring worker happiness. My guest this week is Lord Mark Price, the former UK Trade Minister who was CEO of Waitrose and Deputy Chairman of The John Lewis Partnership. Mark now works via his business WorkL to help employers increase workplace happiness using some of the lessons he learned during his time at John Lewis. 


In the interview, we discuss:


  • Lessons from The John Lewis Partnership


  • The six core elements of happiness at work


  • Why looking at averages is dangerous.


  • How can employers build a happier workplace?


  • Using happiness for competitive advantage in talent acquisition


  • The relationship between the individual and their line manager


  • Prospects for the future of the labour market



Listen to this podcast on Apple Podcasts.


]]> 1488 no Ep 444: Workplace Culture https://www.recruitingfuture.com/ With so much unhelpful noise around the topic of the future of work, I'm taking a deep dive into the practicalities of what is actually going on over a series of three podcast episodes. In the previous episode, I spoke to author Julia Hobsbawm about some of the challenges of this emerging new phase of work, and I want to continue this theme in this episode. My guest this week is the perfect person to help me do this, and it is great to have him back on the show. Bruce Daisley is a speaker, author and workplace culture enthusiast. Previously a VP at Twitter, Bruce now hosts one of the world's most popular podcasts on making work better.  In the interview, we discuss: Critical issues in workplace culture Why flex is the new pay The danger of uncoordinated hybrid Productivity and worker satisfaction The intentional curation of culture Using the office as a tool How management infrastructure is changing The rise of the community manager Rethinking knowledge transfer Understanding the demands of top talent Challenges for talent acquisition Work from anywhere The danger of nostalgia What will work look like in five years? Pre-order Bruce’s new book “Fortitude” Listen to this podcast on Apple Podcasts. Tue, 14 Jun 2022 06:00:00 -0000 Workplace Culture full 444 Matt Alder Bruce Daisley, podcaster, author and workplace culture enthusiast, talks to Matt Alder With so much unhelpful noise around the topic of the future of work, I'm taking a deep dive into the practicalities of what is actually going on over a series of three podcast episodes. In the previous episode, I spoke to author Julia Hobsbawm about some of the challenges of this emerging new phase of work, and I want to continue this theme in this episode. My guest this week is the perfect person to help me do this, and it is great to have him back on the show. Bruce Daisley is a speaker, author and workplace culture enthusiast. Previously a VP at Twitter, Bruce now hosts one of the world's most popular podcasts on making work better.  In the interview, we discuss: Critical issues in workplace culture Why flex is the new pay The danger of uncoordinated hybrid Productivity and worker satisfaction The intentional curation of culture Using the office as a tool How management infrastructure is changing The rise of the community manager Rethinking knowledge transfer Understanding the demands of top talent Challenges for talent acquisition Work from anywhere The danger of nostalgia What will work look like in five years? Pre-order Bruce’s new book “Fortitude” Listen to this podcast on Apple Podcasts. With so much unhelpful noise around the topic of the future of work, I'm taking a deep dive into the practicalities of what is actually going on over a series of three podcast episodes. In the previous episode, I spoke to author Julia Hobsbawm about some of the challenges of this emerging new phase of work, and I want to continue this theme in this episode.


My guest this week is the perfect person to help me do this, and it is great to have him back on the show. Bruce Daisley is a speaker, author and workplace culture enthusiast. Previously a VP at Twitter, Bruce now hosts one of the world's most popular podcasts on making work better. 


In the interview, we discuss:


  • Critical issues in workplace culture


  • Why flex is the new pay


  • The danger of uncoordinated hybrid


  • Productivity and worker satisfaction


  • The intentional curation of culture


  • Using the office as a tool


  • How management infrastructure is changing


  • The rise of the community manager


  • Rethinking knowledge transfer


  • Understanding the demands of top talent


  • Challenges for talent acquisition


  • Work from anywhere


  • The danger of nostalgia


  • What will work look like in five years?


Pre-order Bruce’s new book “Fortitude”


Listen to this podcast on Apple Podcasts.

]]> 1934 no Ep 443: The Nowhere Office https://www.recruitingfuture.com/ All around the world, debates about hybrid and remote working rumble on as employers and employees experiment to find mutually agreeable and effective ways of working. There is a lot of noise in the debate around the future of work, and I really want to cut through this. With that in mind, I'm going to focus the next three episodes of the podcast on the future of work, exploring the real issues, looking at the practical solutions that are being put in place and taking an informed look at what the future might look like. My first guest in this mini-series is writer, speaker and consultant Julia Hobsbawm, author of the brilliant book "The Nowhere Office". In her book, Julia explores what is happening at the moment in the context of workplace changes over the last few decades and examines the current issues to help map the future.  In the interview, we discuss: Reimagining and reframing how we work The four phases of work since 1945 How the pandemic has accelerated trends that were already there The complexity of hybrid The real challenges with developing the next phase of work Undoing assumptions and old norms The challenge for talent acquisition Autonomy, flexibility and networks Thinking strategically to improve wellness and mental health. Listen to this podcast on Apple Podcasts. Thu, 09 Jun 2022 13:23:14 -0000 The Nowhere Office full 443 Matt Alder Author, speaker and consultant Julia Hobsbawm talks to Matt Alder All around the world, debates about hybrid and remote working rumble on as employers and employees experiment to find mutually agreeable and effective ways of working. There is a lot of noise in the debate around the future of work, and I really want to cut through this. With that in mind, I'm going to focus the next three episodes of the podcast on the future of work, exploring the real issues, looking at the practical solutions that are being put in place and taking an informed look at what the future might look like. My first guest in this mini-series is writer, speaker and consultant Julia Hobsbawm, author of the brilliant book "The Nowhere Office". In her book, Julia explores what is happening at the moment in the context of workplace changes over the last few decades and examines the current issues to help map the future.  In the interview, we discuss: Reimagining and reframing how we work The four phases of work since 1945 How the pandemic has accelerated trends that were already there The complexity of hybrid The real challenges with developing the next phase of work Undoing assumptions and old norms The challenge for talent acquisition Autonomy, flexibility and networks Thinking strategically to improve wellness and mental health. Listen to this podcast on Apple Podcasts. All around the world, debates about hybrid and remote working rumble on as employers and employees experiment to find mutually agreeable and effective ways of working. There is a lot of noise in the debate around the future of work, and I really want to cut through this. With that in mind, I'm going to focus the next three episodes of the podcast on the future of work, exploring the real issues, looking at the practical solutions that are being put in place and taking an informed look at what the future might look like.


My first guest in this mini-series is writer, speaker and consultant Julia Hobsbawm, author of the brilliant book "The Nowhere Office". In her book, Julia explores what is happening at the moment in the context of workplace changes over the last few decades and examines the current issues to help map the future. 


In the interview, we discuss:


  • Reimagining and reframing how we work


  • The four phases of work since 1945


  • How the pandemic has accelerated trends that were already there


  • The complexity of hybrid


  • The real challenges with developing the next phase of work


  • Undoing assumptions and old norms


  • The challenge for talent acquisition


  • Autonomy, flexibility and networks


  • Thinking strategically to improve wellness and mental health.



Listen to this podcast on Apple Podcasts.


]]> 1932 no Ep 442: Lessons From Elite Cycling https://www.recruitingfuture.com/ I'm a firm believer in looking outside the talent acquisition universe to see what lessons we can learn from other disciplines and areas. Elite sport is always an interesting parallel as selecting and developing talent is a critical aspect of building a winning team. My guest this week is Mehdi Kordi, the coach of the Dutch national track cycling team. The team have had a massive amount of success in recent years, including winning three golds, a silver and a bronze at the last Olympics, despite having considerably fewer resources and less funding than some of their competitors. It was fantastic to hear first-hand from Mehdi how they have achieved this, and there are some very valuable lessons here from TA leaders everywhere. In the interview, we discuss: What makes a good coach Managing riders, employees and partners Getting the best out of people How do you spot talent? The importance of resilience The mental versus the physical The role of technology Running a world-class team with limited resources. Collaboration and partnerships Using culture to drive performance Clarity and transparency What does the future look like for track cycling? Listen to this podcast on Apple Podcasts. Wed, 08 Jun 2022 16:20:20 -0000 Lessons From Elite Cycling full 442 Matt Alder Mehdi Kordi, coach of the Dutch national track cycling team, talks to Matt Alder I'm a firm believer in looking outside the talent acquisition universe to see what lessons we can learn from other disciplines and areas. Elite sport is always an interesting parallel as selecting and developing talent is a critical aspect of building a winning team. My guest this week is Mehdi Kordi, the coach of the Dutch national track cycling team. The team have had a massive amount of success in recent years, including winning three golds, a silver and a bronze at the last Olympics, despite having considerably fewer resources and less funding than some of their competitors. It was fantastic to hear first-hand from Mehdi how they have achieved this, and there are some very valuable lessons here from TA leaders everywhere. In the interview, we discuss: What makes a good coach Managing riders, employees and partners Getting the best out of people How do you spot talent? The importance of resilience The mental versus the physical The role of technology Running a world-class team with limited resources. Collaboration and partnerships Using culture to drive performance Clarity and transparency What does the future look like for track cycling? Listen to this podcast on Apple Podcasts. I'm a firm believer in looking outside the talent acquisition universe to see what lessons we can learn from other disciplines and areas. Elite sport is always an interesting parallel as selecting and developing talent is a critical aspect of building a winning team.


My guest this week is Mehdi Kordi, the coach of the Dutch national track cycling team. The team have had a massive amount of success in recent years, including winning three golds, a silver and a bronze at the last Olympics, despite having considerably fewer resources and less funding than some of their competitors. It was fantastic to hear first-hand from Mehdi how they have achieved this, and there are some very valuable lessons here from TA leaders everywhere.


In the interview, we discuss:


  • What makes a good coach


  • Managing riders, employees and partners


  • Getting the best out of people


  • How do you spot talent?


  • The importance of resilience


  • The mental versus the physical


  • The role of technology


  • Running a world-class team with limited resources.


  • Collaboration and partnerships


  • Using culture to drive performance


  • Clarity and transparency


  • What does the future look like for track cycling?



Listen to this podcast on Apple Podcasts.

]]> 1412 no Ep 441: Human-Centered Talent Acquisition https://www.recruitingfuture.com/ Everything is changing very quickly in talent acquisition, and many employers are struggling to keep up with the ever evolving best practices that are driving results. It's a critical moment to get a helicopter view of what talent acquisition strategies are working and the successful attributes of the highest performing recruiting functions. My guest this week is Janet Mertens, VP of Research at The Josh Bersin Company. Her organisation has recently published an independent report on Human-Centered Talent Acquisition which looks at the strategies and tactics successful talent acquisition teams are deploying in these challenging times. In the interview, we discuss: The background and methodology of the research project A perfect storm in talent acquisition What business practices are having the most significant impact The critical business issues talent acquisition is addressing Being bold, creative and human-centered Intentional experience design What truly drives competitive advantage Attracting and retaining top talent The importance of authenticity and consistency in EVP and employer branding The role of recruiters as talent advisors Recruiting technology Levels of talent acquisition maturity Listen to this podcast on Apple Podcasts. Fri, 03 Jun 2022 09:01:00 -0000 Human-Centered Talent Acquisition full 441 Matt Alder Janet Mertens, VP of Research at The Josh Bersin Company, talks to Matt Alder Everything is changing very quickly in talent acquisition, and many employers are struggling to keep up with the ever evolving best practices that are driving results. It's a critical moment to get a helicopter view of what talent acquisition strategies are working and the successful attributes of the highest performing recruiting functions. My guest this week is Janet Mertens, VP of Research at The Josh Bersin Company. Her organisation has recently published an independent report on Human-Centered Talent Acquisition which looks at the strategies and tactics successful talent acquisition teams are deploying in these challenging times. In the interview, we discuss: The background and methodology of the research project A perfect storm in talent acquisition What business practices are having the most significant impact The critical business issues talent acquisition is addressing Being bold, creative and human-centered Intentional experience design What truly drives competitive advantage Attracting and retaining top talent The importance of authenticity and consistency in EVP and employer branding The role of recruiters as talent advisors Recruiting technology Levels of talent acquisition maturity Listen to this podcast on Apple Podcasts. Everything is changing very quickly in talent acquisition, and many employers are struggling to keep up with the ever evolving best practices that are driving results. It's a critical moment to get a helicopter view of what talent acquisition strategies are working and the successful attributes of the highest performing recruiting functions.


My guest this week is Janet Mertens, VP of Research at The Josh Bersin Company. Her organisation has recently published an independent report on Human-Centered Talent Acquisition which looks at the strategies and tactics successful talent acquisition teams are deploying in these challenging times.


In the interview, we discuss:


  • The background and methodology of the research project


  • A perfect storm in talent acquisition


  • What business practices are having the most significant impact


  • The critical business issues talent acquisition is addressing


  • Being bold, creative and human-centered


  • Intentional experience design


  • What truly drives competitive advantage


  • Attracting and retaining top talent


  • The importance of authenticity and consistency in EVP and employer branding


  • The role of recruiters as talent advisors


  • Recruiting technology


  • Levels of talent acquisition maturity



Listen to this podcast on Apple Podcasts.

]]> 1802 no Ep 440: Resilience In Talent Acquisition https://www.recruitingfuture.com/ The current challenges talent acquisition teams face are well documented, and on this podcast, we explore the strategies and technologies that TA leaders are using to address them. The one thing we don't talk about enough collectively as an industry is the considerable effects two years of unprecedented pressure and disruption have had on everyone's mental health. While wellness, in general, is a big industry topic, there hasn't been much direct conversation on the importance of self-care and strategies to build resilience for Talent Acquisition leaders and their teams. My guest this week is Ben Gledhill, a Talent Acquisition leader who has done innovative work for several UK based organisations. Ben is one of the talent acquisition community's deep thinkers and, over the last two years, has done a lot of research into the importance of building individual resilience and the role it plays in the effectiveness of talent acquisition strategies. In the interview, we discuss: What it has been like to be a Head of Talent Acquisition during the pandemic Why we need to talk more about mental health Resilience as part of the TA stack Five elements to build resilience Adapting to sudden change Self-compassion and self-care Changing the narrative Purpose and control Forgiveness Is technology a help or a hindrance What does the future look like for talent acquisition? Listen to this podcast on Apple Podcasts. Thu, 02 Jun 2022 10:38:00 -0000 Resilience In Talent Acquisition full 440 Matt Alder Ben Gledhill talks to Matt Alder about mental health and resilience in talent acquisition The current challenges talent acquisition teams face are well documented, and on this podcast, we explore the strategies and technologies that TA leaders are using to address them. The one thing we don't talk about enough collectively as an industry is the considerable effects two years of unprecedented pressure and disruption have had on everyone's mental health. While wellness, in general, is a big industry topic, there hasn't been much direct conversation on the importance of self-care and strategies to build resilience for Talent Acquisition leaders and their teams. My guest this week is Ben Gledhill, a Talent Acquisition leader who has done innovative work for several UK based organisations. Ben is one of the talent acquisition community's deep thinkers and, over the last two years, has done a lot of research into the importance of building individual resilience and the role it plays in the effectiveness of talent acquisition strategies. In the interview, we discuss: What it has been like to be a Head of Talent Acquisition during the pandemic Why we need to talk more about mental health Resilience as part of the TA stack Five elements to build resilience Adapting to sudden change Self-compassion and self-care Changing the narrative Purpose and control Forgiveness Is technology a help or a hindrance What does the future look like for talent acquisition? Listen to this podcast on Apple Podcasts. The current challenges talent acquisition teams face are well documented, and on this podcast, we explore the strategies and technologies that TA leaders are using to address them. The one thing we don't talk about enough collectively as an industry is the considerable effects two years of unprecedented pressure and disruption have had on everyone's mental health.


While wellness, in general, is a big industry topic, there hasn't been much direct conversation on the importance of self-care and strategies to build resilience for Talent Acquisition leaders and their teams.


My guest this week is Ben Gledhill, a Talent Acquisition leader who has done innovative work for several UK based organisations. Ben is one of the talent acquisition community's deep thinkers and, over the last two years, has done a lot of research into the importance of building individual resilience and the role it plays in the effectiveness of talent acquisition strategies.


In the interview, we discuss:


  • What it has been like to be a Head of Talent Acquisition during the pandemic


  • Why we need to talk more about mental health


  • Resilience as part of the TA stack


  • Five elements to build resilience


  • Adapting to sudden change


  • Self-compassion and self-care


  • Changing the narrative


  • Purpose and control


  • Forgiveness


  • Is technology a help or a hindrance


  • What does the future look like for talent acquisition?



Listen to this podcast on Apple Podcasts.

]]> 1599 no Ep 439: UNLEASH, Chad, Cheese and AI https://www.recruitingfuture.com/ Last week I attended my first face to face HR and Recruiting Technology conference for two and half years. UNLEASH America took place in Las Vegas and was an incredible mix of great content and the opportunity to meet the really innovative technology vendors in our space. One of the most interesting keynote sessions was a panel debate on the ethics and legal responsibility for using AI in recruiting. The panel was hosted by my fellow podcasters, Joel Cheesman and Chad Sowash of The Chad & Cheese Podcast, so I caught up with them afterwards on the expo floor to find out more and get their views on the future of the industry. In the interview, we discuss: The return of face to face conferences and events AI and The Equal Employment Opportunity Commission What the future might look like A full transcript will appear here. Listen to this podcast on Apple Podcast Tue, 31 May 2022 21:57:00 -0000 UNLEASH, Chad, Cheese and AI full 439 Matt Alder Chad & Cheese from The Chad & Cheese Podcast talk to Matt Alder live at UNLEASH America Last week I attended my first face to face HR and Recruiting Technology conference for two and half years. UNLEASH America took place in Las Vegas and was an incredible mix of great content and the opportunity to meet the really innovative technology vendors in our space. One of the most interesting keynote sessions was a panel debate on the ethics and legal responsibility for using AI in recruiting. The panel was hosted by my fellow podcasters, Joel Cheesman and Chad Sowash of The Chad & Cheese Podcast, so I caught up with them afterwards on the expo floor to find out more and get their views on the future of the industry. In the interview, we discuss: The return of face to face conferences and events AI and The Equal Employment Opportunity Commission What the future might look like A full transcript will appear here. Listen to this podcast on Apple Podcast Last week I attended my first face to face HR and Recruiting Technology conference for two and half years. UNLEASH America took place in Las Vegas and was an incredible mix of great content and the opportunity to meet the really innovative technology vendors in our space.


One of the most interesting keynote sessions was a panel debate on the ethics and legal responsibility for using AI in recruiting. The panel was hosted by my fellow podcasters, Joel Cheesman and Chad Sowash of The Chad & Cheese Podcast, so I caught up with them afterwards on the expo floor to find out more and get their views on the future of the industry.


In the interview, we discuss:



  • The return of face to face conferences and events


  • AI and The Equal Employment Opportunity Commission


  • What the future might look like



A full transcript will appear here.


Listen to this podcast on Apple Podcast


]]> 1078 no Ep 438: The Power Of Storytelling https://www.recruitingfuture.com/ Effective storytelling is a crucial part of hiring, flowing through recruitment marketing, employer branding, assessment and onboarding but does your organisation have a strategy that sits behind it? Knowing what kind of stories to tell and how and where to tell them is something that brings a considerable competitive advantage. So how can we all get better at telling our stories compellingly and effectively? My go-to storytelling expert is journalist, writer and tech entrepreneur Shane Snow. I'm delighted to welcome him back to the show to do a deep dive into storytelling strategy. In a world of challenging talent markets and virtual hiring processes, this interview is a must listen for everyone. In the interview, we discuss: Why business storytelling is important and what it can achieve The four elements of a great story Storytelling in employer branding and recruiting The three different types of business story Why should people care? How and where do you tell a story? Weaving storytelling into every piece of communication • A full transcript will appear here shortly. Listen to this podcast on Apple Podcasts Thu, 26 May 2022 16:54:07 -0000 The Power Of Storytelling full 438 Matt Alder Shane Snow talks to Matt Alder Effective storytelling is a crucial part of hiring, flowing through recruitment marketing, employer branding, assessment and onboarding but does your organisation have a strategy that sits behind it? Knowing what kind of stories to tell and how and where to tell them is something that brings a considerable competitive advantage. So how can we all get better at telling our stories compellingly and effectively? My go-to storytelling expert is journalist, writer and tech entrepreneur Shane Snow. I'm delighted to welcome him back to the show to do a deep dive into storytelling strategy. In a world of challenging talent markets and virtual hiring processes, this interview is a must listen for everyone. In the interview, we discuss: Why business storytelling is important and what it can achieve The four elements of a great story Storytelling in employer branding and recruiting The three different types of business story Why should people care? How and where do you tell a story? Weaving storytelling into every piece of communication • A full transcript will appear here shortly. Listen to this podcast on Apple Podcasts Effective storytelling is a crucial part of hiring, flowing through recruitment marketing, employer branding, assessment and onboarding but does your organisation have a strategy that sits behind it? Knowing what kind of stories to tell and how and where to tell them is something that brings a considerable competitive advantage. So how can we all get better at telling our stories compellingly and effectively?


My go-to storytelling expert is journalist, writer and tech entrepreneur Shane Snow. I'm delighted to welcome him back to the show to do a deep dive into storytelling strategy. In a world of challenging talent markets and virtual hiring processes, this interview is a must listen for everyone.


In the interview, we discuss:


  • Why business storytelling is important and what it can achieve


  • The four elements of a great story


  • Storytelling in employer branding and recruiting


  • The three different types of business story


  • Why should people care?


  • How and where do you tell a story?


  • Weaving storytelling into every piece of communication •


A full transcript will appear here shortly.


Listen to this podcast on Apple Podcasts


]]> 1949 no Ep 437: Improving Speed & Quality https://www.recruitingfuture.com/ The one theme that has come over very clearly in the conversations I've had with talent acquisition professionals in the last 12 months is the relationship between speed and quality in the hiring process. Speed is currently a competitive advantage which means many employers are focusing intensely on speeding up their hiring process. However, quality of experience and quality of hire are still critical, so how do you speed up talent acquisition and improve quality at the same time. Earlier this year, Mervyn Dinnen and I joined forces with the team at Metaview to work on a piece of research to see if we could answer this question. We spoke to employers who are successfully improving both speed and the quality of the talent acquisition to distil the mindset, strategies and tactics they are using to solve this complex challenge. We recently published the results in a whitepaper, and I'm delighted to welcome Germaine Yokoyama-Heiliger to the show to discuss the findings. Germaine is a People Experience and Operations consultant who was previously Chief People Officer at several high growth tech companies. She was one of the people we interviewed during the research, and she has some very valuable perspectives to share. In the interview, we discuss: The current state of the market and the background to the research Can you increase speed and improve quality at the same time? How difficult is it to overhaul the recruiting process? Being ready to hire and running a great process The importance of talent management Talent intelligence and data Being transparent and legitimate Partnering with leadership Human to human interaction Using technology to understand what works, what doesn't work and what training is needed What does the future look like Download the full report here Listen to this podcast on Apple Podcasts. Mon, 23 May 2022 17:46:30 -0000 Improving Speed & Quality full 437 Matt Alder Germaine Yokoyama-Heiliger talks to Matt Alder The one theme that has come over very clearly in the conversations I've had with talent acquisition professionals in the last 12 months is the relationship between speed and quality in the hiring process. Speed is currently a competitive advantage which means many employers are focusing intensely on speeding up their hiring process. However, quality of experience and quality of hire are still critical, so how do you speed up talent acquisition and improve quality at the same time. Earlier this year, Mervyn Dinnen and I joined forces with the team at Metaview to work on a piece of research to see if we could answer this question. We spoke to employers who are successfully improving both speed and the quality of the talent acquisition to distil the mindset, strategies and tactics they are using to solve this complex challenge. We recently published the results in a whitepaper, and I'm delighted to welcome Germaine Yokoyama-Heiliger to the show to discuss the findings. Germaine is a People Experience and Operations consultant who was previously Chief People Officer at several high growth tech companies. She was one of the people we interviewed during the research, and she has some very valuable perspectives to share. In the interview, we discuss: The current state of the market and the background to the research Can you increase speed and improve quality at the same time? How difficult is it to overhaul the recruiting process? Being ready to hire and running a great process The importance of talent management Talent intelligence and data Being transparent and legitimate Partnering with leadership Human to human interaction Using technology to understand what works, what doesn't work and what training is needed What does the future look like Download the full report here Listen to this podcast on Apple Podcasts. The one theme that has come over very clearly in the conversations I've had with talent acquisition professionals in the last 12 months is the relationship between speed and quality in the hiring process.


Speed is currently a competitive advantage which means many employers are focusing intensely on speeding up their hiring process. However, quality of experience and quality of hire are still critical, so how do you speed up talent acquisition and improve quality at the same time.


Earlier this year, Mervyn Dinnen and I joined forces with the team at Metaview to work on a piece of research to see if we could answer this question. We spoke to employers who are successfully improving both speed and the quality of the talent acquisition to distil the mindset, strategies and tactics they are using to solve this complex challenge.


We recently published the results in a whitepaper, and I'm delighted to welcome Germaine Yokoyama-Heiliger to the show to discuss the findings. Germaine is a People Experience and Operations consultant who was previously Chief People Officer at several high growth tech companies. She was one of the people we interviewed during the research, and she has some very valuable perspectives to share.


In the interview, we discuss:


  • The current state of the market and the background to the research


  • Can you increase speed and improve quality at the same time?


  • How difficult is it to overhaul the recruiting process?


  • Being ready to hire and running a great process


  • The importance of talent management


  • Talent intelligence and data


  • Being transparent and legitimate


  • Partnering with leadership


  • Human to human interaction


  • Using technology to understand what works, what doesn't work and what training is needed


  • What does the future look like



Download the full report here


Listen to this podcast on Apple Podcasts.


]]> 1375 no Ep 436: Diversifying Talent Pools https://www.recruitingfuture.com/ Diversity in hiring is a critical issue for all employers, but many are still struggling with it. So who is doing it well, and how much of a role can recruiting technology play in diversifying talent pools. My guest this week is Shaun Daly, Head of Resourcing at The Open University. Over the last few years, The Open University has been increasing the diversity of its organisation by rethinking how it does hiring, building an inclusive employer brand and deploying point solution technology which helps to enable these strategies. In the interview, we discuss: Recruiting challenges at The Open University Operating with legacy systems Developing a compelling employer brand Anonymous recruiting and diverse interview panels Making the candidate experience more engaging Recruitment marketing automation Online events Talent pool segmentation Future innovations Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly. Fri, 20 May 2022 08:11:00 -0000 Diversifying Talent Pools full 436 Matt Alder Shaun Daly, Head of Resourcing at The Open University, talks to Matt Alder Diversity in hiring is a critical issue for all employers, but many are still struggling with it. So who is doing it well, and how much of a role can recruiting technology play in diversifying talent pools. My guest this week is Shaun Daly, Head of Resourcing at The Open University. Over the last few years, The Open University has been increasing the diversity of its organisation by rethinking how it does hiring, building an inclusive employer brand and deploying point solution technology which helps to enable these strategies. In the interview, we discuss: Recruiting challenges at The Open University Operating with legacy systems Developing a compelling employer brand Anonymous recruiting and diverse interview panels Making the candidate experience more engaging Recruitment marketing automation Online events Talent pool segmentation Future innovations Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly. Diversity in hiring is a critical issue for all employers, but many are still struggling with it. So who is doing it well, and how much of a role can recruiting technology play in diversifying talent pools.


My guest this week is Shaun Daly, Head of Resourcing at The Open University. Over the last few years, The Open University has been increasing the diversity of its organisation by rethinking how it does hiring, building an inclusive employer brand and deploying point solution technology which helps to enable these strategies.


In the interview, we discuss:


  • Recruiting challenges at The Open University


  • Operating with legacy systems


  • Developing a compelling employer brand


  • Anonymous recruiting and diverse interview panels


  • Making the candidate experience more engaging


  • Recruitment marketing automation


  • Online events


  • Talent pool segmentation


  • Future innovations


Listen to this podcast on Apple Podcasts.


A full transcript will appear here shortly.

]]> 1694 no Ep 435: Personalization (Part Two) https://www.recruitingfuture.com/ This is part two of my mini-series on personalization. So to recap, I feel very strongly that personalization is the new Megatrend in Talent Acquisition. Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers. So what is possible, and how are employers dealing with the practicalities of personalization in talent acquisition? A few weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was very insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen. In this second set of interviews from the event (check out Episode 435 if you want to hear the others), you'll hear from Derek Braun, Staffing and Recruiting Manager at GoWireless and Steffanie Chaviano, VP of Talent and Patient Access at Autism Learning Partners. Derek and Steffanie talk us through their experiences of using conversational AI to transform the effectiveness of their recruiting strategies. First up, though, is Adam Godson, Chief Product Officer at Paradox, talking about some of the psychology behind conversational interfaces. These are some of the topics you'll find discussed in this episode: Personalisation at scale The psychological elements of conversation design Using conversation to drive processes Connect with people, not software How technology is affecting recruiter career choices Handling high volumes of applicant flow is an engaging way. The importance of being user friendly for hiring managers What does the future of talent acquisition look like Listen to this podcast on Apple Podcasts Thu, 19 May 2022 21:17:00 -0000 Personalization (Part Two) full 435 Matt Alder Adam Godson, Derek Braun and Steffanie Chaviano talk to Matt Alder This is part two of my mini-series on personalization. So to recap, I feel very strongly that personalization is the new Megatrend in Talent Acquisition. Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers. So what is possible, and how are employers dealing with the practicalities of personalization in talent acquisition? A few weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was very insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen. In this second set of interviews from the event (check out Episode 435 if you want to hear the others), you'll hear from Derek Braun, Staffing and Recruiting Manager at GoWireless and Steffanie Chaviano, VP of Talent and Patient Access at Autism Learning Partners. Derek and Steffanie talk us through their experiences of using conversational AI to transform the effectiveness of their recruiting strategies. First up, though, is Adam Godson, Chief Product Officer at Paradox, talking about some of the psychology behind conversational interfaces. These are some of the topics you'll find discussed in this episode: Personalisation at scale The psychological elements of conversation design Using conversation to drive processes Connect with people, not software How technology is affecting recruiter career choices Handling high volumes of applicant flow is an engaging way. The importance of being user friendly for hiring managers What does the future of talent acquisition look like Listen to this podcast on Apple Podcasts This is part two of my mini-series on personalization. So to recap, I feel very strongly that personalization is the new Megatrend in Talent Acquisition. Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers.


So what is possible, and how are employers dealing with the practicalities of personalization in talent acquisition?


A few weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was very insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen.


In this second set of interviews from the event (check out Episode 435 if you want to hear the others), you'll hear from Derek Braun, Staffing and Recruiting Manager at GoWireless and Steffanie Chaviano, VP of Talent and Patient Access at Autism Learning Partners. Derek and Steffanie talk us through their experiences of using conversational AI to transform the effectiveness of their recruiting strategies. First up, though, is Adam Godson, Chief Product Officer at Paradox, talking about some of the psychology behind conversational interfaces.


These are some of the topics you'll find discussed in this episode:


  • Personalisation at scale


  • The psychological elements of conversation design


  • Using conversation to drive processes


  • Connect with people, not software


  • How technology is affecting recruiter career choices


  • Handling high volumes of applicant flow is an engaging way.


  • The importance of being user friendly for hiring managers


  • What does the future of talent acquisition look like


Listen to this podcast on Apple Podcasts

]]> 1831 no Ep 434: Personalization (Part One) https://www.recruitingfuture.com/ Those of you who have read my book Digital Talent (available wherever you get your books!) will know that I feel very strongly that personalization is the new megatrend in talent acquisition. Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers. Two weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was really insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen. I'll be sharing these interviews over two episodes of the show. Later in this episode, you'll get to hear from Adam Chen, Chief Marketing & Experience Officer at The Amenity Collective, Rachel O'Connell, VP of HR at Great Wolf Lodge and the return to the show of Victor Gaines SVP of Talent Acquisition at Aveanna Healthcare. But first of all, I sat down with the amazing Madeline Laurano, Founder of Aptitude Research, to get her views on the drive towards greater personalization. These are some of the topics you'll find discussed in this episode: How technology is driving personalization Creating experiences through conversation High volume recruiting challenges Significantly reducing time to hire Change management Building a consumer grand candidate experience Using personas to differentiate the employee value proposition The role of technology in personalization Implementing technology The future of talent acquisition Listen to this podcast on Apple Podcasts. Fri, 13 May 2022 11:50:00 -0000 Personalization (Part One) full 434 Matt Alder Adam Chen, Rachel O'Connell, Victor Gains and Madeline Laurano talk to Matt Alder Those of you who have read my book Digital Talent (available wherever you get your books!) will know that I feel very strongly that personalization is the new megatrend in talent acquisition. Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers. Two weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was really insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen. I'll be sharing these interviews over two episodes of the show. Later in this episode, you'll get to hear from Adam Chen, Chief Marketing & Experience Officer at The Amenity Collective, Rachel O'Connell, VP of HR at Great Wolf Lodge and the return to the show of Victor Gaines SVP of Talent Acquisition at Aveanna Healthcare. But first of all, I sat down with the amazing Madeline Laurano, Founder of Aptitude Research, to get her views on the drive towards greater personalization. These are some of the topics you'll find discussed in this episode: How technology is driving personalization Creating experiences through conversation High volume recruiting challenges Significantly reducing time to hire Change management Building a consumer grand candidate experience Using personas to differentiate the employee value proposition The role of technology in personalization Implementing technology The future of talent acquisition Listen to this podcast on Apple Podcasts. Those of you who have read my book Digital Talent (available wherever you get your books!) will know that I feel very strongly that personalization is the new megatrend in talent acquisition.


Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers.


Two weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was really insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen.


I'll be sharing these interviews over two episodes of the show. Later in this episode, you'll get to hear from Adam Chen, Chief Marketing & Experience Officer at The Amenity Collective, Rachel O'Connell, VP of HR at Great Wolf Lodge and the return to the show of Victor Gaines SVP of Talent Acquisition at Aveanna Healthcare.


But first of all, I sat down with the amazing Madeline Laurano, Founder of Aptitude Research, to get her views on the drive towards greater personalization.


These are some of the topics you'll find discussed in this episode:


  • How technology is driving personalization


  • Creating experiences through conversation


  • High volume recruiting challenges


  • Significantly reducing time to hire


  • Change management


  • Building a consumer grand candidate experience


  • Using personas to differentiate the employee value proposition


  • The role of technology in personalization


  • Implementing technology


  • The future of talent acquisition


Listen to this podcast on Apple Podcasts.

]]> 2023 no Ep 433: Global Employer Branding https://www.recruitingfuture.com/ Employer branding has always been important, but it is now absolutely critical to employers if they want to connect, engage and influence in demand talent. Employer branding isn't easy and for larger organisations building a global employer brand is a significant undertaking. So how do you make the business case for employer branding, and how does employer brand activation work amid all of the challenges 2022 poses for employers? My guest this week is Marije van der Togt, Head of Employer Branding at Just Eat Takeaway.com. Marije is highly experienced at building successful employer brands across multiple countries and has a massive amount of valuable insight to share. In the interview, we discuss: Challenges of becoming one company with one story Evolving recruiting challenges How strong consumer brands create challenges for employer brands The importance of culture in candidate choice Why invest in a global employer brand? How employer brand strategy enables the business strategy Storytelling and linking authentic people centric stories to EVP pillars Strategically positioning podcasting as long form content. The role of data and technology Segmentation Advice to other employers on developing a global employer brand What does the future look like? Listen to this podcast on Apple Podcasts. Thu, 12 May 2022 10:47:36 -0000 Global Employer Branding full 433 Matt Alder Marije van der Togt, Head of Employer Branding at Just Eat Takeaway.com, talks to Matt Alder Employer branding has always been important, but it is now absolutely critical to employers if they want to connect, engage and influence in demand talent. Employer branding isn't easy and for larger organisations building a global employer brand is a significant undertaking. So how do you make the business case for employer branding, and how does employer brand activation work amid all of the challenges 2022 poses for employers? My guest this week is Marije van der Togt, Head of Employer Branding at Just Eat Takeaway.com. Marije is highly experienced at building successful employer brands across multiple countries and has a massive amount of valuable insight to share. In the interview, we discuss: Challenges of becoming one company with one story Evolving recruiting challenges How strong consumer brands create challenges for employer brands The importance of culture in candidate choice Why invest in a global employer brand? How employer brand strategy enables the business strategy Storytelling and linking authentic people centric stories to EVP pillars Strategically positioning podcasting as long form content. The role of data and technology Segmentation Advice to other employers on developing a global employer brand What does the future look like? Listen to this podcast on Apple Podcasts. Employer branding has always been important, but it is now absolutely critical to employers if they want to connect, engage and influence in demand talent. Employer branding isn't easy and for larger organisations building a global employer brand is a significant undertaking.


So how do you make the business case for employer branding, and how does employer brand activation work amid all of the challenges 2022 poses for employers?


My guest this week is Marije van der Togt, Head of Employer Branding at Just Eat Takeaway.com. Marije is highly experienced at building successful employer brands across multiple countries and has a massive amount of valuable insight to share.


In the interview, we discuss:


  • Challenges of becoming one company with one story


  • Evolving recruiting challenges


  • How strong consumer brands create challenges for employer brands


  • The importance of culture in candidate choice


  • Why invest in a global employer brand?


  • How employer brand strategy enables the business strategy


  • Storytelling and linking authentic people centric stories to EVP pillars


  • Strategically positioning podcasting as long form content.


  • The role of data and technology


  • Segmentation


  • Advice to other employers on developing a global employer brand


  • What does the future look like?



Listen to this podcast on Apple Podcasts.


]]> 1176 no Round Up April 2022 https://www.recrutingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 425: Building A High Performing Talent Acquisition Team Ep 426: AI Driven Talent Intelligence Ep 427: The Job Board Market Ep 428: Strategies For The Great Resignation Ep 429: Open Hiring Ep 430: Developing People Analytics Ep 431: Talent Density Ep 432: Long Term Trends A full transcript will appear here shortly Listen to this podcast on Apple Podcasts Thu, 05 May 2022 12:53:21 -0000 Round Up April 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during April 2022 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 425: Building A High Performing Talent Acquisition Team Ep 426: AI Driven Talent Intelligence Ep 427: The Job Board Market Ep 428: Strategies For The Great Resignation Ep 429: Open Hiring Ep 430: Developing People Analytics Ep 431: Talent Density Ep 432: Long Term Trends A full transcript will appear here shortly Listen to this podcast on Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 425: Building A High Performing Talent Acquisition Team


Ep 426: AI Driven Talent Intelligence


Ep 427: The Job Board Market


Ep 428: Strategies For The Great Resignation


Ep 429: Open Hiring


Ep 430: Developing People Analytics


Ep 431: Talent Density


Ep 432: Long Term Trends


A full transcript will appear here shortly


Listen to this podcast on Apple Podcasts



]]> 671 no Ep 432: Long Term Trends https://www.recruitingfuture.com/ After over two years of unprecedented disruption, it has become evident that things have changed forever. However, many employers are still attempting to stick with the talent acquisition and employee experience strategies they had before the pandemic.  So what are the dangers of behaving as if nothing has changed, and how should companies now set their strategies for the long term? My guest this week is Amanda Black, Director of Inclusive Search at Good Works Consulting. Amanda has wide-ranging experience in talent acquisition and DE&I and has some expert insights to share on the long term impact of The Great Resignation. In the interview, we discuss: A disrupted talent market Shifts in the employer/employee model Revealing inequalities in the system Permanently changed expectations Long term solutions and The Great Opportunity How successful employers are shifting their employee experience Modelling and demonstrating values Are companies taking DE&I seriously? Listen to this podcast on Apple Podcasts Sat, 30 Apr 2022 17:33:56 -0000 Long Term Trends full 432 Matt Alder Amanda Black, Director of Inclusive Search at Good Works Consulting, talks to Matt Alder After over two years of unprecedented disruption, it has become evident that things have changed forever. However, many employers are still attempting to stick with the talent acquisition and employee experience strategies they had before the pandemic.  So what are the dangers of behaving as if nothing has changed, and how should companies now set their strategies for the long term? My guest this week is Amanda Black, Director of Inclusive Search at Good Works Consulting. Amanda has wide-ranging experience in talent acquisition and DE&I and has some expert insights to share on the long term impact of The Great Resignation. In the interview, we discuss: A disrupted talent market Shifts in the employer/employee model Revealing inequalities in the system Permanently changed expectations Long term solutions and The Great Opportunity How successful employers are shifting their employee experience Modelling and demonstrating values Are companies taking DE&I seriously? Listen to this podcast on Apple Podcasts After over two years of unprecedented disruption, it has become evident that things have changed forever. However, many employers are still attempting to stick with the talent acquisition and employee experience strategies they had before the pandemic. 

So what are the dangers of behaving as if nothing has changed, and how should companies now set their strategies for the long term?


My guest this week is Amanda Black, Director of Inclusive Search at Good Works Consulting. Amanda has wide-ranging experience in talent acquisition and DE&I and has some expert insights to share on the long term impact of The Great Resignation.


In the interview, we discuss:


  • A disrupted talent market


  • Shifts in the employer/employee model


  • Revealing inequalities in the system


  • Permanently changed expectations


  • Long term solutions and The Great Opportunity


  • How successful employers are shifting their employee experience


  • Modelling and demonstrating values


  • Are companies taking DE&I seriously?


Listen to this podcast on Apple Podcasts


]]> 1897 no Ep 431: Talent Density https://www.recruitingfuture.com/ The challenges of 2022 are causing many organisations to think very differently about talent. The employers who are getting it right are looking holistically at talent acquisition, development, retention and attrition to create the opportunity to build a talent dense organisation. So what does this look like in practice, and how can your company get there? My guest this week is Taylor Roa, Director of Talent at Wistia. Wistia is a growing technology company with an incredible culture and a big focus on talent density. They also use video as their superpower to showcase their unique employer brand. In the interview, we discuss: Recruiting challenges at Wistia Meaningful work and culture versus cash and compromise Using video to represent the company culture authentically. Making a competitive advantage of putting people first Becoming a talent dense organisation Why retention is not about trapping people Being a business that it is good to be from How the pandemic has changed work Advice on getting more from video in employer branding A defining decade in the future of work A full transcript will appear here shortly. Listen to this podcast on Apple.  Thu, 28 Apr 2022 05:12:00 -0000 Talent Density full 431 Matt Alder Taylor Roa, Director of Talent at Wistia, talks to Matt Alder The challenges of 2022 are causing many organisations to think very differently about talent. The employers who are getting it right are looking holistically at talent acquisition, development, retention and attrition to create the opportunity to build a talent dense organisation. So what does this look like in practice, and how can your company get there? My guest this week is Taylor Roa, Director of Talent at Wistia. Wistia is a growing technology company with an incredible culture and a big focus on talent density. They also use video as their superpower to showcase their unique employer brand. In the interview, we discuss: Recruiting challenges at Wistia Meaningful work and culture versus cash and compromise Using video to represent the company culture authentically. Making a competitive advantage of putting people first Becoming a talent dense organisation Why retention is not about trapping people Being a business that it is good to be from How the pandemic has changed work Advice on getting more from video in employer branding A defining decade in the future of work A full transcript will appear here shortly. Listen to this podcast on Apple.  The challenges of 2022 are causing many organisations to think very differently about talent. The employers who are getting it right are looking holistically at talent acquisition, development, retention and attrition to create the opportunity to build a talent dense organisation.

So what does this look like in practice, and how can your company get there?


My guest this week is Taylor Roa, Director of Talent at Wistia. Wistia is a growing technology company with an incredible culture and a big focus on talent density. They also use video as their superpower to showcase their unique employer brand.


In the interview, we discuss:


  • Recruiting challenges at Wistia


  • Meaningful work and culture versus cash and compromise


  • Using video to represent the company culture authentically.


  • Making a competitive advantage of putting people first


  • Becoming a talent dense organisation


  • Why retention is not about trapping people


  • Being a business that it is good to be from


  • How the pandemic has changed work


  • Advice on getting more from video in employer branding


  • A defining decade in the future of work


  • A full transcript will appear here shortly.



Listen to this podcast on Apple. 

]]> 1697 no Ep 430: Developing People Analytics https://www.recruitingfuture.com/ With a growing number of use cases, people analytics continues to develop both in sophistication and the amount of value it drives for employers. However, despite the quantum leap in recruiting technology we've seen in the last few years, I still feel that talent acquisition is significantly lagging behind where it should be in terms of data and analytics.  My guest this week is Vic Akosile, an HR Strategy Consultant at Humananalytics. Vic is a highly experienced people analytics specialist. He gives us an excellent overview of what is going on in the space and what talent acquisition leaders need to consider if they want to develop their data and analytics capability. In the interview, we discuss: The evolution of People Analytics Cutting edge use cases Increasing digital interactions mean increasing amounts of data. People Analytics in talent acquisition How to develop more sophistication in People Analytics What trends is technology driving Using sentiment and network analysis to help with retention Where is People Analytics going in the future? Listen to this podcast on Apple Podcasts Fri, 22 Apr 2022 20:17:13 -0000 Developing People Analytics full 430 Matt Alder Vic Akosile, HR Strategy Consultant at Humananalytics, talks to Matt Alder With a growing number of use cases, people analytics continues to develop both in sophistication and the amount of value it drives for employers. However, despite the quantum leap in recruiting technology we've seen in the last few years, I still feel that talent acquisition is significantly lagging behind where it should be in terms of data and analytics.  My guest this week is Vic Akosile, an HR Strategy Consultant at Humananalytics. Vic is a highly experienced people analytics specialist. He gives us an excellent overview of what is going on in the space and what talent acquisition leaders need to consider if they want to develop their data and analytics capability. In the interview, we discuss: The evolution of People Analytics Cutting edge use cases Increasing digital interactions mean increasing amounts of data. People Analytics in talent acquisition How to develop more sophistication in People Analytics What trends is technology driving Using sentiment and network analysis to help with retention Where is People Analytics going in the future? Listen to this podcast on Apple Podcasts With a growing number of use cases, people analytics continues to develop both in sophistication and the amount of value it drives for employers. However, despite the quantum leap in recruiting technology we've seen in the last few years, I still feel that talent acquisition is significantly lagging behind where it should be in terms of data and analytics. 


My guest this week is Vic Akosile, an HR Strategy Consultant at Humananalytics. Vic is a highly experienced people analytics specialist. He gives us an excellent overview of what is going on in the space and what talent acquisition leaders need to consider if they want to develop their data and analytics capability.


In the interview, we discuss:


  • The evolution of People Analytics


  • Cutting edge use cases


  • Increasing digital interactions mean increasing amounts of data.


  • People Analytics in talent acquisition


  • How to develop more sophistication in People Analytics


  • What trends is technology driving


  • Using sentiment and network analysis to help with retention


  • Where is People Analytics going in the future?



Listen to this podcast on Apple Podcasts


]]> 1209 no Ep 429: Open Hiring https://www.recruitingfuture.com/ Some of my favourite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalised groups into the workforce, and I've learnt a lot from talking to employers like Timpson and organisations like The Bridge of Hope. In this episode, we're going to explore what happens when an employer removes all screening, all background checks and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges, and the results? My guest this week is Nykeba King, Global Head of Inclusion at The Body Shop. A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It's a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today's challenging talent markets. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts. Thu, 21 Apr 2022 15:36:27 -0000 Open Hiring full 429 Matt Alder Nykeba King, Global Head of Inclusion at The Body Shop, talks to Matt Alder Some of my favourite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalised groups into the workforce, and I've learnt a lot from talking to employers like Timpson and organisations like The Bridge of Hope. In this episode, we're going to explore what happens when an employer removes all screening, all background checks and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges, and the results? My guest this week is Nykeba King, Global Head of Inclusion at The Body Shop. A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It's a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today's challenging talent markets. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts. Some of my favourite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalised groups into the workforce, and I've learnt a lot from talking to employers like Timpson and organisations like The Bridge of Hope.


In this episode, we're going to explore what happens when an employer removes all screening, all background checks and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges, and the results?


My guest this week is Nykeba King, Global Head of Inclusion at The Body Shop. A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It's a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today's challenging talent markets.


In the interview, we discuss:


  • Recruiting challenges at The Body Shop


  • What is Open Hiring, and how does it work?


  • No background checks, no screening, no education requirements


  • How Open Hiring is helping The Body Shop in the current talent markets


  • Making recruiting more purposeful with "Targeted Recruitment."


  • Replacing scrutiny with trust


  • Removing barriers and removing bias


  • Implementation challenges


  • The danger of second-guessing someone's ability to do a job


  • Wrap-around support to build an inclusive workplace


  • Time to hire, performance and retention


  • What's next for Open Hiring



Listen to this podcast on Apple Podcasts.


]]> 1689 no Ep 428: Strategies For The Great Resignation https://www.recruitingfuture.com/ Whether it's the Great Resignation or the Great Reset, whatever you choose to call it, it is undeniable that employers are currently finding it extremely challenging to attract and retain talent. So which strategies should companies be exploring to improve their odds in such a difficult market?  My guest this week is Christine Wzorek, CEO and Founder of White Label Advisors. Christine is a highly experienced HR leader and has essential advice about building holistic human capital strategies to deal with these incredibly challenging times. In the interview, we discuss: What is driving the Great Resignation? Employer engagement, happiness and fulfilment Adapting to the new reality Why talent acquisition needs to mirror sales Treating candidates in a hospitality orientated way Transparency in reward strategies Scaling L&D with technology Levelling the playing field for diverse talent Gender equality The future of talent acquisition and HR Listen to this podcast on Apple Podcasts. Fri, 15 Apr 2022 12:03:00 -0000 Strategies For The Great Resignation full 428 Matt Alder Christine Wzorek, CEO and Founder of White Label Advisors. talks to Matt Alder Whether it's the Great Resignation or the Great Reset, whatever you choose to call it, it is undeniable that employers are currently finding it extremely challenging to attract and retain talent. So which strategies should companies be exploring to improve their odds in such a difficult market?  My guest this week is Christine Wzorek, CEO and Founder of White Label Advisors. Christine is a highly experienced HR leader and has essential advice about building holistic human capital strategies to deal with these incredibly challenging times. In the interview, we discuss: What is driving the Great Resignation? Employer engagement, happiness and fulfilment Adapting to the new reality Why talent acquisition needs to mirror sales Treating candidates in a hospitality orientated way Transparency in reward strategies Scaling L&D with technology Levelling the playing field for diverse talent Gender equality The future of talent acquisition and HR Listen to this podcast on Apple Podcasts. Whether it's the Great Resignation or the Great Reset, whatever you choose to call it, it is undeniable that employers are currently finding it extremely challenging to attract and retain talent.

So which strategies should companies be exploring to improve their odds in such a difficult market? 


My guest this week is Christine Wzorek, CEO and Founder of White Label Advisors. Christine is a highly experienced HR leader and has essential advice about building holistic human capital strategies to deal with these incredibly challenging times.


In the interview, we discuss:


  • What is driving the Great Resignation?


  • Employer engagement, happiness and fulfilment


  • Adapting to the new reality


  • Why talent acquisition needs to mirror sales


  • Treating candidates in a hospitality orientated way


  • Transparency in reward strategies


  • Scaling L&D with technology


  • Levelling the playing field for diverse talent


  • Gender equality


  • The future of talent acquisition and HR


Listen to this podcast on Apple Podcasts.

]]> 1488 no Ep 427: The Job Board Market https://www.recruitingfuture.com/ I've been a keen follower of the Job Board market for several decades. It's been a market that has often been very slow to evolve, but the pace of innovation has increased considerably over the last few years. So what effect has the pandemic had on the job board industry, and what is its likely future direction? My guest this week is Steven Rothberg, Founder and Chief Visionary Officer of College Recruiter. Steven has been in the job board industry since it started, and I could think of no better person to give us an update on the current state of the market.  How have job boards evolved over time The programmatic revolution Recruiting marketing budget consolidation How has the pandemic changed things for job boards Why do job boards need to reduce the friction they are causing in the candidate journey. Market consolidation What is the future of job boards? Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly. Wed, 13 Apr 2022 18:18:00 -0000 The Job Board Market full 427 Matt Alder Steven Rothberg, Founder and Chief Visionary Officer of College Recruiter, talks to Matt Alder I've been a keen follower of the Job Board market for several decades. It's been a market that has often been very slow to evolve, but the pace of innovation has increased considerably over the last few years. So what effect has the pandemic had on the job board industry, and what is its likely future direction? My guest this week is Steven Rothberg, Founder and Chief Visionary Officer of College Recruiter. Steven has been in the job board industry since it started, and I could think of no better person to give us an update on the current state of the market.  How have job boards evolved over time The programmatic revolution Recruiting marketing budget consolidation How has the pandemic changed things for job boards Why do job boards need to reduce the friction they are causing in the candidate journey. Market consolidation What is the future of job boards? Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly. I've been a keen follower of the Job Board market for several decades. It's been a market that has often been very slow to evolve, but the pace of innovation has increased considerably over the last few years. So what effect has the pandemic had on the job board industry, and what is its likely future direction?


My guest this week is Steven Rothberg, Founder and Chief Visionary Officer of College Recruiter. Steven has been in the job board industry since it started, and I could think of no better person to give us an update on the current state of the market. 


  • How have job boards evolved over time


  • The programmatic revolution


  • Recruiting marketing budget consolidation


  • How has the pandemic changed things for job boards


  • Why do job boards need to reduce the friction they are causing in the candidate journey.


  • Market consolidation


  • What is the future of job boards?


Listen to this podcast on Apple Podcasts.


A full transcript will appear here shortly.

]]> 2360 no Ep 426: AI Driven Talent Intelligence https://www.recruitingfuture.com/ Expanding candidate pools, speeding up the recruiting process and diversity hiring are all key talent acquisition challenges in 2022. While technology is never a magic fix everything solution, it is becoming evident that as AI becomes more sophisticated, it can offer employers some of the tools needed to meet these challenges. So what are the latest use cases for AI in talent acquisition, and how is it driving skills based decision making? My guest this week is Andrea Shiah, Head of Talent Strategy and Transformation at Eightfold. Andrea was formerly Global Head of Talent Acquisition at American Express and has some unique insights into the development of AI in recruiting. In the interview, we discuss: What it takes to be successful in the current recruiting landscape Modernising talent acquisition Speeding up recruiting using skills intelligence and automation The danger of leaving the strongest candidates on the table Using adjacent skills to broaden candidate pools DE&I and skills based decision making Find out more about eightfold's Cultivate event here Listen to this podcast on Apple Podcasts. Sat, 09 Apr 2022 14:46:00 -0000 AI Driven Talent Intelligence full 426 Matt Alder Andrea Shiah, Head of Talent Strategy and Transformation at Eightfold, talks to Matt Alder Expanding candidate pools, speeding up the recruiting process and diversity hiring are all key talent acquisition challenges in 2022. While technology is never a magic fix everything solution, it is becoming evident that as AI becomes more sophisticated, it can offer employers some of the tools needed to meet these challenges. So what are the latest use cases for AI in talent acquisition, and how is it driving skills based decision making? My guest this week is Andrea Shiah, Head of Talent Strategy and Transformation at Eightfold. Andrea was formerly Global Head of Talent Acquisition at American Express and has some unique insights into the development of AI in recruiting. In the interview, we discuss: What it takes to be successful in the current recruiting landscape Modernising talent acquisition Speeding up recruiting using skills intelligence and automation The danger of leaving the strongest candidates on the table Using adjacent skills to broaden candidate pools DE&I and skills based decision making Find out more about eightfold's Cultivate event here Listen to this podcast on Apple Podcasts. Expanding candidate pools, speeding up the recruiting process and diversity hiring are all key talent acquisition challenges in 2022. While technology is never a magic fix everything solution, it is becoming evident that as AI becomes more sophisticated, it can offer employers some of the tools needed to meet these challenges.


So what are the latest use cases for AI in talent acquisition, and how is it driving skills based decision making?


My guest this week is Andrea Shiah, Head of Talent Strategy and Transformation at Eightfold. Andrea was formerly Global Head of Talent Acquisition at American Express and has some unique insights into the development of AI in recruiting.


In the interview, we discuss:


  • What it takes to be successful in the current recruiting landscape


  • Modernising talent acquisition


  • Speeding up recruiting using skills intelligence and automation


  • The danger of leaving the strongest candidates on the table


  • Using adjacent skills to broaden candidate pools


  • DE&I and skills based decision making


Find out more about eightfold's Cultivate event here


Listen to this podcast on Apple Podcasts.

]]> 1521 no Ep 425: Building A High Performing Talent Acquisition Team https://www.recruitingfuture.com/ I know that many TA Leaders who listen to the podcast are currently scaling or rebuilding their talent acquisition teams. Market challenges and rapid advancements in the sophistication and availability of technology have changed the game for talent acquisition in the last 24 months. So how do you structure and scale a high performing talent acquisition team to meet the needs of 2022? My guest this week is Alison Kaizer, Head of Talent at Lunchbox. Alison is currently scaling a talent acquisition team in a highly challenging market sector and has some practical insights on tech stacks, team structure, metrics and competitive advantage. In the interview, we discuss: The difference between a good TA team and a world-class TA team The current market for tech talent Communicating culture in a remote process Putting technology at the centre and building a scaleable tech stack How to find, assess and structure a TA team What are the metrics that matter? Using mission and culture to drive competitive advantage What's next for talent acquisition? Listen to this podcast on Apple Podcasts. Fri, 08 Apr 2022 16:07:00 -0000 Building A High Performing Talent Acquisition Team full 425 Matt Alder Alison Kaizer, Head of Talent at Lunchbox, talks to Matt Alder I know that many TA Leaders who listen to the podcast are currently scaling or rebuilding their talent acquisition teams. Market challenges and rapid advancements in the sophistication and availability of technology have changed the game for talent acquisition in the last 24 months. So how do you structure and scale a high performing talent acquisition team to meet the needs of 2022? My guest this week is Alison Kaizer, Head of Talent at Lunchbox. Alison is currently scaling a talent acquisition team in a highly challenging market sector and has some practical insights on tech stacks, team structure, metrics and competitive advantage. In the interview, we discuss: The difference between a good TA team and a world-class TA team The current market for tech talent Communicating culture in a remote process Putting technology at the centre and building a scaleable tech stack How to find, assess and structure a TA team What are the metrics that matter? Using mission and culture to drive competitive advantage What's next for talent acquisition? Listen to this podcast on Apple Podcasts. I know that many TA Leaders who listen to the podcast are currently scaling or rebuilding their talent acquisition teams. Market challenges and rapid advancements in the sophistication and availability of technology have changed the game for talent acquisition in the last 24 months. So how do you structure and scale a high performing talent acquisition team to meet the needs of 2022?


My guest this week is Alison Kaizer, Head of Talent at Lunchbox. Alison is currently scaling a talent acquisition team in a highly challenging market sector and has some practical insights on tech stacks, team structure, metrics and competitive advantage.


In the interview, we discuss:


  • The difference between a good TA team and a world-class TA team


  • The current market for tech talent


  • Communicating culture in a remote process


  • Putting technology at the centre and building a scaleable tech stack


  • How to find, assess and structure a TA team


  • What are the metrics that matter?


  • Using mission and culture to drive competitive advantage


  • What's next for talent acquisition?


Listen to this podcast on Apple Podcasts.

]]> 1518 no Round Up March 2022 https://www.recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 415: LinkedIn & Career Breaks Ep 416: Asynchronous Working Ep 417: Optimizing The Recruiting Process Ep 418: A Mindful Return Ep 419: Speeding Up Hiring Ep 420: The Project Economy Ep 421: The Purpose Gap Ep 422: Digital Talent Ep 423: Perfecting The Candidate Experience Listen to this podcast in Apple Podcasts Thu, 07 Apr 2022 22:01:22 -0000 Round Up March 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during March 2022 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 415: LinkedIn & Career Breaks Ep 416: Asynchronous Working Ep 417: Optimizing The Recruiting Process Ep 418: A Mindful Return Ep 419: Speeding Up Hiring Ep 420: The Project Economy Ep 421: The Purpose Gap Ep 422: Digital Talent Ep 423: Perfecting The Candidate Experience Listen to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 415: LinkedIn & Career Breaks


Ep 416: Asynchronous Working


Ep 417: Optimizing The Recruiting Process


Ep 418: A Mindful Return


Ep 419: Speeding Up Hiring


Ep 420: The Project Economy


Ep 421: The Purpose Gap


Ep 422: Digital Talent


Ep 423: Perfecting The Candidate Experience


Listen to this podcast in Apple Podcasts



]]> 749 no Ep 424: The Future Of Work https://www.recruitingfuture.com/ It's now an obvious thing to say that the pandemic has created an inflection point in the future of work. However, understanding which of the current trends we are seeing will become the long term trends that shape this future is a challenge, particularly when demographics and technology also have a big part to play.  To help me make sense of all of this and give us a professional opinion on how things might develop, my guest this week is Katy Tynan, Principal Analyst at Forrester. Katy specialises in both the employee experience and the future of work and has a vast amount of expert insight to share. In the interview, we discuss: The current state of talent markets Demographic shifts The working from anywhere trend Breaking down generational stereotypes Designing culture and working practices around employees and customers The importance of listening Values What does the career of the future look like The technology ecosystem The importance of collaboration  Managing uncertainty What can we expect in the near term future? Follow this podcast on Apple Podcasts. Fri, 01 Apr 2022 12:00:00 -0000 The Future Of Work full 424 Matt Alder Katy Tynan, Principal Analyst at Forrester, talks to Matt Alder It's now an obvious thing to say that the pandemic has created an inflection point in the future of work. However, understanding which of the current trends we are seeing will become the long term trends that shape this future is a challenge, particularly when demographics and technology also have a big part to play.  To help me make sense of all of this and give us a professional opinion on how things might develop, my guest this week is Katy Tynan, Principal Analyst at Forrester. Katy specialises in both the employee experience and the future of work and has a vast amount of expert insight to share. In the interview, we discuss: The current state of talent markets Demographic shifts The working from anywhere trend Breaking down generational stereotypes Designing culture and working practices around employees and customers The importance of listening Values What does the career of the future look like The technology ecosystem The importance of collaboration  Managing uncertainty What can we expect in the near term future? Follow this podcast on Apple Podcasts. It's now an obvious thing to say that the pandemic has created an inflection point in the future of work. However, understanding which of the current trends we are seeing will become the long term trends that shape this future is a challenge, particularly when demographics and technology also have a big part to play. 


To help me make sense of all of this and give us a professional opinion on how things might develop, my guest this week is Katy Tynan, Principal Analyst at Forrester. Katy specialises in both the employee experience and the future of work and has a vast amount of expert insight to share.


In the interview, we discuss:


  • The current state of talent markets


  • Demographic shifts


  • The working from anywhere trend


  • Breaking down generational stereotypes


  • Designing culture and working practices around employees and customers


  • The importance of listening


  • Values


  • What does the career of the future look like


  • The technology ecosystem


  • The importance of collaboration 


  • Managing uncertainty


  • What can we expect in the near term future?



Follow this podcast on Apple Podcasts.

]]> 1804 no Ep 423: Perfecting The Candidate Experience https://www.recruitingfuture.com/ Delivering a high-quality candidate experience isn't easy, but it has arguably never been more critical with the recruiting challenges employers are now experiencing. Over all the years that candidate experience has been an industry talking point, what has become clear to me is that it is fundamentally a strategic rather than a tactical issue. My guest this week is Carlos Fernandez, Director of Talent Acquisition at Houston Methodist. Houston Methodist puts innovation at the heart of its corporate strategy, and its approach to candidate experience reflects this.  In the interview, we discuss: Recruiting challenges in the healthcare sector The quality of candidate care mirroring the quality of patient care Standing out as an employer. Candidate experience strategy The "Know Me Experience" and voice of the customer research The role of technology Virtual chat, candidate capture and auto-scheduling Using technology to connect candidates with humans quickly Change management The future of talent acquisition Follow this podcast on Apple Podcasts. Thu, 31 Mar 2022 21:10:00 -0000 Perfecting The Candidate Experience full 423 Matt Alder Carlos Fernandez, Director of Talent Acquisition at Houston Methodist, talks to Matt Alder Delivering a high-quality candidate experience isn't easy, but it has arguably never been more critical with the recruiting challenges employers are now experiencing. Over all the years that candidate experience has been an industry talking point, what has become clear to me is that it is fundamentally a strategic rather than a tactical issue. My guest this week is Carlos Fernandez, Director of Talent Acquisition at Houston Methodist. Houston Methodist puts innovation at the heart of its corporate strategy, and its approach to candidate experience reflects this.  In the interview, we discuss: Recruiting challenges in the healthcare sector The quality of candidate care mirroring the quality of patient care Standing out as an employer. Candidate experience strategy The "Know Me Experience" and voice of the customer research The role of technology Virtual chat, candidate capture and auto-scheduling Using technology to connect candidates with humans quickly Change management The future of talent acquisition Follow this podcast on Apple Podcasts. Delivering a high-quality candidate experience isn't easy, but it has arguably never been more critical with the recruiting challenges employers are now experiencing. Over all the years that candidate experience has been an industry talking point, what has become clear to me is that it is fundamentally a strategic rather than a tactical issue.


My guest this week is Carlos Fernandez, Director of Talent Acquisition at Houston Methodist. Houston Methodist puts innovation at the heart of its corporate strategy, and its approach to candidate experience reflects this. 


In the interview, we discuss:


  • Recruiting challenges in the healthcare sector


  • The quality of candidate care mirroring the quality of patient care


  • Standing out as an employer.


  • Candidate experience strategy


  • The "Know Me Experience" and voice of the customer research


  • The role of technology


  • Virtual chat, candidate capture and auto-scheduling


  • Using technology to connect candidates with humans quickly


  • Change management


  • The future of talent acquisition


Follow this podcast on Apple Podcasts.

]]> 1431 no Ep 422: Digital Talent https://www.recruitingfuture.com/ So today is the international publication date for Digital Talent, the book I've spent the last couple of years writing with Mervyn Dinnen. We're incredibly excited that everyone can finally get to read it and wanted to record a special show to discuss the themes and some of the significant learnings from our research. In a disrupted and technology-enabled world of work, the ability to attract, recruit and retain people with digital skills can be the difference between business success and business failure. Our book explores how employers can do this successfully. I am absolutely delighted that Trish McFarlane, host of the legendary HR Happy Hour podcast, has agreed to be our guest host and interview Mervyn and me for this episode. Enjoy the conversation! In the interview, we discuss: Why we wrote Digital Talent How digital skills are critical to a company's success Speed, quality and humanity in Talent Acquisition Personalizing talent experience Aspiration vs Reality Hybrid, remote and talent intelligence Work Tech trends What are cutting edge employers doing to attract digital talent Total talent thinking Listen to this podcast in Apple Podcasts. Tue, 29 Mar 2022 10:23:00 -0000 Digital Talent full 422 Matt Alder Trish McFarlane from HR Happy Hour talks to Matt Alder and Mervyn Dinnen about their book Digital Talent. So today is the international publication date for Digital Talent, the book I've spent the last couple of years writing with Mervyn Dinnen. We're incredibly excited that everyone can finally get to read it and wanted to record a special show to discuss the themes and some of the significant learnings from our research. In a disrupted and technology-enabled world of work, the ability to attract, recruit and retain people with digital skills can be the difference between business success and business failure. Our book explores how employers can do this successfully. I am absolutely delighted that Trish McFarlane, host of the legendary HR Happy Hour podcast, has agreed to be our guest host and interview Mervyn and me for this episode. Enjoy the conversation! In the interview, we discuss: Why we wrote Digital Talent How digital skills are critical to a company's success Speed, quality and humanity in Talent Acquisition Personalizing talent experience Aspiration vs Reality Hybrid, remote and talent intelligence Work Tech trends What are cutting edge employers doing to attract digital talent Total talent thinking Listen to this podcast in Apple Podcasts. So today is the international publication date for Digital Talent, the book I've spent the last couple of years writing with Mervyn Dinnen. We're incredibly excited that everyone can finally get to read it and wanted to record a special show to discuss the themes and some of the significant learnings from our research. In a disrupted and technology-enabled world of work, the ability to attract, recruit and retain people with digital skills can be the difference between business success and business failure. Our book explores how employers can do this successfully.


I am absolutely delighted that Trish McFarlane, host of the legendary HR Happy Hour podcast, has agreed to be our guest host and interview Mervyn and me for this episode. Enjoy the conversation!


In the interview, we discuss:


  • Why we wrote Digital Talent


  • How digital skills are critical to a company's success


  • Speed, quality and humanity in Talent Acquisition


  • Personalizing talent experience


  • Aspiration vs Reality


  • Hybrid, remote and talent intelligence


  • Work Tech trends


  • What are cutting edge employers doing to attract digital talent


  • Total talent thinking



Listen to this podcast in Apple Podcasts.

]]> 2608 no Ep 421: The Purpose Gap https://www.recruitingfuture.com/ As we all know, recruiting and retention are tough at the moment, and employers need to work harder than ever to acquire and keep the talent they need. Purpose is often talked about as a critical differentiator in employer branding, but what does that actually mean in practical terms? New research from Cognizant has revealed just how important purpose is at work and has also highlighted a growing disconnect between employers and younger workers. So what does purpose mean for Gen Z employees, and what should employers be doing to close the purpose gap. I'm joined this week by Eduardo Plastino, Director of The Cognizant Center for the Future of Work, to talk through the research and explore its implications. In the interview, we discuss: Defining the purpose gap The increasing leverage of employees Understanding what is important to the Gen Z workforce Scepticism around employers' messaging on critical issues such as climate change and DE&I Shared values Implications for employers How to fix the purpose gap Aligning external employer brand communication with internal reality Advice to talent acquisition teams on how brand, marketing and recruiting process can demonstrate an employer is a great place to work. Listen to this podcast in Apple Podcasts. Sat, 26 Mar 2022 23:22:00 -0000 The Purpose Gap full 421 Matt Alder Eduardo Plastino, Director of The Cognizant Center for the Future of Work, talks to Matt Alder As we all know, recruiting and retention are tough at the moment, and employers need to work harder than ever to acquire and keep the talent they need. Purpose is often talked about as a critical differentiator in employer branding, but what does that actually mean in practical terms? New research from Cognizant has revealed just how important purpose is at work and has also highlighted a growing disconnect between employers and younger workers. So what does purpose mean for Gen Z employees, and what should employers be doing to close the purpose gap. I'm joined this week by Eduardo Plastino, Director of The Cognizant Center for the Future of Work, to talk through the research and explore its implications. In the interview, we discuss: Defining the purpose gap The increasing leverage of employees Understanding what is important to the Gen Z workforce Scepticism around employers' messaging on critical issues such as climate change and DE&I Shared values Implications for employers How to fix the purpose gap Aligning external employer brand communication with internal reality Advice to talent acquisition teams on how brand, marketing and recruiting process can demonstrate an employer is a great place to work. Listen to this podcast in Apple Podcasts. As we all know, recruiting and retention are tough at the moment, and employers need to work harder than ever to acquire and keep the talent they need. Purpose is often talked about as a critical differentiator in employer branding, but what does that actually mean in practical terms?


New research from Cognizant has revealed just how important purpose is at work and has also highlighted a growing disconnect between employers and younger workers.


So what does purpose mean for Gen Z employees, and what should employers be doing to close the purpose gap. I'm joined this week by Eduardo Plastino, Director of The Cognizant Center for the Future of Work, to talk through the research and explore its implications.


In the interview, we discuss:


  • Defining the purpose gap


  • The increasing leverage of employees


  • Understanding what is important to the Gen Z workforce


  • Scepticism around employers' messaging on critical issues such as climate change and DE&I


  • Shared values


  • Implications for employers


  • How to fix the purpose gap


  • Aligning external employer brand communication with internal reality


  • Advice to talent acquisition teams on how brand, marketing and recruiting process can demonstrate an employer is a great place to work.



Listen to this podcast in Apple Podcasts.

]]> 1388 no Ep 420: The Project Economy https://www.recruitingfuture.com/ The world of work has changed in many ways, and one fascinating area is the adoption of a more agile approach to talent. Project-based contracting is on the rise employers work to ensure they have the right skills at the right time in rapidly changing business environments. So what mindset do employers need to adopt to be successful in the project economy, and what are the implications on the career paths of knowledge workers. My guest this week is Kate Duchene, CEO at RGP, a human capital company redefining how professionals work in more flexible and collaborative ways. Kate is at the cutting edge of the project economy and has some very valuable insights and experiences to share. In the interview, we discuss: What is the Project Economy? The drive towards agility and mobility Renting or borrowing talent Run this place vs change this place Thinking differently about careers The importance of choice Skills development in portfolio careers From command and control to learning, listening and empathy Culture, productivity and performance The role of technology A future of increased flexibility Listen to this podcast in Apple Podcasts. Wed, 23 Mar 2022 21:39:00 -0000 The Project Economy full 420 Matt Alder Kate Duchene, CEO at RGP, talks to Matt Alder The world of work has changed in many ways, and one fascinating area is the adoption of a more agile approach to talent. Project-based contracting is on the rise employers work to ensure they have the right skills at the right time in rapidly changing business environments. So what mindset do employers need to adopt to be successful in the project economy, and what are the implications on the career paths of knowledge workers. My guest this week is Kate Duchene, CEO at RGP, a human capital company redefining how professionals work in more flexible and collaborative ways. Kate is at the cutting edge of the project economy and has some very valuable insights and experiences to share. In the interview, we discuss: What is the Project Economy? The drive towards agility and mobility Renting or borrowing talent Run this place vs change this place Thinking differently about careers The importance of choice Skills development in portfolio careers From command and control to learning, listening and empathy Culture, productivity and performance The role of technology A future of increased flexibility Listen to this podcast in Apple Podcasts. The world of work has changed in many ways, and one fascinating area is the adoption of a more agile approach to talent. Project-based contracting is on the rise employers work to ensure they have the right skills at the right time in rapidly changing business environments.


So what mindset do employers need to adopt to be successful in the project economy, and what are the implications on the career paths of knowledge workers.


My guest this week is Kate Duchene, CEO at RGP, a human capital company redefining how professionals work in more flexible and collaborative ways. Kate is at the cutting edge of the project economy and has some very valuable insights and experiences to share.


In the interview, we discuss:


  • What is the Project Economy?


  • The drive towards agility and mobility


  • Renting or borrowing talent


  • Run this place vs change this place


  • Thinking differently about careers


  • The importance of choice


  • Skills development in portfolio careers


  • From command and control to learning, listening and empathy


  • Culture, productivity and performance


  • The role of technology


  • A future of increased flexibility



Listen to this podcast in Apple Podcasts.

]]> 1356 no Ep 419: Speeding Up Hiring https://www.recruitingfuture.com/ Perhaps the hottest topic of 2022 so far is how employers can speed up recruiting while simultaneously maintaining or improving the quality of process and quality of hire. It's something that I'll be getting a lot of different perspectives on in the coming weeks, as I know it is a crucial challenge for many of you. My guest this week is Shannon Russo, CEO and Founder of RPO firm Kinetix. Shannon's organisation is working with many employers to help them speed up hiring, and she has a tremendous amount of expertise and experience to share. In the interview, we discuss: Challenges in the market Why speed has never been more important Speeding up hiring and improving quality Same day offers Finding talent Reaching back out to existing candidate databases. How are companies standing out Recruiting Technology The role of RPO in 2022 What does the future of recruiting look like Listen to this podcast in Apple Podcasts. Sat, 19 Mar 2022 12:00:00 -0000 Speeding Up Hiring full 419 Matt Alder Shannon Russo, CEO and Founder of Kinetix, talks to Matt Alder Perhaps the hottest topic of 2022 so far is how employers can speed up recruiting while simultaneously maintaining or improving the quality of process and quality of hire. It's something that I'll be getting a lot of different perspectives on in the coming weeks, as I know it is a crucial challenge for many of you. My guest this week is Shannon Russo, CEO and Founder of RPO firm Kinetix. Shannon's organisation is working with many employers to help them speed up hiring, and she has a tremendous amount of expertise and experience to share. In the interview, we discuss: Challenges in the market Why speed has never been more important Speeding up hiring and improving quality Same day offers Finding talent Reaching back out to existing candidate databases. How are companies standing out Recruiting Technology The role of RPO in 2022 What does the future of recruiting look like Listen to this podcast in Apple Podcasts. Perhaps the hottest topic of 2022 so far is how employers can speed up recruiting while simultaneously maintaining or improving the quality of process and quality of hire. It's something that I'll be getting a lot of different perspectives on in the coming weeks, as I know it is a crucial challenge for many of you.


My guest this week is Shannon Russo, CEO and Founder of RPO firm Kinetix. Shannon's organisation is working with many employers to help them speed up hiring, and she has a tremendous amount of expertise and experience to share.


In the interview, we discuss:


  • Challenges in the market


  • Why speed has never been more important


  • Speeding up hiring and improving quality


  • Same day offers


  • Finding talent


  • Reaching back out to existing candidate databases.


  • How are companies standing out


  • Recruiting Technology


  • The role of RPO in 2022


  • What does the future of recruiting look like



Listen to this podcast in Apple Podcasts.


]]> 1336 no Ep 418: A Mindful Return https://www.recruitingfuture.com/ For many people who take parental leave, returning to work can be a very challenging time where they are not getting the support they need from their employer. So what should employers be doing to support new parents, particularly when talent retention is such a big issue? My guest this week is Lori Mihalich-Levin, founder of Mindful Return. Mindful Return is an organisation focused on helping parents and employers manage effective transitions back into the workplace, and Lori has some valuable insights to share. In the interview, we discuss: The common issues and difficulties for parents returning to work after parental leave The dangers of managers making assumptions What are employers getting wrong The importance of dialogue Making the transition an intentional and thoughtful process A mindful mindset, logistics, leadership and community Skills Culture, belonging and retention What are the best employers doing What does the future of flexible working look like? Listen to this podcast Apple Podcasts Thu, 17 Mar 2022 12:29:21 -0000 A Mindful Return full 418 Matt Alder Lori Mihalich-Levin, founder of Mindful Return, talks to Matt Alder For many people who take parental leave, returning to work can be a very challenging time where they are not getting the support they need from their employer. So what should employers be doing to support new parents, particularly when talent retention is such a big issue? My guest this week is Lori Mihalich-Levin, founder of Mindful Return. Mindful Return is an organisation focused on helping parents and employers manage effective transitions back into the workplace, and Lori has some valuable insights to share. In the interview, we discuss: The common issues and difficulties for parents returning to work after parental leave The dangers of managers making assumptions What are employers getting wrong The importance of dialogue Making the transition an intentional and thoughtful process A mindful mindset, logistics, leadership and community Skills Culture, belonging and retention What are the best employers doing What does the future of flexible working look like? Listen to this podcast Apple Podcasts For many people who take parental leave, returning to work can be a very challenging time where they are not getting the support they need from their employer. So what should employers be doing to support new parents, particularly when talent retention is such a big issue?


My guest this week is Lori Mihalich-Levin, founder of Mindful Return. Mindful Return is an organisation focused on helping parents and employers manage effective transitions back into the workplace, and Lori has some valuable insights to share.


In the interview, we discuss:


  • The common issues and difficulties for parents returning to work after parental leave


  • The dangers of managers making assumptions


  • What are employers getting wrong


  • The importance of dialogue


  • Making the transition an intentional and thoughtful process


  • A mindful mindset, logistics, leadership and community


  • Skills


  • Culture, belonging and retention


  • What are the best employers doing


  • What does the future of flexible working look like?



Listen to this podcast Apple Podcasts


]]> 1259 no Ep 417: Optimizing The Recruiting Process https://www.recruitingfuture.com/ With so many challenges in talent acquisition, process improvement and optimization are a constant theme as employers attempt to speed up their processes. But how do you speed up recruiting while protecting the integrity of quality of hire and DE&I? My guest this week is Erin Crask, Director Solutions Architects at SHL. Erin and her team use science and data to help enhance people strategies, and she has a tremendous amount of experience helping companies to streamline their external and internal recruiting processes. In the interview, we discuss: Current challenges in recruiting The danger of reactive decision making The dangers of scaling back assessment to speed up recruiting Making evidence based changes to processes Protecting the quality of hire while also shortening the selection timeline Using automation to provide feedback for all applicants Defending the integrity of the process with internal stakeholders Measuring the right things The critical elements of a high quality candidate experience Asynchronous processes to empower candidates Automation trends What does best in class internal mobility look like Listen to this podcast in Apple Podcasts. Thu, 10 Mar 2022 12:47:00 -0000 Optimizing The Recruiting Process full 417 Matt Alder Erin Crask, Director Solutions Architects at SHL talks to Matt Alder With so many challenges in talent acquisition, process improvement and optimization are a constant theme as employers attempt to speed up their processes. But how do you speed up recruiting while protecting the integrity of quality of hire and DE&I? My guest this week is Erin Crask, Director Solutions Architects at SHL. Erin and her team use science and data to help enhance people strategies, and she has a tremendous amount of experience helping companies to streamline their external and internal recruiting processes. In the interview, we discuss: Current challenges in recruiting The danger of reactive decision making The dangers of scaling back assessment to speed up recruiting Making evidence based changes to processes Protecting the quality of hire while also shortening the selection timeline Using automation to provide feedback for all applicants Defending the integrity of the process with internal stakeholders Measuring the right things The critical elements of a high quality candidate experience Asynchronous processes to empower candidates Automation trends What does best in class internal mobility look like Listen to this podcast in Apple Podcasts. With so many challenges in talent acquisition, process improvement and optimization are a constant theme as employers attempt to speed up their processes. But how do you speed up recruiting while protecting the integrity of quality of hire and DE&I?


My guest this week is Erin Crask, Director Solutions Architects at SHL. Erin and her team use science and data to help enhance people strategies, and she has a tremendous amount of experience helping companies to streamline their external and internal recruiting processes.


In the interview, we discuss:


  • Current challenges in recruiting


  • The danger of reactive decision making


  • The dangers of scaling back assessment to speed up recruiting


  • Making evidence based changes to processes


  • Protecting the quality of hire while also shortening the selection timeline


  • Using automation to provide feedback for all applicants


  • Defending the integrity of the process with internal stakeholders


  • Measuring the right things


  • The critical elements of a high quality candidate experience


  • Asynchronous processes to empower candidates


  • Automation trends


  • What does best in class internal mobility look like



Listen to this podcast in Apple Podcasts.


]]> 1839 no Ep 416: Asynchronous Working https://www.recruitingfuture.com/ For many people, remote working now feels like business as usual; however, most employers still haven't evolved their working practices to embrace its advantages.  Adopting an asynchronous model or work has been something that remote-first companies have been doing for years, and there are proven benefits in terms of both productivity and wellbeing. So what are the strategic differences between synchronous and asynchronous, how does leadership work in an asynchronous model, and what steps should employers be taking to adapt to different ways of working in a remote world of work.  My guest this week is Liam Martin, founder of a remote-first company with people in 43 different countries and no office. He is a thought leader on asynchronous work and co-organizer of Running Remote, the world's largest conference on building and scaling remote teams. In the interview, we discuss: The difference in mindset between asynchronous and synchronous Advantages and disadvantages of asynchronous management Clarity and autonomy How did the early remote-first companies develop this way of working The rise of the introverted leader Reprogramming teams to work in a different way. Issues with hybrid and the problem of distance bias First steps to take to become autonomous Long term implications of remote working Listen to this podcast on Apple Podcasts. Sun, 06 Mar 2022 21:30:55 -0000 Asynchronous Working full 416 Matt Alder Liam Martin of Time Doctor and Running Remote talks to Matt Alder For many people, remote working now feels like business as usual; however, most employers still haven't evolved their working practices to embrace its advantages.  Adopting an asynchronous model or work has been something that remote-first companies have been doing for years, and there are proven benefits in terms of both productivity and wellbeing. So what are the strategic differences between synchronous and asynchronous, how does leadership work in an asynchronous model, and what steps should employers be taking to adapt to different ways of working in a remote world of work.  My guest this week is Liam Martin, founder of a remote-first company with people in 43 different countries and no office. He is a thought leader on asynchronous work and co-organizer of Running Remote, the world's largest conference on building and scaling remote teams. In the interview, we discuss: The difference in mindset between asynchronous and synchronous Advantages and disadvantages of asynchronous management Clarity and autonomy How did the early remote-first companies develop this way of working The rise of the introverted leader Reprogramming teams to work in a different way. Issues with hybrid and the problem of distance bias First steps to take to become autonomous Long term implications of remote working Listen to this podcast on Apple Podcasts. For many people, remote working now feels like business as usual; however, most employers still haven't evolved their working practices to embrace its advantages. 


Adopting an asynchronous model or work has been something that remote-first companies have been doing for years, and there are proven benefits in terms of both productivity and wellbeing. So what are the strategic differences between synchronous and asynchronous, how does leadership work in an asynchronous model, and what steps should employers be taking to adapt to different ways of working in a remote world of work. 


My guest this week is Liam Martin, founder of a remote-first company with people in 43 different countries and no office. He is a thought leader on asynchronous work and co-organizer of Running Remote, the world's largest conference on building and scaling remote teams.


In the interview, we discuss:


  • The difference in mindset between asynchronous and synchronous


  • Advantages and disadvantages of asynchronous management


  • Clarity and autonomy


  • How did the early remote-first companies develop this way of working


  • The rise of the introverted leader


  • Reprogramming teams to work in a different way.


  • Issues with hybrid and the problem of distance bias


  • First steps to take to become autonomous


  • Long term implications of remote working



Listen to this podcast on Apple Podcasts.

]]> 1919 no Round Up February 2022 https://www.recruitingfuture.com/ Episodes mentioned in this Round Up: Ep 409: Inclusive Hiring Ep 410: Recruiting Fundamentals Ep 411: EVP In A Hyper Competitive Market Ep 412: Scaling Recruiting Ep 413: Into The Metaverse Ep 414: Change & Complexity Listen to this podcast in Apple Podcasts Thu, 03 Mar 2022 20:10:48 -0000 Round Up February 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during February 2022 Episodes mentioned in this Round Up: Ep 409: Inclusive Hiring Ep 410: Recruiting Fundamentals Ep 411: EVP In A Hyper Competitive Market Ep 412: Scaling Recruiting Ep 413: Into The Metaverse Ep 414: Change & Complexity Listen to this podcast in Apple Podcasts Episodes mentioned in this Round Up:



Ep 409: Inclusive Hiring


Ep 410: Recruiting Fundamentals


Ep 411: EVP In A Hyper Competitive Market


Ep 412: Scaling Recruiting


Ep 413: Into The Metaverse


Ep 414: Change & Complexity


Listen to this podcast in Apple Podcasts


]]> 627 no Ep 415: LinkedIn & Career Breaks https://www.recruitingfuture.com/ Destigmatizing career breaks is something that I feel very strongly about and something that talent acquisition needs to take very seriously. With so much lip service paid to diversity and inclusion and the current difficulties of finding talent, it makes zero sense to still view career breaks negatively. This week LinkedIn have announced Career Breaks on the LinkedIn Profile to better reflect the realities of career journeys and, in turn, begin to normalize career breaks in the recruiting process.  My guest this week is Jennifer Shappley, Global Head of Talent Acquisition at Linkedin. As well as talking us through the new career breaks feature, Jennifer discusses the key findings on LinkedIn's latest Global Talent Trends report and shares her thoughts on the future of talent acquisition. In the interview, we discuss: Global Talent Trends Wellbeing and flexibility Trust LinkedIn's new Career Break profile section How can talent acquisition support people who have taken a career break How is talent acquisition changing, and where is it going? Making interviews equitable in a hybrid world What are the biggest challenges talent acquisition teams are facing Listen to this podcast in Apple Podcasts. Tue, 01 Mar 2022 22:39:00 -0000 LinkedIn & Career Breaks full 415 Matt Alder Jennifer Shappley, Global Head of Talent Acquisition at Linkedin, talks to Matt Alder Destigmatizing career breaks is something that I feel very strongly about and something that talent acquisition needs to take very seriously. With so much lip service paid to diversity and inclusion and the current difficulties of finding talent, it makes zero sense to still view career breaks negatively. This week LinkedIn have announced Career Breaks on the LinkedIn Profile to better reflect the realities of career journeys and, in turn, begin to normalize career breaks in the recruiting process.  My guest this week is Jennifer Shappley, Global Head of Talent Acquisition at Linkedin. As well as talking us through the new career breaks feature, Jennifer discusses the key findings on LinkedIn's latest Global Talent Trends report and shares her thoughts on the future of talent acquisition. In the interview, we discuss: Global Talent Trends Wellbeing and flexibility Trust LinkedIn's new Career Break profile section How can talent acquisition support people who have taken a career break How is talent acquisition changing, and where is it going? Making interviews equitable in a hybrid world What are the biggest challenges talent acquisition teams are facing Listen to this podcast in Apple Podcasts. Destigmatizing career breaks is something that I feel very strongly about and something that talent acquisition needs to take very seriously. With so much lip service paid to diversity and inclusion and the current difficulties of finding talent, it makes zero sense to still view career breaks negatively.


This week LinkedIn have announced Career Breaks on the LinkedIn Profile to better reflect the realities of career journeys and, in turn, begin to normalize career breaks in the recruiting process. 


My guest this week is Jennifer Shappley, Global Head of Talent Acquisition at Linkedin. As well as talking us through the new career breaks feature, Jennifer discusses the key findings on LinkedIn's latest Global Talent Trends report and shares her thoughts on the future of talent acquisition.


In the interview, we discuss:


  • Global Talent Trends


  • Wellbeing and flexibility


  • Trust


  • LinkedIn's new Career Break profile section


  • How can talent acquisition support people who have taken a career break


  • How is talent acquisition changing, and where is it going?


  • Making interviews equitable in a hybrid world


  • What are the biggest challenges talent acquisition teams are facing


Listen to this podcast in Apple Podcasts.

]]> 1357 no Ep 414: Change & Complexity One thing that really annoys me is when commentators, consultants or vendors offer advice to talent acquisition teams that doesn't recognise just how complex organisational hiring dynamics can be. Change is constant, but driving effective change in a complex organisation that radically improves talent acquisition is incredibly challenging. My guest this week is Jenny Cotie Kangas, Director, Digital Experience Talent Acquisition at Regis Corporation. Jenny has an incredible story to tell about the power of adopting a beginner's mindset to use technology to transform talent acquisition in a highly complex company.  In the interview, we discuss: The talent acquisition challenges in a franchised organisation A beginner's mindset Calibrating talent acquisition as business critical Delivering intentionality to the candidate Identifying a recruiting technology partner Designing the candidate experience Offering consistency and flexibility in the recruiting process where one size fits all doesn't work Modular technology The results so far and the next stages Advice to talent acquisition leaders What does the future of recruiting look like? Listen to this episode in Apple Podcasts. Fri, 25 Feb 2022 21:32:00 -0000 Change & Complexity full 414 Matt Alder Jenny Cotie Kangas, Director Digital Experience Talent Acquisition at Regis Corporation, talks to Matt Alder One thing that really annoys me is when commentators, consultants or vendors offer advice to talent acquisition teams that doesn't recognise just how complex organisational hiring dynamics can be. Change is constant, but driving effective change in a complex organisation that radically improves talent acquisition is incredibly challenging. My guest this week is Jenny Cotie Kangas, Director, Digital Experience Talent Acquisition at Regis Corporation. Jenny has an incredible story to tell about the power of adopting a beginner's mindset to use technology to transform talent acquisition in a highly complex company.  In the interview, we discuss: The talent acquisition challenges in a franchised organisation A beginner's mindset Calibrating talent acquisition as business critical Delivering intentionality to the candidate Identifying a recruiting technology partner Designing the candidate experience Offering consistency and flexibility in the recruiting process where one size fits all doesn't work Modular technology The results so far and the next stages Advice to talent acquisition leaders What does the future of recruiting look like? Listen to this episode in Apple Podcasts. One thing that really annoys me is when commentators, consultants or vendors offer advice to talent acquisition teams that doesn't recognise just how complex organisational hiring dynamics can be. Change is constant, but driving effective change in a complex organisation that radically improves talent acquisition is incredibly challenging.


My guest this week is Jenny Cotie Kangas, Director, Digital Experience Talent Acquisition at Regis Corporation. Jenny has an incredible story to tell about the power of adopting a beginner's mindset to use technology to transform talent acquisition in a highly complex company. 


In the interview, we discuss:


  • The talent acquisition challenges in a franchised organisation


  • A beginner's mindset


  • Calibrating talent acquisition as business critical


  • Delivering intentionality to the candidate


  • Identifying a recruiting technology partner


  • Designing the candidate experience


  • Offering consistency and flexibility in the recruiting process where one size fits all doesn't work


  • Modular technology


  • The results so far and the next stages


  • Advice to talent acquisition leaders


  • What does the future of recruiting look like?


Listen to this episode in Apple Podcasts.

]]> 1802 no Ep 413: Into The Metaverse https://www.recruitingfuture.com/ For over a decade now, I've been flagging up the development of virtual reality as something talent acquisition should have on their radar. It's taken a while, but with tech giants like Meta and Apple making multi-billion dollar investments in technology and infrastructure is now finally the time for our industry to fully embrace the Metaverse. So how does would this work, and what talent acquisition and HR activities are already in play in virtual reality. My guests this week are Misha Krymov and Jennifer Regan, the CEO and Head of Experiences at Morpheus XR. Morpheus XR is already designing recruiting, onboarding and leadership development experiences in the Metaverse and have a massive amount of knowledge to share with us. In the interview, we discuss: What is the Metaverse, and who is building it? Creating space for meaning and meaningful moments How environment shapes human behaviour How VR gives agency to users that Zoom / Teams calls don't Unbiased recruitment using VR Onboarding What should talent acquisition teams be doing to learn about the Metaverse Inclusion and alternatives to headsets Untangling science fiction from science fact Extending reality What's the potential for VR, and how will it be used in the future Listen to this podcast in Apple Podcasts Wed, 23 Feb 2022 22:13:00 -0000 Into The Metaverse full 413 Matt Alder Misha Krymov and Jennifer Regan talk to Matt Alder For over a decade now, I've been flagging up the development of virtual reality as something talent acquisition should have on their radar. It's taken a while, but with tech giants like Meta and Apple making multi-billion dollar investments in technology and infrastructure is now finally the time for our industry to fully embrace the Metaverse. So how does would this work, and what talent acquisition and HR activities are already in play in virtual reality. My guests this week are Misha Krymov and Jennifer Regan, the CEO and Head of Experiences at Morpheus XR. Morpheus XR is already designing recruiting, onboarding and leadership development experiences in the Metaverse and have a massive amount of knowledge to share with us. In the interview, we discuss: What is the Metaverse, and who is building it? Creating space for meaning and meaningful moments How environment shapes human behaviour How VR gives agency to users that Zoom / Teams calls don't Unbiased recruitment using VR Onboarding What should talent acquisition teams be doing to learn about the Metaverse Inclusion and alternatives to headsets Untangling science fiction from science fact Extending reality What's the potential for VR, and how will it be used in the future Listen to this podcast in Apple Podcasts For over a decade now, I've been flagging up the development of virtual reality as something talent acquisition should have on their radar. It's taken a while, but with tech giants like Meta and Apple making multi-billion dollar investments in technology and infrastructure is now finally the time for our industry to fully embrace the Metaverse.


So how does would this work, and what talent acquisition and HR activities are already in play in virtual reality. My guests this week are Misha Krymov and Jennifer Regan, the CEO and Head of Experiences at Morpheus XR. Morpheus XR is already designing recruiting, onboarding and leadership development experiences in the Metaverse and have a massive amount of knowledge to share with us.


In the interview, we discuss:


  • What is the Metaverse, and who is building it?


  • Creating space for meaning and meaningful moments


  • How environment shapes human behaviour


  • How VR gives agency to users that Zoom / Teams calls don't


  • Unbiased recruitment using VR


  • Onboarding


  • What should talent acquisition teams be doing to learn about the Metaverse


  • Inclusion and alternatives to headsets


  • Untangling science fiction from science fact


  • Extending reality


  • What's the potential for VR, and how will it be used in the future



Listen to this podcast in Apple Podcasts

]]> 2067 no Ep 412: Scaling Recruiting https://www.recruitingfuture.com/ This year, scale and speed are an essential focus for many talent acquisition teams. But how do you scale recruiting and speed up hiring in an environment where recruiting recruiters is as tough as it is right now? My guest this week is David Spencer-Percival, CEO of Life Science People and formerly the founder of high growth recruitment businesses Huntress and Spencer Ogden. David has decades of experience scaling up and recruiting recruiters in various markets. He has developed a tried and tested methodology that many talent acquisition teams can learn from In the interview, we discuss: Recruiting, training and nurturing fantastic recruiters The academy model Selection Building the right culture of success and incentive The relentless pace of change Recruiting processes for a candidate driven market What are the most successful employers getting right? The role of technology Advice to TA leaders on building effective working partnerships with agencies Listen to this podcast in Apple Podcasts. Thu, 17 Feb 2022 11:04:57 -0000 Scaling Recruiting full 412 Matt Alder David Spencer-Percival, CEO of Life Science People, talks to Matt Alder This year, scale and speed are an essential focus for many talent acquisition teams. But how do you scale recruiting and speed up hiring in an environment where recruiting recruiters is as tough as it is right now? My guest this week is David Spencer-Percival, CEO of Life Science People and formerly the founder of high growth recruitment businesses Huntress and Spencer Ogden. David has decades of experience scaling up and recruiting recruiters in various markets. He has developed a tried and tested methodology that many talent acquisition teams can learn from In the interview, we discuss: Recruiting, training and nurturing fantastic recruiters The academy model Selection Building the right culture of success and incentive The relentless pace of change Recruiting processes for a candidate driven market What are the most successful employers getting right? The role of technology Advice to TA leaders on building effective working partnerships with agencies Listen to this podcast in Apple Podcasts. This year, scale and speed are an essential focus for many talent acquisition teams. But how do you scale recruiting and speed up hiring in an environment where recruiting recruiters is as tough as it is right now?


My guest this week is David Spencer-Percival, CEO of Life Science People and formerly the founder of high growth recruitment businesses Huntress and Spencer Ogden. David has decades of experience scaling up and recruiting recruiters in various markets. He has developed a tried and tested methodology that many talent acquisition teams can learn from


In the interview, we discuss:


  • Recruiting, training and nurturing fantastic recruiters


  • The academy model


  • Selection


  • Building the right culture of success and incentive


  • The relentless pace of change


  • Recruiting processes for a candidate driven market


  • What are the most successful employers getting right?


  • The role of technology


  • Advice to TA leaders on building effective working partnerships with agencies



Listen to this podcast in Apple Podcasts.


]]> 1525 no Ep 411: EVP In A Hyper Competitive Market https://www.recruitingfuture.com/ Over the last few months, as I've been researching the practical effects of the Great Resignation, we've heard the stories of talent acquisition professionals from the US, Europe and Australia on what is truly a global issue. One country I really want to know more about though, is India, one of the biggest global markets for tech talent. My guest this week is Aditya Singh, Director Head of Talent Acquisition at Informatica. Aditya has overall responsibility for designing and deploying Informatica's Talent Acquisition Strategy across India and gives us a great insight into what Informatica is doing to stand out in one of the most competitive talent markets on the planet. In the interview, we discuss: The Indian tech talent market Why EVP is critical for differentiation Gen Z's expectations from work Constant engagement throughout the client lifecycle The importance of campus recruiting The rapidly changing landscape of skills and why this makes internal mobility critical The impact of remote The role of technology Data and analytics What TA innovations can we expect to see in the future Listen to this podcast in Apple Podcasts. Fri, 11 Feb 2022 19:10:00 -0000 EVP In A Hyper Competitive Market full 411 Matt Alder Aditya Singh, Director Head of Talent Acquisition at Informatica, talks to Matt Alder Over the last few months, as I've been researching the practical effects of the Great Resignation, we've heard the stories of talent acquisition professionals from the US, Europe and Australia on what is truly a global issue. One country I really want to know more about though, is India, one of the biggest global markets for tech talent. My guest this week is Aditya Singh, Director Head of Talent Acquisition at Informatica. Aditya has overall responsibility for designing and deploying Informatica's Talent Acquisition Strategy across India and gives us a great insight into what Informatica is doing to stand out in one of the most competitive talent markets on the planet. In the interview, we discuss: The Indian tech talent market Why EVP is critical for differentiation Gen Z's expectations from work Constant engagement throughout the client lifecycle The importance of campus recruiting The rapidly changing landscape of skills and why this makes internal mobility critical The impact of remote The role of technology Data and analytics What TA innovations can we expect to see in the future Listen to this podcast in Apple Podcasts. Over the last few months, as I've been researching the practical effects of the Great Resignation, we've heard the stories of talent acquisition professionals from the US, Europe and Australia on what is truly a global issue. One country I really want to know more about though, is India, one of the biggest global markets for tech talent.


My guest this week is Aditya Singh, Director Head of Talent Acquisition at Informatica. Aditya has overall responsibility for designing and deploying Informatica's Talent Acquisition Strategy across India and gives us a great insight into what Informatica is doing to stand out in one of the most competitive talent markets on the planet.


In the interview, we discuss:


  • The Indian tech talent market


  • Why EVP is critical for differentiation


  • Gen Z's expectations from work


  • Constant engagement throughout the client lifecycle


  • The importance of campus recruiting


  • The rapidly changing landscape of skills and why this makes internal mobility critical


  • The impact of remote


  • The role of technology


  • Data and analytics


  • What TA innovations can we expect to see in the future



Listen to this podcast in Apple Podcasts.

]]> 1426 no Ep 410: Recruiting Fundamentals https://www.recruitingfuture.com/ As employers continue to struggle to find the talent they need, it is fascinating to see talent acquisition teams forensically picking their recruiting processes apart and reimagining them to reflect the reality of 2022. While talent intelligence, AI, and automation play a part, some human fundamentals sit at the heart of an effective TA strategy. So what should recruiters be focusing on, and how different is the talent market of 2022 from those in the past. My guest this week is somewhat of a recruiting legend and has strong opinions based on his decades in the industry. Lou Adler, CEO of Performance-based Hiring Learning Systems, is a prolific author, speaker and trainer. Keep listening to hear his thoughts on how best to deal with the challenges employers are currently facing.  In the interview, we discuss: Is the current market really unprecedented? What should recruiters be focusing on? Designing recruiting processes Go to market positioning. Results versus competencies and experience Predictive indicators and confirming indicators Hiring manager The role of technology The future Listen to this podcast in Apple Podcast. Fri, 04 Feb 2022 20:00:00 -0000 Recruiting Fundamentals full 410 Matt Alder Lou Adler talks to Matt Alder As employers continue to struggle to find the talent they need, it is fascinating to see talent acquisition teams forensically picking their recruiting processes apart and reimagining them to reflect the reality of 2022. While talent intelligence, AI, and automation play a part, some human fundamentals sit at the heart of an effective TA strategy. So what should recruiters be focusing on, and how different is the talent market of 2022 from those in the past. My guest this week is somewhat of a recruiting legend and has strong opinions based on his decades in the industry. Lou Adler, CEO of Performance-based Hiring Learning Systems, is a prolific author, speaker and trainer. Keep listening to hear his thoughts on how best to deal with the challenges employers are currently facing.  In the interview, we discuss: Is the current market really unprecedented? What should recruiters be focusing on? Designing recruiting processes Go to market positioning. Results versus competencies and experience Predictive indicators and confirming indicators Hiring manager The role of technology The future Listen to this podcast in Apple Podcast. As employers continue to struggle to find the talent they need, it is fascinating to see talent acquisition teams forensically picking their recruiting processes apart and reimagining them to reflect the reality of 2022. While talent intelligence, AI, and automation play a part, some human fundamentals sit at the heart of an effective TA strategy.


So what should recruiters be focusing on, and how different is the talent market of 2022 from those in the past. My guest this week is somewhat of a recruiting legend and has strong opinions based on his decades in the industry. Lou Adler, CEO of Performance-based Hiring Learning Systems, is a prolific author, speaker and trainer. Keep listening to hear his thoughts on how best to deal with the challenges employers are currently facing. 


In the interview, we discuss:


  • Is the current market really unprecedented?


  • What should recruiters be focusing on?


  • Designing recruiting processes


  • Go to market positioning.


  • Results versus competencies and experience


  • Predictive indicators and confirming indicators


  • Hiring manager


  • The role of technology


  • The future


Listen to this podcast in Apple Podcast.

]]> 1773 no Ep 409: Inclusive Hiring https://www.recruitingfuture.com/ In the latter part of last year, I had two conversations on the show about hiring from marginalised groups. The first was with Eugène van den Hemel, who is doing pioneering work in The Netherlands to connect refugees with employment opportunities. The second was with Darren Burns, who runs the ex-offender hiring programme for UK retailer Timpson. Both of these conversations were eye-opening for me. They highlighted that now more than ever, employers need to challenge traditional policies and beliefs to think differently about hiring if they want to be genuinely inclusive. I wanted to know more, and a few weeks ago, I was introduced to James Fellowes and Chance Bleu-Montgomery from Prosper4, who run an inclusive hiring portal called the Bridge of Hope. Their organisation helps bridge the gap between being job-ready and getting a job in many marginalised and diverse talent pools. Their knowledge and expertise come from incredibly challenging personal experiences, and it was a privilege to give them this platform to tell their story. In the interview, we discuss: Being in the business of changing lives Inclusive recruitment and inclusive employment Building a coalition of support services covering critical areas such as qualifications, finance and broader family support What does the talent come from Improving the odds both for job seekers and employers The huge benefits to employers Which employers are embracing inclusive recruiting Future plans Listen to this podcast in Apple Podcasts. Wed, 02 Feb 2022 19:50:45 -0000 Inclusive Hiring full 409 Matt Alder James Fellowes and Chance Bleu-Montgomery from Prosper4 talk to Matt Alder In the latter part of last year, I had two conversations on the show about hiring from marginalised groups. The first was with Eugène van den Hemel, who is doing pioneering work in The Netherlands to connect refugees with employment opportunities. The second was with Darren Burns, who runs the ex-offender hiring programme for UK retailer Timpson. Both of these conversations were eye-opening for me. They highlighted that now more than ever, employers need to challenge traditional policies and beliefs to think differently about hiring if they want to be genuinely inclusive. I wanted to know more, and a few weeks ago, I was introduced to James Fellowes and Chance Bleu-Montgomery from Prosper4, who run an inclusive hiring portal called the Bridge of Hope. Their organisation helps bridge the gap between being job-ready and getting a job in many marginalised and diverse talent pools. Their knowledge and expertise come from incredibly challenging personal experiences, and it was a privilege to give them this platform to tell their story. In the interview, we discuss: Being in the business of changing lives Inclusive recruitment and inclusive employment Building a coalition of support services covering critical areas such as qualifications, finance and broader family support What does the talent come from Improving the odds both for job seekers and employers The huge benefits to employers Which employers are embracing inclusive recruiting Future plans Listen to this podcast in Apple Podcasts. In the latter part of last year, I had two conversations on the show about hiring from marginalised groups. The first was with Eugène van den Hemel, who is doing pioneering work in The Netherlands to connect refugees with employment opportunities. The second was with Darren Burns, who runs the ex-offender hiring programme for UK retailer Timpson.


Both of these conversations were eye-opening for me. They highlighted that now more than ever, employers need to challenge traditional policies and beliefs to think differently about hiring if they want to be genuinely inclusive.


I wanted to know more, and a few weeks ago, I was introduced to James Fellowes and Chance Bleu-Montgomery from Prosper4, who run an inclusive hiring portal called the Bridge of Hope. Their organisation helps bridge the gap between being job-ready and getting a job in many marginalised and diverse talent pools.


Their knowledge and expertise come from incredibly challenging personal experiences, and it was a privilege to give them this platform to tell their story.


In the interview, we discuss:


  • Being in the business of changing lives


  • Inclusive recruitment and inclusive employment


  • Building a coalition of support services covering critical areas such as qualifications, finance and broader family support


  • What does the talent come from


  • Improving the odds both for job seekers and employers


  • The huge benefits to employers


  • Which employers are embracing inclusive recruiting


  • Future plans



Listen to this podcast in Apple Podcasts.

]]> 2950 no Round Up January 2022 https://www.recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 403: The Skills Challenge Ep 404: The Great Opportunity Ep 405: Global Remote Teams Ep 406: A CEO’s Perspective On Remote Work Ep 407: Science Driven Talent Intelligence Ep 408: Hiring Revolution Listen to this podcast in Apple Podcasts Tue, 01 Feb 2022 20:48:37 -0000 Round Up January 2022 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during January 2022 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 403: The Skills Challenge Ep 404: The Great Opportunity Ep 405: Global Remote Teams Ep 406: A CEO’s Perspective On Remote Work Ep 407: Science Driven Talent Intelligence Ep 408: Hiring Revolution Listen to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 403: The Skills Challenge


Ep 404: The Great Opportunity


Ep 405: Global Remote Teams


Ep 406: A CEO’s Perspective On Remote Work


Ep 407: Science Driven Talent Intelligence


Ep 408: Hiring Revolution


Listen to this podcast in Apple Podcasts


]]> 589 no Ep 408: Hiring Revolution https://www.recruitingfuture.com/ DE&I continues, thankfully, to be an extremely high profile issue for employers. However, the needle is still not moving quickly enough, and some of the data is shocking. For example, it would still take 200 hundred years to close the race and gender pay gaps at the current rate of progress. So what can employers do to accelerate the pace of change, and how much can individual recruiters influence diversity in hiring. This week, my guests are Trina Olson and Alfonso Wenker, co-founders of Team Dynamics. Trina and Alfonso work with some well-known organisations to improve their diversity and hiring practices. They have recently authored a book called Hiring Revolution that offers some extremely practical advice on how recruiters can inject DE&I into their organisation's hiring. In the interview, we discuss: Aligning cultural behaviour to values Why inequities in hiring and promotion are not a foregone conclusion Resume racism  Recruiters taking individual responsibility to make change Notice, Name and Navigate RPDR What to do more of, what to do less of and what to stop. Onboarding How will things develop over the next two years? Listen to this podcast in Apple Podcasts. Fri, 28 Jan 2022 22:34:00 -0000 Hiring Revolution full 408 Matt Alder Trina Olson and Alfonso Wenker, co-founders of Team Dynamics, talk to Matt Alder DE&I continues, thankfully, to be an extremely high profile issue for employers. However, the needle is still not moving quickly enough, and some of the data is shocking. For example, it would still take 200 hundred years to close the race and gender pay gaps at the current rate of progress. So what can employers do to accelerate the pace of change, and how much can individual recruiters influence diversity in hiring. This week, my guests are Trina Olson and Alfonso Wenker, co-founders of Team Dynamics. Trina and Alfonso work with some well-known organisations to improve their diversity and hiring practices. They have recently authored a book called Hiring Revolution that offers some extremely practical advice on how recruiters can inject DE&I into their organisation's hiring. In the interview, we discuss: Aligning cultural behaviour to values Why inequities in hiring and promotion are not a foregone conclusion Resume racism  Recruiters taking individual responsibility to make change Notice, Name and Navigate RPDR What to do more of, what to do less of and what to stop. Onboarding How will things develop over the next two years? Listen to this podcast in Apple Podcasts. DE&I continues, thankfully, to be an extremely high profile issue for employers. However, the needle is still not moving quickly enough, and some of the data is shocking. For example, it would still take 200 hundred years to close the race and gender pay gaps at the current rate of progress.


So what can employers do to accelerate the pace of change, and how much can individual recruiters influence diversity in hiring. This week, my guests are Trina Olson and Alfonso Wenker, co-founders of Team Dynamics. Trina and Alfonso work with some well-known organisations to improve their diversity and hiring practices. They have recently authored a book called Hiring Revolution that offers some extremely practical advice on how recruiters can inject DE&I into their organisation's hiring.


In the interview, we discuss:


  • Aligning cultural behaviour to values


  • Why inequities in hiring and promotion are not a foregone conclusion


  • Resume racism 


  • Recruiters taking individual responsibility to make change


  • Notice, Name and Navigate


  • RPDR


  • What to do more of, what to do less of and what to stop.


  • Onboarding


  • How will things develop over the next two years?



Listen to this podcast in Apple Podcasts.

]]> 2111 no Ep 407: Science Driven Talent Intelligence https://www.recruitingfuture.com/ Talent intelligence is something that has gathered significant momentum in the last three years, and data-driven decision making is a crucial part of every sophisticated talent acquisition function. But are we asking enough questions about the sources of the data that is used and truly understanding the risk of bias? My guest this week is Markellos Diorinos, CEO at Bryq. Markellos is passionate about using objective science and unbiased data to inform hiring and internal mobility. In the interview, we discuss: Data supported decision making. Challenging recruiting norms The importance of human decision making Biased data and reliable data Understanding culture in an objective scientific way Translating a cultural framework into specific behaviours The role of technology What does the future look like? Listen to this podcast in Apple Podcasts. Thu, 27 Jan 2022 13:04:00 -0000 Science Driven Talent Intelligence full 407 Matt Alder Markellos Diorinos, the CEO of Bryq, talks to Matt Alder Talent intelligence is something that has gathered significant momentum in the last three years, and data-driven decision making is a crucial part of every sophisticated talent acquisition function. But are we asking enough questions about the sources of the data that is used and truly understanding the risk of bias? My guest this week is Markellos Diorinos, CEO at Bryq. Markellos is passionate about using objective science and unbiased data to inform hiring and internal mobility. In the interview, we discuss: Data supported decision making. Challenging recruiting norms The importance of human decision making Biased data and reliable data Understanding culture in an objective scientific way Translating a cultural framework into specific behaviours The role of technology What does the future look like? Listen to this podcast in Apple Podcasts. Talent intelligence is something that has gathered significant momentum in the last three years, and data-driven decision making is a crucial part of every sophisticated talent acquisition function. But are we asking enough questions about the sources of the data that is used and truly understanding the risk of bias?


My guest this week is Markellos Diorinos, CEO at Bryq. Markellos is passionate about using objective science and unbiased data to inform hiring and internal mobility.


In the interview, we discuss:


  • Data supported decision making.


  • Challenging recruiting norms


  • The importance of human decision making


  • Biased data and reliable data


  • Understanding culture in an objective scientific way


  • Translating a cultural framework into specific behaviours


  • The role of technology


  • What does the future look like?



Listen to this podcast in Apple Podcasts.

]]> 1855 no Ep 406: A CEO's Perspective On Remote Work https://www.recruitingfuture.com/ Whatever form it eventually takes, remote working is here to stay. In the previous episode of the show, we explored the challenges and opportunities of building a global remote team; in this episode, I wanted to get the hands-on perspective of someone who has built a highly successful remote-first company. Everett Harper is the CEO of Truss, a software engineering business that has been fully remote for ten years. In our conversation, Everett shares myriad insights on hiring, communication, retention, culture and diversity, which will be of enormous value to everyone who's listening. In the interview, we discuss: Building a 100% remote company Culture Maintaining and measuring productivity. Focusing on human connection and building systems to support that The danger of expanding work hours Exposing the fallacy of presenteeism Putting diversity at the heart of the workforce How to ensure you have the skills and talent you need Salary transparency and consistency Thinking differently about the things we are seeing Do we understand the real implications of global mobility? What does the future look like? Everett's book - "Move to the Edge, Declare it Center." Listen to this podcast on Apple Podcasts. Fri, 21 Jan 2022 21:04:00 -0000 A CEO's Perspective On Remote Work full 406 Matt Alder Everett Harper, CEO of Truss, talks to Matt Alder Whatever form it eventually takes, remote working is here to stay. In the previous episode of the show, we explored the challenges and opportunities of building a global remote team; in this episode, I wanted to get the hands-on perspective of someone who has built a highly successful remote-first company. Everett Harper is the CEO of Truss, a software engineering business that has been fully remote for ten years. In our conversation, Everett shares myriad insights on hiring, communication, retention, culture and diversity, which will be of enormous value to everyone who's listening. In the interview, we discuss: Building a 100% remote company Culture Maintaining and measuring productivity. Focusing on human connection and building systems to support that The danger of expanding work hours Exposing the fallacy of presenteeism Putting diversity at the heart of the workforce How to ensure you have the skills and talent you need Salary transparency and consistency Thinking differently about the things we are seeing Do we understand the real implications of global mobility? What does the future look like? Everett's book - "Move to the Edge, Declare it Center." Listen to this podcast on Apple Podcasts. Whatever form it eventually takes, remote working is here to stay. In the previous episode of the show, we explored the challenges and opportunities of building a global remote team; in this episode, I wanted to get the hands-on perspective of someone who has built a highly successful remote-first company.


Everett Harper is the CEO of Truss, a software engineering business that has been fully remote for ten years. In our conversation, Everett shares myriad insights on hiring, communication, retention, culture and diversity, which will be of enormous value to everyone who's listening.


In the interview, we discuss:


  • Building a 100% remote company


  • Culture


  • Maintaining and measuring productivity.


  • Focusing on human connection and building systems to support that


  • The danger of expanding work hours


  • Exposing the fallacy of presenteeism


  • Putting diversity at the heart of the workforce


  • How to ensure you have the skills and talent you need


  • Salary transparency and consistency


  • Thinking differently about the things we are seeing


  • Do we understand the real implications of global mobility?


  • What does the future look like?


  • Everett's book - "Move to the Edge, Declare it Center."


Listen to this podcast on Apple Podcasts.

]]> 1861 no Ep 405: Global Remote Teams https://www.recruitingfuture.com/ One of the early discussion points in the pandemic was the access to global talent pools that the move to remote working could open up. Two years on, it is pretty clear that remote working is now a permanent fixture in the working life of many people. So how far are employers tapping into global talent pools, and what are the challenges and opportunities. My guest this week is Nicole Sahin, CEO and Founder of Globalization Partners. Nicole and her company work with many employers who are building global remote teams, and she has some valuable insights and experiences to share. In the interview, we discuss: The long term trends that are coming out of the pandemic Everyone everywhere The benefits of building global remote teams Diversity of ideas Engagement & productivity Building community Common challenges What mindset shifts are employers making Understanding cultural norms Building a global employer brand Nicole's book " Global Talent Unleashed."  Listen to this podcast in Apple Podcasts. Wed, 19 Jan 2022 23:27:06 -0000 Global Remote Teams full 405 Matt Alder Nicole Sahin, CEO and Founder of Globalization Partners, talks to Matt Alder One of the early discussion points in the pandemic was the access to global talent pools that the move to remote working could open up. Two years on, it is pretty clear that remote working is now a permanent fixture in the working life of many people. So how far are employers tapping into global talent pools, and what are the challenges and opportunities. My guest this week is Nicole Sahin, CEO and Founder of Globalization Partners. Nicole and her company work with many employers who are building global remote teams, and she has some valuable insights and experiences to share. In the interview, we discuss: The long term trends that are coming out of the pandemic Everyone everywhere The benefits of building global remote teams Diversity of ideas Engagement & productivity Building community Common challenges What mindset shifts are employers making Understanding cultural norms Building a global employer brand Nicole's book " Global Talent Unleashed."  Listen to this podcast in Apple Podcasts. One of the early discussion points in the pandemic was the access to global talent pools that the move to remote working could open up. Two years on, it is pretty clear that remote working is now a permanent fixture in the working life of many people. So how far are employers tapping into global talent pools, and what are the challenges and opportunities.


My guest this week is Nicole Sahin, CEO and Founder of Globalization Partners. Nicole and her company work with many employers who are building global remote teams, and she has some valuable insights and experiences to share.


In the interview, we discuss:


  • The long term trends that are coming out of the pandemic


  • Everyone everywhere


  • The benefits of building global remote teams


  • Diversity of ideas


  • Engagement & productivity


  • Building community


  • Common challenges


  • What mindset shifts are employers making


  • Understanding cultural norms


  • Building a global employer brand


  • Nicole's book " Global Talent Unleashed." 



Listen to this podcast in Apple Podcasts.


]]> 1516 no Ep 404: The Great Opportunity https://www.recruitingfuture.com/ It's only January, and it's already clear that the Great resignation will continue to be a huge talking point in 2022 as companies fight for the talent and skills they need. However, some employers are already reframing this challenge as a fantastic opportunity to attract talented people they might not have previously persuaded to move roles. This isn't easy, and obviously, employer brand and employee experience are huge factors. However, there is a lot that talent acquisition teams can be doing to stand out from the crowd by focusing on the areas within their control that make a real difference. My guest this week is Maggie Spong, VP of Talent Acquisition at AstraZeneca. AstraZeneca has certainly been thrust into the spotlight by the pandemic, but they have also spent the last few years developing several initiatives to differentiate themselves in their talent markets. In our conversation, Maggie shares a number of these, including their talent scout programme, building a personalised and inclusive candidate experience, and focusing on training and development for their talent acquisition team. In the interview, we discuss: How Talent Acquisition is evolving at AstraZeneca Using Talent Scouts to build external talent pipelines for hard to fill roles and where there are gaps in internal succession planning Building a personalised and inclusive candidate experience. Giving feedback to all interviewed candidates The challenges of the pandemic Encouraging candidate self-selection by showcasing the authentic employee experience Turning The Great Resignation into The Great Opportunity The role of technology Employer brand advocacy Investing in development and the Talent Acquisition Academy AstraZeneca's focus for 2022 Listen to this podcast in Apple Podcast. Fri, 14 Jan 2022 10:00:00 -0000 The Great Opportunity full 404 Matt Alder Maggie Spong, VP of Talent Acquisition at Astra Zeneca, talks to Matt Alder It's only January, and it's already clear that the Great resignation will continue to be a huge talking point in 2022 as companies fight for the talent and skills they need. However, some employers are already reframing this challenge as a fantastic opportunity to attract talented people they might not have previously persuaded to move roles. This isn't easy, and obviously, employer brand and employee experience are huge factors. However, there is a lot that talent acquisition teams can be doing to stand out from the crowd by focusing on the areas within their control that make a real difference. My guest this week is Maggie Spong, VP of Talent Acquisition at AstraZeneca. AstraZeneca has certainly been thrust into the spotlight by the pandemic, but they have also spent the last few years developing several initiatives to differentiate themselves in their talent markets. In our conversation, Maggie shares a number of these, including their talent scout programme, building a personalised and inclusive candidate experience, and focusing on training and development for their talent acquisition team. In the interview, we discuss: How Talent Acquisition is evolving at AstraZeneca Using Talent Scouts to build external talent pipelines for hard to fill roles and where there are gaps in internal succession planning Building a personalised and inclusive candidate experience. Giving feedback to all interviewed candidates The challenges of the pandemic Encouraging candidate self-selection by showcasing the authentic employee experience Turning The Great Resignation into The Great Opportunity The role of technology Employer brand advocacy Investing in development and the Talent Acquisition Academy AstraZeneca's focus for 2022 Listen to this podcast in Apple Podcast. It's only January, and it's already clear that the Great resignation will continue to be a huge talking point in 2022 as companies fight for the talent and skills they need. However, some employers are already reframing this challenge as a fantastic opportunity to attract talented people they might not have previously persuaded to move roles.


This isn't easy, and obviously, employer brand and employee experience are huge factors. However, there is a lot that talent acquisition teams can be doing to stand out from the crowd by focusing on the areas within their control that make a real difference.


My guest this week is Maggie Spong, VP of Talent Acquisition at AstraZeneca. AstraZeneca has certainly been thrust into the spotlight by the pandemic, but they have also spent the last few years developing several initiatives to differentiate themselves in their talent markets. In our conversation, Maggie shares a number of these, including their talent scout programme, building a personalised and inclusive candidate experience, and focusing on training and development for their talent acquisition team.


In the interview, we discuss:


  • How Talent Acquisition is evolving at AstraZeneca


  • Using Talent Scouts to build external talent pipelines for hard to fill roles and where there are gaps in internal succession planning


  • Building a personalised and inclusive candidate experience.


  • Giving feedback to all interviewed candidates


  • The challenges of the pandemic


  • Encouraging candidate self-selection by showcasing the authentic employee experience


  • Turning The Great Resignation into The Great Opportunity


  • The role of technology


  • Employer brand advocacy


  • Investing in development and the Talent Acquisition Academy


  • AstraZeneca's focus for 2022



Listen to this podcast in Apple Podcast.

]]> 1534 no Ep 403: The Skills Challenge https://www.recruitingfuture.com/ Skills shortages have always been an issue for employers and have certainly come into sharp focus in recent months. Skills mapping, predicting future skills requirements and opening up talent pools via hybrid and remote working are just some of the solutions employers will be looking at in 2022. So what kind of strategies should talent acquisition and HR leaders be planning, and how can technology help? My first guest of the year is Vanessa Tierney, CEO of Abodoo. Vanessa's organisation recently surveyed 100 HR Directors and C-Level Executives from the world's best companies to work for and asked their opinion about their firm's working strategy, talent, workforce, and social infrastructure. Unsurprisingly skills were the number one issue. In the interview, we discuss: Attrition and skills shortages Opening up talent pools globally via remote and hybrid working How do you make people feel connected? Adapting working models Presenteeism How can employers better understand the skills in their workforce? Hard and soft skills matching. Predicting future skills requirements and understanding gaps Spotting opportunities in geographical skills clusters Driving inclusivity in talent identification The Metaverse Advice on selecting HR and Recruiting Technology What should we expect in the medium and long term future? Listen to this podcast in Apple Podcasts. Wed, 05 Jan 2022 22:56:00 -0000 The Skills Challenge full 403 Matt Alder Vanessa Tierney, CEO of Abodoo, talks to Matt Alder Skills shortages have always been an issue for employers and have certainly come into sharp focus in recent months. Skills mapping, predicting future skills requirements and opening up talent pools via hybrid and remote working are just some of the solutions employers will be looking at in 2022. So what kind of strategies should talent acquisition and HR leaders be planning, and how can technology help? My first guest of the year is Vanessa Tierney, CEO of Abodoo. Vanessa's organisation recently surveyed 100 HR Directors and C-Level Executives from the world's best companies to work for and asked their opinion about their firm's working strategy, talent, workforce, and social infrastructure. Unsurprisingly skills were the number one issue. In the interview, we discuss: Attrition and skills shortages Opening up talent pools globally via remote and hybrid working How do you make people feel connected? Adapting working models Presenteeism How can employers better understand the skills in their workforce? Hard and soft skills matching. Predicting future skills requirements and understanding gaps Spotting opportunities in geographical skills clusters Driving inclusivity in talent identification The Metaverse Advice on selecting HR and Recruiting Technology What should we expect in the medium and long term future? Listen to this podcast in Apple Podcasts. Skills shortages have always been an issue for employers and have certainly come into sharp focus in recent months. Skills mapping, predicting future skills requirements and opening up talent pools via hybrid and remote working are just some of the solutions employers will be looking at in 2022.


So what kind of strategies should talent acquisition and HR leaders be planning, and how can technology help?


My first guest of the year is Vanessa Tierney, CEO of Abodoo. Vanessa's organisation recently surveyed 100 HR Directors and C-Level Executives

from the world's best companies to work for and asked their

opinion about their firm's working strategy, talent, workforce, and

social infrastructure. Unsurprisingly skills were the number one issue.


In the interview, we discuss:


  • Attrition and skills shortages


  • Opening up talent pools globally via remote and hybrid working


  • How do you make people feel connected?


  • Adapting working models


  • Presenteeism


  • How can employers better understand the skills in their workforce?


  • Hard and soft skills matching.


  • Predicting future skills requirements and understanding gaps


  • Spotting opportunities in geographical skills clusters


  • Driving inclusivity in talent identification


  • The Metaverse


  • Advice on selecting HR and Recruiting Technology


  • What should we expect in the medium and long term future?


Listen to this podcast in Apple Podcasts.

]]> 1605 no Ep 402: Reflecting Back, Looking Forward https://www.recruitingfuture.com/ So that was the year that was 2021. As we move into 2022, the seismic changes of the last 12 months have certainly given us a lot to reflect on. The Great Resignation, the AI revolution in talent acquisition, the redefinition of the workplace, the continued depth of focus on DE&I, the list is as long as is it significant. It is impossible to make predictions, but I think it's fair to say that 2022 is potentially even more significant as employers find new ways of dealing with the considerable talent challenges they face. So what should we expect, and how do we process what has happened? I'm delighted to welcome Lars Schmidt back to the podcast as my last guest of 2021. Lars runs Amplify Talent, a boutique agency, HR leader development platform, and community that sits at the centre of the redefinition of HR. Lars is a passionate curator and facilitator of insights from some of the world's most innovative CHROs and is the perfect person to help us reflect and prepare for 2022. In the interview, we discuss: What positives should we take from 2021 When emergency measures drive long term changes The opportunity to redefine the nature of work Moving from Synchronous to asynchronous in communication and collaboration What are the most innovative employers doing, and which CHROs are leading from the front? What is changing in talent acquisition Compelling value propositions Preboarding and onboarding Increasing talent mobility and fluidity The Metaverse and Web3 The future for hybrid working Hopes for 2022 Listen to this podcast in Apple Podcasts. Wed, 29 Dec 2021 08:27:00 -0000 Reflecting Back, Looking Forward full 402 Matt Alder Lars Schmidt from Amplify Talent talks to Matt Alder So that was the year that was 2021. As we move into 2022, the seismic changes of the last 12 months have certainly given us a lot to reflect on. The Great Resignation, the AI revolution in talent acquisition, the redefinition of the workplace, the continued depth of focus on DE&I, the list is as long as is it significant. It is impossible to make predictions, but I think it's fair to say that 2022 is potentially even more significant as employers find new ways of dealing with the considerable talent challenges they face. So what should we expect, and how do we process what has happened? I'm delighted to welcome Lars Schmidt back to the podcast as my last guest of 2021. Lars runs Amplify Talent, a boutique agency, HR leader development platform, and community that sits at the centre of the redefinition of HR. Lars is a passionate curator and facilitator of insights from some of the world's most innovative CHROs and is the perfect person to help us reflect and prepare for 2022. In the interview, we discuss: What positives should we take from 2021 When emergency measures drive long term changes The opportunity to redefine the nature of work Moving from Synchronous to asynchronous in communication and collaboration What are the most innovative employers doing, and which CHROs are leading from the front? What is changing in talent acquisition Compelling value propositions Preboarding and onboarding Increasing talent mobility and fluidity The Metaverse and Web3 The future for hybrid working Hopes for 2022 Listen to this podcast in Apple Podcasts. So that was the year that was 2021. As we move into 2022, the seismic changes of the last 12 months have certainly given us a lot to reflect on. The Great Resignation, the AI revolution in talent acquisition, the redefinition of the workplace, the continued depth of focus on DE&I, the list is as long as is it significant. It is impossible to make predictions, but I think it's fair to say that 2022 is potentially even more significant as employers find new ways of dealing with the considerable talent challenges they face.


So what should we expect, and how do we process what has happened? I'm delighted to welcome Lars Schmidt back to the podcast as my last guest of 2021. Lars runs Amplify Talent, a boutique agency, HR leader development platform, and community that sits at the centre of the redefinition of HR. Lars is a passionate curator and facilitator of insights from some of the world's most innovative CHROs and is the perfect person to help us reflect and prepare for 2022.


In the interview, we discuss:


  • What positives should we take from 2021


  • When emergency measures drive long term changes


  • The opportunity to redefine the nature of work


  • Moving from Synchronous to asynchronous in communication and collaboration


  • What are the most innovative employers doing, and which CHROs are leading from the front?


  • What is changing in talent acquisition


  • Compelling value propositions


  • Preboarding and onboarding


  • Increasing talent mobility and fluidity
  • The Metaverse and Web3


  • The future for hybrid working


  • Hopes for 2022


Listen to this podcast in Apple Podcasts.

]]> 1954 no Ep 401: How AI Is Changing Talent Acquisition https://www.recruitingfuture.com/ As I referenced in the 400th episode, one of the standout trends for me in 2021 has been the adoption of AI in talent acquisition and its impact. As we move towards 2022, I wanted to take deeper dive into the practicalities of the revolution AI is driving in talent intelligence, recruiting process and talent management. My guest this week is Jason Cerrato, Senior Director Product Marketing at Eightfold AI. Jason has a unique combination of experience, having been a talent acquisition practitioner and leader as well as an industry analyst before working on the vendor side. This combination of experience gives him a unique insight into the change AI is driving in talent acquisition, and he has valuable advice to share. In the interview, we discuss: Why not all AI is the same How AI is changing Talent Intelligence The importance of adjacent skills Unlocking more diverse talent pools Being dynamic, real-time and agile in recruiting Identifying learning capabilities How AI is changing Talent Management Internal talent marketplaces Free Agent skills Advice to TA leaders on AI strategy What we can expect in 2022 Listen to this podcast in Apple Podcasts. Tue, 21 Dec 2021 16:54:34 -0000 How AI Is Changing Talent Acquisition full 401 Matt Alder Jason Cerrato, Senior Director Product Marketing at Eightfold AI talks to Matt Alder As I referenced in the 400th episode, one of the standout trends for me in 2021 has been the adoption of AI in talent acquisition and its impact. As we move towards 2022, I wanted to take deeper dive into the practicalities of the revolution AI is driving in talent intelligence, recruiting process and talent management. My guest this week is Jason Cerrato, Senior Director Product Marketing at Eightfold AI. Jason has a unique combination of experience, having been a talent acquisition practitioner and leader as well as an industry analyst before working on the vendor side. This combination of experience gives him a unique insight into the change AI is driving in talent acquisition, and he has valuable advice to share. In the interview, we discuss: Why not all AI is the same How AI is changing Talent Intelligence The importance of adjacent skills Unlocking more diverse talent pools Being dynamic, real-time and agile in recruiting Identifying learning capabilities How AI is changing Talent Management Internal talent marketplaces Free Agent skills Advice to TA leaders on AI strategy What we can expect in 2022 Listen to this podcast in Apple Podcasts. As I referenced in the 400th episode, one of the standout trends for me in 2021 has been the adoption of AI in talent acquisition and its impact. As we move towards 2022, I wanted to take deeper dive into the practicalities of the revolution AI is driving in talent intelligence, recruiting process and talent management.


My guest this week is Jason Cerrato, Senior Director Product Marketing at Eightfold AI. Jason has a unique combination of experience, having been a talent acquisition practitioner and leader as well as an industry analyst before working on the vendor side. This combination of experience gives him a unique insight into the change AI is driving in talent acquisition, and he has valuable advice to share.


In the interview, we discuss:


  • Why not all AI is the same


  • How AI is changing Talent Intelligence


  • The importance of adjacent skills


  • Unlocking more diverse talent pools


  • Being dynamic, real-time and agile in recruiting


  • Identifying learning capabilities


  • How AI is changing Talent Management


  • Internal talent marketplaces


  • Free Agent skills


  • Advice to TA leaders on AI strategy


  • What we can expect in 2022


Listen to this podcast in Apple Podcasts.


]]> 1661 no Ep 400: Future Forces https://www.recruitingfuture.com/ When I launched this podcast almost seven years ago, I had an expectation that I was in it for the long haul, but I couldn't have imagined that 400 episodes later, I would be publishing two episodes a week, and the audience would still be growing. Thank you for listening and for your support; it means so much to me. In keeping with the show's theme for this 400th episode, I want to look forward and not backwards. 2021 has been a year for talent acquisition like no other, and I believe we are seeing trends emerge that will shape recruiting for the next decade or more. I've had some fantastic guests on the show this year, and I wanted to showcase highlights from five interviews that shine a light on some of the innovations and trends that have made 2021 so important, and that will, in turn, have a significant impact in 2022. Interviews featured in this episode: Ep 333: Automation, Simplicity and Experience Ep 331: Transforming Recruitment Marketing Future Live: DE&I Ep 395: The Challenges Of Recruiting Recruiters Ep 375: The Magic Of Behavioural Science Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. Thu, 16 Dec 2021 09:31:00 -0000 Future Forces full 400 Matt Alder In this special 400th episode, Matt Alder highlights the forces that are shaping the future of talent acquisition. When I launched this podcast almost seven years ago, I had an expectation that I was in it for the long haul, but I couldn't have imagined that 400 episodes later, I would be publishing two episodes a week, and the audience would still be growing. Thank you for listening and for your support; it means so much to me. In keeping with the show's theme for this 400th episode, I want to look forward and not backwards. 2021 has been a year for talent acquisition like no other, and I believe we are seeing trends emerge that will shape recruiting for the next decade or more. I've had some fantastic guests on the show this year, and I wanted to showcase highlights from five interviews that shine a light on some of the innovations and trends that have made 2021 so important, and that will, in turn, have a significant impact in 2022. Interviews featured in this episode: Ep 333: Automation, Simplicity and Experience Ep 331: Transforming Recruitment Marketing Future Live: DE&I Ep 395: The Challenges Of Recruiting Recruiters Ep 375: The Magic Of Behavioural Science Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly. When I launched this podcast almost seven years ago, I had an expectation that I was in it for the long haul, but I couldn't have imagined that 400 episodes later, I would be publishing two episodes a week, and the audience would still be growing. Thank you for listening and for your support; it means so much to me.


In keeping with the show's theme for this 400th episode, I want to look forward and not backwards. 2021 has been a year for talent acquisition like no other, and I believe we are seeing trends emerge that will shape recruiting for the next decade or more.


I've had some fantastic guests on the show this year, and I wanted to showcase highlights from five interviews that shine a light on some of the innovations and trends that have made 2021 so important, and that will, in turn, have a significant impact in 2022.


Interviews featured in this episode:


Ep 333: Automation, Simplicity and Experience


Ep 331: Transforming Recruitment Marketing


Future Live: DE&I


Ep 395: The Challenges Of Recruiting Recruiters


Ep 375: The Magic Of Behavioural Science


Listen to this podcast in Apple Podcasts.


A full transcript will appear here shortly.

]]> 2060 no Ep 399: The Never Normal https://www.recruitingfuture.com/ Perhaps the only thing that is clear about the future is that it will involve a lot of uncertainty, disruption and change. As we've heard from all of my recent guests on the show, talent acquisition transformation is now happening in ways we could not have predicted 18 months ago. So what can Talent Acquisition leaders do in 2022 to help their teams navigate an ever more volatile business landscape? My guest this week is Ira Wolf. Ira is President of Success Performance Solutions and a well-known author, speaker and commentator on the changing world of work. In our conversation, Ira shares some valuable perspectives on what employers can do to support their employees to make the behavioural changes needed to be effective in our new never normal. In the interview, we discuss: The perfect storm that has been brewing for years Why we are living on an exponential curve of change Complexity with no predictability Resistance to behavioural changes How can employers accelerate change to match the exponential landscape? Being comfortable being uncomfortable Abilities, character and environment The importance of company culture Grit and resilience Teaching people to unlearn How does talent acquisition need to change What increases the effectiveness of technology? What can we expect in 2022 Listen to this podcast in Apple Podcasts. Wed, 15 Dec 2021 14:31:00 -0000 The Never Normal full 399 Matt Alder Ira Wolf, President of Success Performance Solutions, talks to Matt Alder Perhaps the only thing that is clear about the future is that it will involve a lot of uncertainty, disruption and change. As we've heard from all of my recent guests on the show, talent acquisition transformation is now happening in ways we could not have predicted 18 months ago. So what can Talent Acquisition leaders do in 2022 to help their teams navigate an ever more volatile business landscape? My guest this week is Ira Wolf. Ira is President of Success Performance Solutions and a well-known author, speaker and commentator on the changing world of work. In our conversation, Ira shares some valuable perspectives on what employers can do to support their employees to make the behavioural changes needed to be effective in our new never normal. In the interview, we discuss: The perfect storm that has been brewing for years Why we are living on an exponential curve of change Complexity with no predictability Resistance to behavioural changes How can employers accelerate change to match the exponential landscape? Being comfortable being uncomfortable Abilities, character and environment The importance of company culture Grit and resilience Teaching people to unlearn How does talent acquisition need to change What increases the effectiveness of technology? What can we expect in 2022 Listen to this podcast in Apple Podcasts. Perhaps the only thing that is clear about the future is that it will involve a lot of uncertainty, disruption and change. As we've heard from all of my recent guests on the show, talent acquisition transformation is now happening in ways we could not have predicted 18 months ago.


So what can Talent Acquisition leaders do in 2022 to help their teams navigate an ever more volatile business landscape?


My guest this week is Ira Wolf. Ira is President of Success Performance Solutions and a well-known author, speaker and commentator on the changing world of work. In our conversation, Ira shares some valuable perspectives on what employers can do to support their employees to make the behavioural changes needed to be effective in our new never normal.


In the interview, we discuss:


  • The perfect storm that has been brewing for years


  • Why we are living on an exponential curve of change


  • Complexity with no predictability


  • Resistance to behavioural changes


  • How can employers accelerate change to match the exponential landscape?


  • Being comfortable being uncomfortable


  • Abilities, character and environment


  • The importance of company culture


  • Grit and resilience


  • Teaching people to unlearn


  • How does talent acquisition need to change


  • What increases the effectiveness of technology?


  • What can we expect in 2022



Listen to this podcast in Apple Podcasts.

]]> 2133 no Ep 398: The Power Of Words https://www.recruitingfuture.com/ One of the things I have been doing on the show this year is investigating new technologies in the assessment market. As the speed of adoption increases, it's essential to understand the actual science behind what is being developed.  I've always been fascinated by language and what we might be able to learn from the words that people use. With that in mind, I was very keen to talk to this week's guest. Mike Durland is CEO of Receptiviti. Receptiviti has a robust scientific methodology that uses language data to uncover emotions, personality, and psychology. This is essentially an interview in two parts. In the first half of our conversation, Mike talks about what we can learn from applying science to language. In the second half of the conversation, he shares some important insights that Receptivit has uncovered about the effect of remote and hybrid working on different parts of the workforce. It's fascinating stuff. In the interview, we discuss: The relationship between psychology and language The secret life of pronouns Applications for recruiting What are people saying about work? How happy are people working from home? Has the pandemic driven an increase in empathy at work? The different effects of the pandemic on senior and junior employees How to be a great place to work What can we expect in the future? Listen to this podcast in Apple Podcasts. Fri, 10 Dec 2021 14:46:00 -0000 The Power Of Words full 398 Matt Alder Mike Durland is CEO of Receptiviti, talks to Matt Alder One of the things I have been doing on the show this year is investigating new technologies in the assessment market. As the speed of adoption increases, it's essential to understand the actual science behind what is being developed.  I've always been fascinated by language and what we might be able to learn from the words that people use. With that in mind, I was very keen to talk to this week's guest. Mike Durland is CEO of Receptiviti. Receptiviti has a robust scientific methodology that uses language data to uncover emotions, personality, and psychology. This is essentially an interview in two parts. In the first half of our conversation, Mike talks about what we can learn from applying science to language. In the second half of the conversation, he shares some important insights that Receptivit has uncovered about the effect of remote and hybrid working on different parts of the workforce. It's fascinating stuff. In the interview, we discuss: The relationship between psychology and language The secret life of pronouns Applications for recruiting What are people saying about work? How happy are people working from home? Has the pandemic driven an increase in empathy at work? The different effects of the pandemic on senior and junior employees How to be a great place to work What can we expect in the future? Listen to this podcast in Apple Podcasts. One of the things I have been doing on the show this year is investigating new technologies in the assessment market. As the speed of adoption increases, it's essential to understand the actual science behind what is being developed. 


I've always been fascinated by language and what we might be able to learn from the words that people use. With that in mind, I was very keen to talk to this week's guest. Mike Durland is CEO of Receptiviti. Receptiviti has a robust scientific methodology that uses language data to uncover emotions, personality, and psychology.


This is essentially an interview in two parts. In the first half of our conversation, Mike talks about what we can learn from applying science to language. In the second half of the conversation, he shares some important insights that Receptivit has uncovered about the effect of remote and hybrid working on different parts of the workforce. It's fascinating stuff.


In the interview, we discuss:


  • The relationship between psychology and language


  • The secret life of pronouns


  • Applications for recruiting


  • What are people saying about work?


  • How happy are people working from home?


  • Has the pandemic driven an increase in empathy at work?


  • The different effects of the pandemic on senior and junior employees


  • How to be a great place to work


  • What can we expect in the future?



Listen to this podcast in Apple Podcasts.

]]> 1787 no Ep 397: Digital Leadership https://www.recruitingfuture.com/ Digital transformation remains a crucial issue for most organisations. The pandemic has exponentially accelerated the pace of change, with companies scrambling to supply products and services to meet the demands of our increasingly digital economy. The need for digital skills and continuing issues of gender diversity are two of the implications for talent acquisition. TA leaders must have a strong understanding of the evolving digital landscape. My guest this week is Bev White, CEO of Harvey Nash. Harvey Nash have a long starting reputation for providing market intelligence via their annual CIO survey. This year the research has been refocused as the Digital Leadership Report. Bev has important insights to share around the role of talent in the future development of the digital economy. In the interview, we discuss: The background to the Digital Leadership Report Key findings Who are the digital leaders within organisations? The unacceptably slow growth in the increase of females in digital leadership positions The rise of flexible and hybrid working and why this is cause for optimism  What can employers do to improve gender diversity? Creating systemic, sustainable change Are digital skill shortages holding back growth? Investing in apprenticeships The vital importance of reskilling Opening up new talent pools via remote working How is recruiting evolving, and what role is technology playing What can we expect in 2022 Listen to this podcast in Apple Podcasts. Thu, 09 Dec 2021 20:46:08 -0000 Digital Leadership full 397 Matt Alder Bev White, CEO at Harvey Nash, talks to Matt Alder Digital transformation remains a crucial issue for most organisations. The pandemic has exponentially accelerated the pace of change, with companies scrambling to supply products and services to meet the demands of our increasingly digital economy. The need for digital skills and continuing issues of gender diversity are two of the implications for talent acquisition. TA leaders must have a strong understanding of the evolving digital landscape. My guest this week is Bev White, CEO of Harvey Nash. Harvey Nash have a long starting reputation for providing market intelligence via their annual CIO survey. This year the research has been refocused as the Digital Leadership Report. Bev has important insights to share around the role of talent in the future development of the digital economy. In the interview, we discuss: The background to the Digital Leadership Report Key findings Who are the digital leaders within organisations? The unacceptably slow growth in the increase of females in digital leadership positions The rise of flexible and hybrid working and why this is cause for optimism  What can employers do to improve gender diversity? Creating systemic, sustainable change Are digital skill shortages holding back growth? Investing in apprenticeships The vital importance of reskilling Opening up new talent pools via remote working How is recruiting evolving, and what role is technology playing What can we expect in 2022 Listen to this podcast in Apple Podcasts. Digital transformation remains a crucial issue for most organisations. The pandemic has exponentially accelerated the pace of change, with companies scrambling to supply products and services to meet the demands of our increasingly digital economy.


The need for digital skills and continuing issues of gender diversity are two of the implications for talent acquisition. TA leaders must have a strong understanding of the evolving digital landscape.


My guest this week is Bev White, CEO of Harvey Nash. Harvey Nash have a long starting reputation for providing market intelligence via their annual CIO survey. This year the research has been refocused as the Digital Leadership Report. Bev has important insights to share around the role of talent in the future development of the digital economy.


In the interview, we discuss:


  • The background to the Digital Leadership Report


  • Key findings


  • Who are the digital leaders within organisations?


  • The unacceptably slow growth in the increase of females in digital leadership positions


  • The rise of flexible and hybrid working and why this is cause for optimism 


  • What can employers do to improve gender diversity?


  • Creating systemic, sustainable change


  • Are digital skill shortages holding back growth?


  • Investing in apprenticeships


  • The vital importance of reskilling


  • Opening up new talent pools via remote working


  • How is recruiting evolving, and what role is technology playing


  • What can we expect in 2022



Listen to this podcast in Apple Podcasts.


]]> 1470 no Ep 396: Talent Acquisition Revolution https://www.recruitingfuture.com/ We often talk about evolution in talent acquisition. That has always seemed appropriate in an area where the pace of change has been relatively slow compared to other areas of the corporation. However, what we are seeing now is much more like a revolution as talent shortages, changing business priorities, and rapid technological advancement send shock waves through the industry. So what does talent acquisition transformation now look like, and how are employers moving at pace to keep up with the changing landscape. My guest this week is Yasar Ahmad, Global VP of Talent at HelloFresh. Yasar is only six months into his role but has quickly embarked on an ambitious recruiting transformation strategy that is already showing tangible results. In the interview, we discuss: Talent acquisition challenges at Hello Fresh Recruiting maturity From 1.0 to 4.0 and beyond Investment from senior leadership Driving a vision based on candidate experience Putting talent intelligence at the core Hiring and retaining recruiters by communicating a long strategy and building a sense of purpose The transformation roadmap The role of technology Automation Turning candidates into customers Hiring in 24 hours Sustainability in recruiting Listen to this podcast in Apple Podcasts. Fri, 03 Dec 2021 09:51:00 -0000 Talent Acquisition Revolution full 396 Matt Alder Yasar Ahmad, Global VP of Talent at HelloFresh, talks to Matt Alder We often talk about evolution in talent acquisition. That has always seemed appropriate in an area where the pace of change has been relatively slow compared to other areas of the corporation. However, what we are seeing now is much more like a revolution as talent shortages, changing business priorities, and rapid technological advancement send shock waves through the industry. So what does talent acquisition transformation now look like, and how are employers moving at pace to keep up with the changing landscape. My guest this week is Yasar Ahmad, Global VP of Talent at HelloFresh. Yasar is only six months into his role but has quickly embarked on an ambitious recruiting transformation strategy that is already showing tangible results. In the interview, we discuss: Talent acquisition challenges at Hello Fresh Recruiting maturity From 1.0 to 4.0 and beyond Investment from senior leadership Driving a vision based on candidate experience Putting talent intelligence at the core Hiring and retaining recruiters by communicating a long strategy and building a sense of purpose The transformation roadmap The role of technology Automation Turning candidates into customers Hiring in 24 hours Sustainability in recruiting Listen to this podcast in Apple Podcasts. We often talk about evolution in talent acquisition. That has always seemed appropriate in an area where the pace of change has been relatively slow compared to other areas of the corporation. However, what we are seeing now is much more like a revolution as talent shortages, changing business priorities, and rapid technological advancement send shock waves through the industry.


So what does talent acquisition transformation now look like, and how are employers moving at pace to keep up with the changing landscape.


My guest this week is Yasar Ahmad, Global VP of Talent at HelloFresh. Yasar is only six months into his role but has quickly embarked on an ambitious recruiting transformation strategy that is already showing tangible results.


In the interview, we discuss:


  • Talent acquisition challenges at Hello Fresh


  • Recruiting maturity


  • From 1.0 to 4.0 and beyond


  • Investment from senior leadership


  • Driving a vision based on candidate experience


  • Putting talent intelligence at the core


  • Hiring and retaining recruiters by communicating a long strategy and building a sense of purpose


  • The transformation roadmap


  • The role of technology


  • Automation


  • Turning candidates into customers


  • Hiring in 24 hours


  • Sustainability in recruiting


Listen to this podcast in Apple Podcasts.

]]> 1846 no Round Up November 2021 https://www.recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 386: Future Talent Acquisition Trends Ep 387: Assessment Innovation Ep 388: Candidates In Control Ep 389: Automated Sourcing Ep 390: Strategic AI Ep 391: Scaling Hiring At Speed Ep 392: Leveraging Recruiting Technology Ep 393: Hiring From Marginalised Groups Ep 394: Lessons From Startups Ep 395: The Challenges Of Recruiting Recruiters Listen to this podcast in Apple Podcast Thu, 02 Dec 2021 20:13:35 -0000 Round Up November 2021 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during November 2021 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 386: Future Talent Acquisition Trends Ep 387: Assessment Innovation Ep 388: Candidates In Control Ep 389: Automated Sourcing Ep 390: Strategic AI Ep 391: Scaling Hiring At Speed Ep 392: Leveraging Recruiting Technology Ep 393: Hiring From Marginalised Groups Ep 394: Lessons From Startups Ep 395: The Challenges Of Recruiting Recruiters Listen to this podcast in Apple Podcast Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 386: Future Talent Acquisition Trends


Ep 387: Assessment Innovation


Ep 388: Candidates In Control


Ep 389: Automated Sourcing


Ep 390: Strategic AI


Ep 391: Scaling Hiring At Speed


Ep 392: Leveraging Recruiting Technology


Ep 393: Hiring From Marginalised Groups


Ep 394: Lessons From Startups


Ep 395: The Challenges Of Recruiting Recruiters


Listen to this podcast in Apple Podcast



]]> 785 no Ep 395: The Challenges Of Recruiting Recruiters https://www.recruitingfuture.com/ We've been talking continuously about challenging talent markets on this podcast since March. However, we've not so far mentioned the one specific skill shortage which is affecting everyone. The pressure on many employers to scale up their talent acquisition functions is immense, but hiring experienced recruiters has arguably never been tougher. So what can companies do to attract and retain experienced recruiter talent while also building capacity and capability? My guest this week is Amy Schultz, Global Head of Talent Acquisition at Canva. Canva has been scaling up at speed over the last few years, and Amy has some very valuable perspectives and experiences to share. In the interview, we discuss: The recruiting landscape at Canva The current challenges recruiting recruiters when talent supply is even tighter than it is for software engineers Perceptions of talent acquisition within organisations Attracting and retaining experienced recruiters Investing in developing skills to build rather than just buy-in New sources of recruiting talent Raising up and celebrating the profession. Work, craft and impact Building peeks rather than fixing potholes Humans and technology The broadening scope of talent acquisition teams What should TA leaders be focusing on in 2022 Listen to this podcast on Apple Podcasts. Tue, 30 Nov 2021 16:22:00 -0000 Ep 395: full 395 Matt Alder Amy Schultz, Global Head of Talent Acquisition at Canva, talks to Matt Alder We've been talking continuously about challenging talent markets on this podcast since March. However, we've not so far mentioned the one specific skill shortage which is affecting everyone. The pressure on many employers to scale up their talent acquisition functions is immense, but hiring experienced recruiters has arguably never been tougher. So what can companies do to attract and retain experienced recruiter talent while also building capacity and capability? My guest this week is Amy Schultz, Global Head of Talent Acquisition at Canva. Canva has been scaling up at speed over the last few years, and Amy has some very valuable perspectives and experiences to share. In the interview, we discuss: The recruiting landscape at Canva The current challenges recruiting recruiters when talent supply is even tighter than it is for software engineers Perceptions of talent acquisition within organisations Attracting and retaining experienced recruiters Investing in developing skills to build rather than just buy-in New sources of recruiting talent Raising up and celebrating the profession. Work, craft and impact Building peeks rather than fixing potholes Humans and technology The broadening scope of talent acquisition teams What should TA leaders be focusing on in 2022 Listen to this podcast on Apple Podcasts. We've been talking continuously about challenging talent markets on this podcast since March. However, we've not so far mentioned the one specific skill shortage which is affecting everyone. The pressure on many employers to scale up their talent acquisition functions is immense, but hiring experienced recruiters has arguably never been tougher.


So what can companies do to attract and retain experienced recruiter talent while also building capacity and capability?


My guest this week is Amy Schultz, Global Head of Talent Acquisition at Canva. Canva has been scaling up at speed over the last few years, and Amy has some very valuable perspectives and experiences to share.


In the interview, we discuss:


  • The recruiting landscape at Canva


  • The current challenges recruiting recruiters when talent supply is even tighter than it is for software engineers


  • Perceptions of talent acquisition within organisations


  • Attracting and retaining experienced recruiters


  • Investing in developing skills to build rather than just buy-in


  • New sources of recruiting talent


  • Raising up and celebrating the profession.


  • Work, craft and impact


  • Building peeks rather than fixing potholes


  • Humans and technology


  • The broadening scope of talent acquisition teams


  • What should TA leaders be focusing on in 2022



Listen to this podcast on Apple Podcasts.

]]> 1675 no Ep 394: Lessons From Startups https://www.recruitingfuture.com/ Although I've tended to work with very large enterprise businesses as a consultant, I've always been fascinated by startups and the lessons larger, more established companies can learn from them. Although the actual execution will always be different, I think there are some real insights around how smaller, more agile companies think about talent, candidate experience, and recruiting technology.  My guest this week is is Ben Butler, Head of People at Dublin based tech startup Evervault. Ben has worked for startup and scale-up companies on both sides of the Atlantic. He has a really fresh approach to talent and some great insights to share.  In the interview, we discuss: Recruiting challenges in technology The power of a strong value proposition Cutting through the noise Building effective outreach and automating follow up How do you keep great people? Building culture while scaling Democratising information Build speed into a tech stack for competitive advantage The future of recruiting Listen to this podcast on Apple Podcasts. Sun, 28 Nov 2021 20:05:00 -0000 Lessons From Startups full 394 Matt Alder Ben Butler, Head of People at Evervault, talks to Matt Alder Although I've tended to work with very large enterprise businesses as a consultant, I've always been fascinated by startups and the lessons larger, more established companies can learn from them. Although the actual execution will always be different, I think there are some real insights around how smaller, more agile companies think about talent, candidate experience, and recruiting technology.  My guest this week is is Ben Butler, Head of People at Dublin based tech startup Evervault. Ben has worked for startup and scale-up companies on both sides of the Atlantic. He has a really fresh approach to talent and some great insights to share.  In the interview, we discuss: Recruiting challenges in technology The power of a strong value proposition Cutting through the noise Building effective outreach and automating follow up How do you keep great people? Building culture while scaling Democratising information Build speed into a tech stack for competitive advantage The future of recruiting Listen to this podcast on Apple Podcasts. Although I've tended to work with very large enterprise businesses as a consultant, I've always been fascinated by startups and the lessons larger, more established companies can learn from them. Although the actual execution will always be different, I think there are some real insights around how smaller, more agile companies think about talent, candidate experience, and recruiting technology. 


My guest this week is is Ben Butler, Head of People at Dublin based tech startup Evervault. Ben has worked for startup and scale-up companies on both sides of the Atlantic. He has a really fresh approach to talent and some great insights to share. 


In the interview, we discuss:


  • Recruiting challenges in technology


  • The power of a strong value proposition


  • Cutting through the noise


  • Building effective outreach and automating follow up


  • How do you keep great people?


  • Building culture while scaling


  • Democratising information


  • Build speed into a tech stack for competitive advantage


  • The future of recruiting



Listen to this podcast on Apple Podcasts.

]]> 1786 no Ep 393: Hiring From Marginalised Groups https://www.recruitingfuture.com/ For many years I've been reading about the work UK retailer Timpson does to hire ex-offenders and other marginalised groups. What they do is a win win win situation. It's a win for the ex-offenders who get a job, it's a win for society as employment is a crucial part of breaking the re-offending cycle, and it's a win for Timpson as they get access to a large talent pool. Now more than ever, employers need to be challenging traditional policies and beliefs to think differently about hiring. With that in mind, I'm absolutely delighted to welcome Darren Burns, Timpson's National Recruitment Manager and Head of The Timpson foundation, to the show. As well as running Timpson's own ex-offender hiring initiatives, Darren also advisors other companies looking to do the same, and he has some unique experience and advice to share In the interview, we discuss: The work of The Timpson Foundation Timpson's motivations behind recruiting ex-offenders Breaking the re-offending cycle Working with prisons in the recruiting process The benefits of employing ex-offenders Advice to other employers Accelerator prisons and prison reform What's next for Timpson Listen to this podcast in Apple Podcasts. Fri, 26 Nov 2021 21:10:00 -0000 Hiring From Marginalised Groups full 393 Matt Alder Darren Burns, National Recruitment Manager at Timpson, talks to Matt Alder For many years I've been reading about the work UK retailer Timpson does to hire ex-offenders and other marginalised groups. What they do is a win win win situation. It's a win for the ex-offenders who get a job, it's a win for society as employment is a crucial part of breaking the re-offending cycle, and it's a win for Timpson as they get access to a large talent pool. Now more than ever, employers need to be challenging traditional policies and beliefs to think differently about hiring. With that in mind, I'm absolutely delighted to welcome Darren Burns, Timpson's National Recruitment Manager and Head of The Timpson foundation, to the show. As well as running Timpson's own ex-offender hiring initiatives, Darren also advisors other companies looking to do the same, and he has some unique experience and advice to share In the interview, we discuss: The work of The Timpson Foundation Timpson's motivations behind recruiting ex-offenders Breaking the re-offending cycle Working with prisons in the recruiting process The benefits of employing ex-offenders Advice to other employers Accelerator prisons and prison reform What's next for Timpson Listen to this podcast in Apple Podcasts. For many years I've been reading about the work UK retailer Timpson does to hire ex-offenders and other marginalised groups. What they do is a win win win situation. It's a win for the ex-offenders who get a job, it's a win for society as employment is a crucial part of breaking the re-offending cycle, and it's a win for Timpson as they get access to a large talent pool.


Now more than ever, employers need to be challenging traditional policies and beliefs to think differently about hiring. With that in mind, I'm absolutely delighted to welcome Darren Burns, Timpson's National Recruitment Manager and Head of The Timpson foundation, to the show. As well as running Timpson's own ex-offender hiring initiatives, Darren also advisors other companies looking to do the same, and he has some unique experience and advice to share


In the interview, we discuss:


  • The work of The Timpson Foundation


  • Timpson's motivations behind recruiting ex-offenders


  • Breaking the re-offending cycle


  • Working with prisons in the recruiting process


  • The benefits of employing ex-offenders


  • Advice to other employers


  • Accelerator prisons and prison reform


  • What's next for Timpson


Listen to this podcast in Apple Podcasts.

]]> 1405 no Ep 392: Leveraging Recruiting Technology https://www.recruitingfuture.com/ Talent Acquisition is having to evolve at speeds we have never seen before, and recruiting technology is playing a central role in enabling this transformation. However, the recruiting technology ecosystem has never been more complicated and confusing. Building an effective tech stack can be challenging. My guest this week has a considerable amount of advice to share on the best ways to leverage recruiting technology in the dynamic environment employers are currently operating in. Ryan Dull is the Founder and CEO of Sagemark HR and an expert in pairing best fit technology, innovative process and industry best practices.  In the interview, we discuss: Talent Acquisition challenges Technology adoption Building Tech Stacks to improve efficiency and increase conversion How much of recruiting will be automated How do TA leaders make sense of the market? Stakeholder buy-in and support The impact of vendor acquisition and investment on customers Broader technology trends to keep an eye on for the future Listen to this podcast in Apple Podcasts. Wed, 24 Nov 2021 23:20:00 -0000 Leveraging Recruiting Technology full 392 Matt Alder Ryan Dull, Founder and CEO of Sagemark HR, talks to Matt Alder Talent Acquisition is having to evolve at speeds we have never seen before, and recruiting technology is playing a central role in enabling this transformation. However, the recruiting technology ecosystem has never been more complicated and confusing. Building an effective tech stack can be challenging. My guest this week has a considerable amount of advice to share on the best ways to leverage recruiting technology in the dynamic environment employers are currently operating in. Ryan Dull is the Founder and CEO of Sagemark HR and an expert in pairing best fit technology, innovative process and industry best practices.  In the interview, we discuss: Talent Acquisition challenges Technology adoption Building Tech Stacks to improve efficiency and increase conversion How much of recruiting will be automated How do TA leaders make sense of the market? Stakeholder buy-in and support The impact of vendor acquisition and investment on customers Broader technology trends to keep an eye on for the future Listen to this podcast in Apple Podcasts. Talent Acquisition is having to evolve at speeds we have never seen before, and recruiting technology is playing a central role in enabling this transformation. However, the recruiting technology ecosystem has never been more complicated and confusing. Building an effective tech stack can be challenging.


My guest this week has a considerable amount of advice to share on the best ways to leverage recruiting technology in the dynamic environment employers are currently operating in. Ryan Dull is the Founder and CEO of Sagemark HR and an expert in pairing best fit technology, innovative process and industry best practices. 


In the interview, we discuss:


  • Talent Acquisition challenges


  • Technology adoption


  • Building Tech Stacks to improve efficiency and increase conversion


  • How much of recruiting will be automated


  • How do TA leaders make sense of the market?


  • Stakeholder buy-in and support


  • The impact of vendor acquisition and investment on customers


  • Broader technology trends to keep an eye on for the future



Listen to this podcast in Apple Podcasts.

]]> 2034 no Ep 391: Scaling Hiring At Speed https://www.recruitingfuture.com/ In today's talent markets, speed is critical when it comes to securing talent. Maintaining speed and quality when hiring is being scaled up is a challenge and is also a position many employers are now in. My guest this week is Katie Morrow, VP of People Operations at Podium. Podium is a rapidly growing business, and Katie has some great insight to share on scaling up hiring without losing speed or damaging the candidate experience. In the interview, we discuss: Scaling up talent acquisition High touch candidate experience The mind shift from relocation to remote Demonstrating company culture in virtual hiring Connecting people to the mission of the business Childcare The role of technology What do the next 12 - 18 months look like Listen to this podcast in Apple Podcasts. Fri, 19 Nov 2021 11:19:00 -0000 Scaling Hiring At Speed full 391 Matt Alder Katie Morrow, VP of People Operations at Podium talks to Matt Alder In today's talent markets, speed is critical when it comes to securing talent. Maintaining speed and quality when hiring is being scaled up is a challenge and is also a position many employers are now in. My guest this week is Katie Morrow, VP of People Operations at Podium. Podium is a rapidly growing business, and Katie has some great insight to share on scaling up hiring without losing speed or damaging the candidate experience. In the interview, we discuss: Scaling up talent acquisition High touch candidate experience The mind shift from relocation to remote Demonstrating company culture in virtual hiring Connecting people to the mission of the business Childcare The role of technology What do the next 12 - 18 months look like Listen to this podcast in Apple Podcasts. In today's talent markets, speed is critical when it comes to securing talent. Maintaining speed and quality when hiring is being scaled up is a challenge and is also a position many employers are now in.


My guest this week is Katie Morrow, VP of People Operations at Podium. Podium is a rapidly growing business, and Katie has some great insight to share on scaling up hiring without losing speed or damaging the candidate experience.


In the interview, we discuss:


  • Scaling up talent acquisition


  • High touch candidate experience


  • The mind shift from relocation to remote


  • Demonstrating company culture in virtual hiring


  • Connecting people to the mission of the business


  • Childcare


  • The role of technology


  • What do the next 12 - 18 months look like



Listen to this podcast in Apple Podcasts.

]]> 1364 no Ep 390: Strategic AI https://www.recruitingfuture.com/ As I mentioned in the previous episode, with recruiting evolving so quickly, I will be dedicating a lot of time on the podcast to providing deep dives into how AI and Automation are being deployed to solve real life recruiting challenges. Conversational AI is a big topic at the moment, with a shift taking place from simple chatbots to sophisticated tools that can radically improve the candidate experience, speed up hiring and allow TA leaders to redeploy their human team members to higher-value tasks. So what are the thoughts processes, decision journies and implications of putting AI at the heart of your TA strategy? My guest this week is Shannon Hughes Swayney, SVP of Human Resource US at Prosegur. Prosegur uses conversational AI strategically throughout their employee lifecycle and has done an enormous amount of work to ensure that it reflects their employer brand values in an authentic and helpful way. In the interview, we discuss: Talent Acquisition challenges Putting AI at the heart of strategy Building a talent lifecycle solution and supporting candidate success The decision journey Basing a chatbot on a real person and embedding brand values Scripting and tone of voice Engagement, retention and compliance The balance between AI and humans ROI and results Advice to TA leaders The future of Talent Acquisition Listen to this podcast in Apple Podcasts. Thu, 18 Nov 2021 12:32:16 -0000 Strategic AI full 390 Matt Alder Shannon Hughes Swayney, SVP of Human Resource US at Prosegur, talks to Matt Alder As I mentioned in the previous episode, with recruiting evolving so quickly, I will be dedicating a lot of time on the podcast to providing deep dives into how AI and Automation are being deployed to solve real life recruiting challenges. Conversational AI is a big topic at the moment, with a shift taking place from simple chatbots to sophisticated tools that can radically improve the candidate experience, speed up hiring and allow TA leaders to redeploy their human team members to higher-value tasks. So what are the thoughts processes, decision journies and implications of putting AI at the heart of your TA strategy? My guest this week is Shannon Hughes Swayney, SVP of Human Resource US at Prosegur. Prosegur uses conversational AI strategically throughout their employee lifecycle and has done an enormous amount of work to ensure that it reflects their employer brand values in an authentic and helpful way. In the interview, we discuss: Talent Acquisition challenges Putting AI at the heart of strategy Building a talent lifecycle solution and supporting candidate success The decision journey Basing a chatbot on a real person and embedding brand values Scripting and tone of voice Engagement, retention and compliance The balance between AI and humans ROI and results Advice to TA leaders The future of Talent Acquisition Listen to this podcast in Apple Podcasts. As I mentioned in the previous episode, with recruiting evolving so quickly, I will be dedicating a lot of time on the podcast to providing deep dives into how AI and Automation are being deployed to solve real life recruiting challenges.


Conversational AI is a big topic at the moment, with a shift taking place from simple chatbots to sophisticated tools that can radically improve the candidate experience, speed up hiring and allow TA leaders to redeploy their human team members to higher-value tasks.


So what are the thoughts processes, decision journies and implications of putting AI at the heart of your TA strategy? My guest this week is Shannon Hughes Swayney, SVP of Human Resource US at Prosegur. Prosegur uses conversational AI strategically throughout their employee lifecycle and has done an enormous amount of work to ensure that it reflects their employer brand values in an authentic and helpful way.


In the interview, we discuss:


  • Talent Acquisition challenges


  • Putting AI at the heart of strategy


  • Building a talent lifecycle solution and supporting candidate success


  • The decision journey


  • Basing a chatbot on a real person and embedding brand values


  • Scripting and tone of voice


  • Engagement, retention and compliance


  • The balance between AI and humans


  • ROI and results


  • Advice to TA leaders


  • The future of Talent Acquisition



Listen to this podcast in Apple Podcasts.

]]> 1715 no Ep 389: Automated Sourcing https://www.recruitingfuture.com/ Recruiting Automation is finally moving from a theoretical concept to pragmatic reality. A combination of the unique pressures talent acquisition is currently under and some quantum leaps forward in technology means automation is becoming a smart solution for an increasing number of employers. However, I know that this currently throws up more questions than answers for many TA leaders, so over the coming weeks and months, I'll be doing some deep dives into the practicalities of automation with practitioners who have hands-on experience. We've recently had a couple of episodes looking at screening via conversational ai, and in this episode, I wanted to explore the growing trend towards automated sourcing. My guest this week is Mike Smart, a hands-on recruiter and Global Talent Leader at Devo. Devo is having a lot of success using automated sourcing to deal with some tough recruiting challenges, and Mike has some valuable insights and advice to share. In the interview, we discuss: Dealing with the mismatch in supply and demand of talent Helping hiring managers understand the reality of current hiring dynamics How employers can stand out on LinkedIn Automating manual processes Augmenting recruiters with intelligent technology Finding undiscovered candidates Can you effectively automate candidate outreach in a way that resonates? The power of being persistent Advice to Talent Acquisition leaders on the reality of automation What does the future look like? Listen to this podcast on Apple Podcasts. Fri, 12 Nov 2021 12:58:00 -0000 Automated Sourcing full 389 Matt Alder Mike Smart, Global Talent Leader at Devo, talks to Matt Alder Recruiting Automation is finally moving from a theoretical concept to pragmatic reality. A combination of the unique pressures talent acquisition is currently under and some quantum leaps forward in technology means automation is becoming a smart solution for an increasing number of employers. However, I know that this currently throws up more questions than answers for many TA leaders, so over the coming weeks and months, I'll be doing some deep dives into the practicalities of automation with practitioners who have hands-on experience. We've recently had a couple of episodes looking at screening via conversational ai, and in this episode, I wanted to explore the growing trend towards automated sourcing. My guest this week is Mike Smart, a hands-on recruiter and Global Talent Leader at Devo. Devo is having a lot of success using automated sourcing to deal with some tough recruiting challenges, and Mike has some valuable insights and advice to share. In the interview, we discuss: Dealing with the mismatch in supply and demand of talent Helping hiring managers understand the reality of current hiring dynamics How employers can stand out on LinkedIn Automating manual processes Augmenting recruiters with intelligent technology Finding undiscovered candidates Can you effectively automate candidate outreach in a way that resonates? The power of being persistent Advice to Talent Acquisition leaders on the reality of automation What does the future look like? Listen to this podcast on Apple Podcasts. Recruiting Automation is finally moving from a theoretical concept to pragmatic reality. A combination of the unique pressures talent acquisition is currently under and some quantum leaps forward in technology means automation is becoming a smart solution for an increasing number of employers. However, I know that this currently throws up more questions than answers for many TA leaders, so over the coming weeks and months, I'll be doing some deep dives into the practicalities of automation with practitioners who have hands-on experience. We've recently had a couple of episodes looking at screening via conversational ai, and in this episode, I wanted to explore the growing trend towards automated sourcing.


My guest this week is Mike Smart, a hands-on recruiter and Global Talent Leader at Devo. Devo is having a lot of success using automated sourcing to deal with some tough recruiting challenges, and Mike has some valuable insights and advice to share.


In the interview, we discuss:


  • Dealing with the mismatch in supply and demand of talent


  • Helping hiring managers understand the reality of current hiring dynamics


  • How employers can stand out on LinkedIn


  • Automating manual processes


  • Augmenting recruiters with intelligent technology


  • Finding undiscovered candidates


  • Can you effectively automate candidate outreach in a way that resonates?


  • The power of being persistent


  • Advice to Talent Acquisition leaders on the reality of automation


  • What does the future look like?



Listen to this podcast on Apple Podcasts.

]]> 1632 no Ep 388: Candidates In Control https://www.recruitingfuture.com/ Challenging talent markets and the increasing adoption of AI-driven technology are driving a revolution in recruiting. We now see recruiting automation happening in many ways, and it's becoming clear that talent acquisition is changing forever. So how can employers use AI and automation technology to benefit recruiters and hiring managers and radically enhance the candidate experience? To help answer these questions in a practical way, I have two brilliant guests: Rhonda Lloyd, Director of People Solutions & Recruiting at Webhelp and Barb Hyman, CEO at Predictive Hire. In the interview, we discuss: How Webhelp is addressing recruiting challenges across the globe Putting candidates in control Is this the most innovative time we've ever seen in talent acquisition? Humans don't scale Automation and Smart Technology Finding undiscovered talent The end of the resume? Giving personalized feedback to every candidate Increasing both speed and quality Re-imagining the role of the recruiter Ethics and transparency Advice to talent acquisition leaders around AI vendors Why the future is personalized Listen to this podcast in Apple Podcasts. Mon, 08 Nov 2021 12:02:30 -0000 Candidates In Control full 388 Matt Alder Rhonda Lloyd, Director of People Solutions & Recruiting at Webhelp and Barb Hymen, CEO at Predictive Hire talk to Matt Alder Challenging talent markets and the increasing adoption of AI-driven technology are driving a revolution in recruiting. We now see recruiting automation happening in many ways, and it's becoming clear that talent acquisition is changing forever. So how can employers use AI and automation technology to benefit recruiters and hiring managers and radically enhance the candidate experience? To help answer these questions in a practical way, I have two brilliant guests: Rhonda Lloyd, Director of People Solutions & Recruiting at Webhelp and Barb Hyman, CEO at Predictive Hire. In the interview, we discuss: How Webhelp is addressing recruiting challenges across the globe Putting candidates in control Is this the most innovative time we've ever seen in talent acquisition? Humans don't scale Automation and Smart Technology Finding undiscovered talent The end of the resume? Giving personalized feedback to every candidate Increasing both speed and quality Re-imagining the role of the recruiter Ethics and transparency Advice to talent acquisition leaders around AI vendors Why the future is personalized Listen to this podcast in Apple Podcasts. Challenging talent markets and the increasing adoption of AI-driven technology are driving a revolution in recruiting. We now see recruiting automation happening in many ways, and it's becoming clear that talent acquisition is changing forever.


So how can employers use AI and automation technology to benefit recruiters and hiring managers and radically enhance the candidate experience?


To help answer these questions in a practical way, I have two brilliant guests: Rhonda Lloyd, Director of People Solutions & Recruiting at Webhelp and Barb Hyman, CEO at Predictive Hire.


In the interview, we discuss:


  • How Webhelp is addressing recruiting challenges across the globe


  • Putting candidates in control


  • Is this the most innovative time we've ever seen in talent acquisition?


  • Humans don't scale


  • Automation and Smart Technology


  • Finding undiscovered talent


  • The end of the resume?


  • Giving personalized feedback to every candidate


  • Increasing both speed and quality


  • Re-imagining the role of the recruiter


  • Ethics and transparency


  • Advice to talent acquisition leaders around AI vendors


  • Why the future is personalized


Listen to this podcast in Apple Podcasts.


]]> 2084 no Ep 387: Assessment Innovation https://www.recruitingfuture.com/ Over the last couple of years, I've become fascinated by the innovation in the tools available to assess candidates in the recruiting process. While there are a growing number of impressive technologies and techniques, up to this point, it has actually been quite challenging to get solid case study evidence of effectiveness.  My guest this week has recently run a case study based award process for assessment innovation that provides the evidence of adoption and success that we have been looking for. I'm delighted to welcome Netherlands based consultant Bas van de Haterd back to the show. Bas has been on the podcast a few times showcasing new thinking in assessment and, in this conversation, talks us through five very different case studies of assessment innovation in action. In the interview, we discuss: Assessment innovation and adoption Using inclusive assessment techniques to broader talent pools and increase diversity Improving recruiter efficiency and effectiveness Mapping cognitive capabilities and ignoring resumes Lessons in spotting long term potential from elite sport Alleviating burn out Measuring ROI over long periods of time Mitigating bias What can we expect to see in 2022 Listen to this podcast in Apple Podcast. Fri, 05 Nov 2021 21:54:29 -0000 Assessment Innovation full 387 Matt Alder Bas van de Haterd talks to Matt Alder Over the last couple of years, I've become fascinated by the innovation in the tools available to assess candidates in the recruiting process. While there are a growing number of impressive technologies and techniques, up to this point, it has actually been quite challenging to get solid case study evidence of effectiveness.  My guest this week has recently run a case study based award process for assessment innovation that provides the evidence of adoption and success that we have been looking for. I'm delighted to welcome Netherlands based consultant Bas van de Haterd back to the show. Bas has been on the podcast a few times showcasing new thinking in assessment and, in this conversation, talks us through five very different case studies of assessment innovation in action. In the interview, we discuss: Assessment innovation and adoption Using inclusive assessment techniques to broader talent pools and increase diversity Improving recruiter efficiency and effectiveness Mapping cognitive capabilities and ignoring resumes Lessons in spotting long term potential from elite sport Alleviating burn out Measuring ROI over long periods of time Mitigating bias What can we expect to see in 2022 Listen to this podcast in Apple Podcast. Over the last couple of years, I've become fascinated by the innovation in the tools available to assess candidates in the recruiting process. While there are a growing number of impressive technologies and techniques, up to this point, it has actually been quite challenging to get solid case study evidence of effectiveness. 


My guest this week has recently run a case study based award process for assessment innovation that provides the evidence of adoption and success that we have been looking for.


I'm delighted to welcome Netherlands based consultant Bas van de Haterd back to the show. Bas has been on the podcast a few times showcasing new thinking in assessment and, in this conversation, talks us through five very different case studies of assessment innovation in action.


In the interview, we discuss:


  • Assessment innovation and adoption


  • Using inclusive assessment techniques to broader talent pools and increase diversity


  • Improving recruiter efficiency and effectiveness


  • Mapping cognitive capabilities and ignoring resumes


  • Lessons in spotting long term potential from elite sport


  • Alleviating burn out


  • Measuring ROI over long periods of time


  • Mitigating bias


  • What can we expect to see in 2022


Listen to this podcast in Apple Podcast.


]]> 2110 no Ep 386: Future Talent Acquisition Trends https://www.recruitingfuture.com/ As I say in pretty much every interview on the podcast, predicting the future accurately is impossible. However, identifying and tracking the trends that will shape the future is not just possible; it is essential for any kind of strategic approach to talent acquisition. It's very clear that we are at the start of a new phase in the evolution of recruiting, and understanding where we are heading has never been more critical. My guest this week is Kevin Wheeler, Founder of The Future of Talent Institute. I've known Kevin for over a decade now, which is long enough to understand just how skilled he is at identifying the trends that matter. In the interview, we discuss: What is the purpose of talent acquisition, and is it structured in the right way? Why is internal mobility so hard How does talent acquisition need to evolve Workforce flexibility Recruiting automation and the future of recruiters Investment levels in recruiting technology Exponential Growth Upskilling and reskilling What has surprised Kevin the most in the last two years What can we expect to see in 2022 Listen to this podcast in Apple Podcasts. Wed, 03 Nov 2021 22:25:44 -0000 Future Talent Acquisition Trends full 386 Matt Alder Kevin Wheeler, Founder of The Future of Talent Institute, talks to Matt Alder As I say in pretty much every interview on the podcast, predicting the future accurately is impossible. However, identifying and tracking the trends that will shape the future is not just possible; it is essential for any kind of strategic approach to talent acquisition. It's very clear that we are at the start of a new phase in the evolution of recruiting, and understanding where we are heading has never been more critical. My guest this week is Kevin Wheeler, Founder of The Future of Talent Institute. I've known Kevin for over a decade now, which is long enough to understand just how skilled he is at identifying the trends that matter. In the interview, we discuss: What is the purpose of talent acquisition, and is it structured in the right way? Why is internal mobility so hard How does talent acquisition need to evolve Workforce flexibility Recruiting automation and the future of recruiters Investment levels in recruiting technology Exponential Growth Upskilling and reskilling What has surprised Kevin the most in the last two years What can we expect to see in 2022 Listen to this podcast in Apple Podcasts. As I say in pretty much every interview on the podcast, predicting the future accurately is impossible. However, identifying and tracking the trends that will shape the future is not just possible; it is essential for any kind of strategic approach to talent acquisition. It's very clear that we are at the start of a new phase in the evolution of recruiting, and understanding where we are heading has never been more critical.


My guest this week is Kevin Wheeler, Founder of The Future of Talent Institute. I've known Kevin for over a decade now, which is long enough to understand just how skilled he is at identifying the trends that matter.


In the interview, we discuss:


  • What is the purpose of talent acquisition, and is it structured in the right way?


  • Why is internal mobility so hard


  • How does talent acquisition need to evolve


  • Workforce flexibility


  • Recruiting automation and the future of recruiters


  • Investment levels in recruiting technology


  • Exponential Growth


  • Upskilling and reskilling


  • What has surprised Kevin the most in the last two years


  • What can we expect to see in 2022



Listen to this podcast in Apple Podcasts.


]]> 1843 no Round Up October 2021 https://www.recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 377: Strategic AI Ep 378: Values Driven Retention and Recruiting Ep 379: The Right To Remain Human Ep 380: Transformational Hiring Ep 381: People First Automation Ep 382: HR’s Impact On Talent Brand Ep 383: Recruitonomics Ep 384: Diversity In Action Ep 385: Aligning Talent Acquisition & Talent Management Listen to this podcast in Apple Podcast Sun, 31 Oct 2021 23:08:17 -0000 Round Up October 2021 full Matt Alder Round Up looks back on interviews from The Recruiting Future Podcast published during October 2021 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 377: Strategic AI Ep 378: Values Driven Retention and Recruiting Ep 379: The Right To Remain Human Ep 380: Transformational Hiring Ep 381: People First Automation Ep 382: HR’s Impact On Talent Brand Ep 383: Recruitonomics Ep 384: Diversity In Action Ep 385: Aligning Talent Acquisition & Talent Management Listen to this podcast in Apple Podcast Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:

Ep 377: Strategic AI


Ep 378: Values Driven Retention and Recruiting


Ep 379: The Right To Remain Human


Ep 380: Transformational Hiring


Ep 381: People First Automation


Ep 382: HR’s Impact On Talent Brand


Ep 383: Recruitonomics


Ep 384: Diversity In Action


Ep 385: Aligning Talent Acquisition & Talent Management


Listen to this podcast in Apple Podcast

]]> 706 no Ep 385: Aligning Talent Acquisition & Talent Management https://www.recruitingfuture.com/ As external talent markets get ever more challenging, internal mobility is becoming a more significant issue. Unsurprisingly then, one of the major themes of the past year has been the ever closer relationship between talent acquisition and talent management.  So how are the most innovative companies holistically looking at talent acquisition and talent management, and how is technology helping them. My guest this week is Lisa Niesen, Head of Talent Management Solutions at SHL. Lisa has been doing a lot of work at the intersection of talent acquisition and talent management and has some valuable insights to share. In the interview, we discuss: What effect are challenging external talent markets having on talent management? The growing importance of retention and mobility Career paths and development opportunities to keep people engaged Rethinking traditional career structures The role of assessment and technology Gathering insights on skills Being better with data Advice on bringing talent acquisition and talent management together within the organisation What does the future look like? Listen to this podcast on Apple Podcasts. Fri, 29 Oct 2021 10:27:26 -0000 Aligning Talent Acquisition & Talent Management full 385 Matt Alder Lisa Niesen, Head of Talent Management Solutions at SHL, talks to Matt Alder As external talent markets get ever more challenging, internal mobility is becoming a more significant issue. Unsurprisingly then, one of the major themes of the past year has been the ever closer relationship between talent acquisition and talent management.  So how are the most innovative companies holistically looking at talent acquisition and talent management, and how is technology helping them. My guest this week is Lisa Niesen, Head of Talent Management Solutions at SHL. Lisa has been doing a lot of work at the intersection of talent acquisition and talent management and has some valuable insights to share. In the interview, we discuss: What effect are challenging external talent markets having on talent management? The growing importance of retention and mobility Career paths and development opportunities to keep people engaged Rethinking traditional career structures The role of assessment and technology Gathering insights on skills Being better with data Advice on bringing talent acquisition and talent management together within the organisation What does the future look like? Listen to this podcast on Apple Podcasts. As external talent markets get ever more challenging, internal mobility is becoming a more significant issue. Unsurprisingly then, one of the major themes of the past year has been the ever closer relationship between talent acquisition and talent management. 


So how are the most innovative companies holistically looking at talent acquisition and talent management, and how is technology helping them.


My guest this week is Lisa Niesen, Head of Talent Management Solutions at SHL. Lisa has been doing a lot of work at the intersection of talent acquisition and talent management and has some valuable insights to share.


In the interview, we discuss:


  • What effect are challenging external talent markets having on talent management?


  • The growing importance of retention and mobility


  • Career paths and development opportunities to keep people engaged


  • Rethinking traditional career structures


  • The role of assessment and technology


  • Gathering insights on skills


  • Being better with data


  • Advice on bringing talent acquisition and talent management together within the organisation


  • What does the future look like?



Listen to this podcast on Apple Podcasts.


]]> 1225 no Ep 384: Diversity In Action https://www.recruitingfuture.com/ There is a lot of talk about Diversity, Equity and Inclusion in talent acquisition, but when you dig below the surface, the amount of practical action happening doesn't live up to the promises made. A few weeks ago long time friend of the podcast Bas Van De Haterd introduced me to one of the most inspiring recruiters I've spoken to for a long time. Eugène van den Hemel helps employers recruit talent from communities that are historically underrepresented in the job market. In the last few years, he has been doing some pioneering work helping to connect refugees with employment opportunities and, in so doing, opening employers' eyes to an incredible pool of talent. In the interview, we discuss: Recruiting to make matches that matter Dealing with inaccurate preconceptions The power of humans meetings humans The problem with current thinking on certifications Advice to employers looking to hire refugees Broader leaning for recruitment in a time of automation and technology Jobs For Humanity What is the future of recruiting? Listen to this podcast in Apple Podcasts. Wed, 27 Oct 2021 11:58:00 -0000 Diversity In Action full 384 Matt Alder Eugène van den Hemel talks to Matt Alder There is a lot of talk about Diversity, Equity and Inclusion in talent acquisition, but when you dig below the surface, the amount of practical action happening doesn't live up to the promises made. A few weeks ago long time friend of the podcast Bas Van De Haterd introduced me to one of the most inspiring recruiters I've spoken to for a long time. Eugène van den Hemel helps employers recruit talent from communities that are historically underrepresented in the job market. In the last few years, he has been doing some pioneering work helping to connect refugees with employment opportunities and, in so doing, opening employers' eyes to an incredible pool of talent. In the interview, we discuss: Recruiting to make matches that matter Dealing with inaccurate preconceptions The power of humans meetings humans The problem with current thinking on certifications Advice to employers looking to hire refugees Broader leaning for recruitment in a time of automation and technology Jobs For Humanity What is the future of recruiting? Listen to this podcast in Apple Podcasts. There is a lot of talk about Diversity, Equity and Inclusion in talent acquisition, but when you dig below the surface, the amount of practical action happening doesn't live up to the promises made.


A few weeks ago long time friend of the podcast Bas Van De Haterd introduced me to one of the most inspiring recruiters I've spoken to for a long time.


Eugène van den Hemel helps employers recruit talent from communities that are historically underrepresented in the job market. In the last few years, he has been doing some pioneering work helping to connect refugees with employment opportunities and, in so doing, opening employers' eyes to an incredible pool of talent.


In the interview, we discuss:


  • Recruiting to make matches that matter


  • Dealing with inaccurate preconceptions


  • The power of humans meetings humans


  • The problem with current thinking on certifications


  • Advice to employers looking to hire refugees


  • Broader leaning for recruitment in a time of automation and technology


  • Jobs For Humanity


  • What is the future of recruiting?



Listen to this podcast in Apple Podcasts.

]]> 1453 no Ep 383: Recruitonomics https://www.recruitingfuture.com/ Talent markets are crazy, recruiting is tough, and it can be challenging to get any sort of perspective on what is going on. So how can we make sense of everything and, in a world that feels out of control, what can talent acquisition professionals actually do that will make a difference. My guest this week is Andrew Flowers, Labor Economist at Appcast. Andrew is combining traditional labor market analysis with Appcast's unique proprietary data into Recruitnomics. Recruitnomics combines cutting edge insights with real-world business applications making Andrew overview of market trends in this interview a must listen for everyone. In the interview, we discuss: Job market trends Data sets and sources Key variable and levers Wage growth The impact of government support The continuing influence of the pandemic Rising recruiting costs Will things ever "normalize"? Skinny application flows Politics and policies Programmatic tools Advice to talent acquisition professionals Long term trends to keep an eye on Listen to this podcast in Apple Podcasts. Fri, 22 Oct 2021 17:21:50 -0000 Recruitonomics full 383 Matt Alder Andrew Flowers, Labor Economist at Appcast, talks to Matt Alder Talent markets are crazy, recruiting is tough, and it can be challenging to get any sort of perspective on what is going on. So how can we make sense of everything and, in a world that feels out of control, what can talent acquisition professionals actually do that will make a difference. My guest this week is Andrew Flowers, Labor Economist at Appcast. Andrew is combining traditional labor market analysis with Appcast's unique proprietary data into Recruitnomics. Recruitnomics combines cutting edge insights with real-world business applications making Andrew overview of market trends in this interview a must listen for everyone. In the interview, we discuss: Job market trends Data sets and sources Key variable and levers Wage growth The impact of government support The continuing influence of the pandemic Rising recruiting costs Will things ever "normalize"? Skinny application flows Politics and policies Programmatic tools Advice to talent acquisition professionals Long term trends to keep an eye on Listen to this podcast in Apple Podcasts. Talent markets are crazy, recruiting is tough, and it can be challenging to get any sort of perspective on what is going on. So how can we make sense of everything and, in a world that feels out of control, what can talent acquisition professionals actually do that will make a difference.


My guest this week is Andrew Flowers, Labor Economist at Appcast. Andrew is combining traditional labor market analysis with Appcast's unique proprietary data into Recruitnomics. Recruitnomics combines cutting edge insights with real-world business applications making Andrew overview of market trends in this interview a must listen for everyone.


In the interview, we discuss:


  • Job market trends


  • Data sets and sources


  • Key variable and levers


  • Wage growth


  • The impact of government support


  • The continuing influence of the pandemic


  • Rising recruiting costs


  • Will things ever "normalize"?


  • Skinny application flows


  • Politics and policies


  • Programmatic tools


  • Advice to talent acquisition professionals


  • Long term trends to keep an eye on


Listen to this podcast in Apple Podcasts.


]]> 1885 no Ep 382: HR's Impact On Talent Brand https://www.recruitingfuture.com/ With everything that is going on in the market, it is more important than ever to understand the factors that make people feel positive enough to want to advocate for their employer or feel negative enough to want to leave their job. My guest this week is Marcus Buckingham, Head of Research, People and Performance at The ADP Research Institute. Marcus is well known in the industry for doing pioneering research work. He has just realised a report with a new model that measures the impact and performance of HR through the lens of employee experience. The results are fascinating and illustrate just how much influence the performance of HR can have on a company's talent brand. In the interview, we discuss: The current state of the market and the reassessment of work The HR XPerience Score Measuring the effectiveness of HR through employee experience Can HR drive positive employee behaviours? What are the levers to create a great experience? How HR experience drives talent brand How HR can drive attrition Characteristics of a high scoring HR function Results that run counter to current megatrends The importance to humans of being seen at work What does the future look like Listen to this podcast in Apple Podcasts. Wed, 20 Oct 2021 22:40:00 -0000 HR's Impact On Talent Brand full 382 Matt Alder Marcus Buckingham talks to Matt Alder With everything that is going on in the market, it is more important than ever to understand the factors that make people feel positive enough to want to advocate for their employer or feel negative enough to want to leave their job. My guest this week is Marcus Buckingham, Head of Research, People and Performance at The ADP Research Institute. Marcus is well known in the industry for doing pioneering research work. He has just realised a report with a new model that measures the impact and performance of HR through the lens of employee experience. The results are fascinating and illustrate just how much influence the performance of HR can have on a company's talent brand. In the interview, we discuss: The current state of the market and the reassessment of work The HR XPerience Score Measuring the effectiveness of HR through employee experience Can HR drive positive employee behaviours? What are the levers to create a great experience? How HR experience drives talent brand How HR can drive attrition Characteristics of a high scoring HR function Results that run counter to current megatrends The importance to humans of being seen at work What does the future look like Listen to this podcast in Apple Podcasts. With everything that is going on in the market, it is more important than ever to understand the factors that make people feel positive enough to want to advocate for their employer or feel negative enough to want to leave their job.


My guest this week is Marcus Buckingham, Head of Research, People and Performance at The ADP Research Institute. Marcus is well known in the industry for doing pioneering research work. He has just realised a report with a new model that measures the impact and performance of HR through the lens of employee experience. The results are fascinating and illustrate just how much influence the performance of HR can have on a company's talent brand.


In the interview, we discuss:


  • The current state of the market and the reassessment of work


  • The HR XPerience Score


  • Measuring the effectiveness of HR through employee experience


  • Can HR drive positive employee behaviours?


  • What are the levers to create a great experience?


  • How HR experience drives talent brand


  • How HR can drive attrition


  • Characteristics of a high scoring HR function


  • Results that run counter to current megatrends


  • The importance to humans of being seen at work


  • What does the future look like



Listen to this podcast in Apple Podcasts.

]]> 2347 no Ep 381: People First Automation https://www.recruitingfuture.com/ Recruiting automation via conversational AI is proving to be an effective way to help solve some of the unique challenges in today's talent markets. But how are employers actually using it, what benefits are they getting, and how do they manage the balance between humans and machines. My guest this week is Victor Gaines, Senior Vice President, Talent Acquisition at Aveanna Healthcare. Aveanna has been using automation technology to vastly increase efficiencies in its recruiting process. Victor has some exceptional advice and insights to share on choosing and implementing technology, as well as some fascinating thoughts around the future of recruiting. In the interview, we discuss: Talent acquisition challenges in the home care market Working at scale when speed is a critical issue The role of technology in creating internal and external efficiencies Building an engaging candidate experience with automation Being people first Balancing technology and humans Advice to TA leaders on evaluating and buying technology What to look for in vendor partners Screening people in rather than ruling them out The future of recruiting Listen to this podcast in Apple Podcasts. Thu, 14 Oct 2021 21:16:00 -0000 People First Automation full 381 Matt Alder Victor Gaines, Senior Vice President, Talent Acquisition at Aveanna Healthcare, talks to Matt Alder Recruiting automation via conversational AI is proving to be an effective way to help solve some of the unique challenges in today's talent markets. But how are employers actually using it, what benefits are they getting, and how do they manage the balance between humans and machines. My guest this week is Victor Gaines, Senior Vice President, Talent Acquisition at Aveanna Healthcare. Aveanna has been using automation technology to vastly increase efficiencies in its recruiting process. Victor has some exceptional advice and insights to share on choosing and implementing technology, as well as some fascinating thoughts around the future of recruiting. In the interview, we discuss: Talent acquisition challenges in the home care market Working at scale when speed is a critical issue The role of technology in creating internal and external efficiencies Building an engaging candidate experience with automation Being people first Balancing technology and humans Advice to TA leaders on evaluating and buying technology What to look for in vendor partners Screening people in rather than ruling them out The future of recruiting Listen to this podcast in Apple Podcasts. Recruiting automation via conversational AI is proving to be an effective way to help solve some of the unique challenges in today's talent markets. But how are employers actually using it, what benefits are they getting, and how do they manage the balance between humans and machines.


My guest this week is Victor Gaines, Senior Vice President, Talent Acquisition at Aveanna Healthcare. Aveanna has been using automation technology to vastly increase efficiencies in its recruiting process. Victor has some exceptional advice and insights to share on choosing and implementing technology, as well as some fascinating thoughts around the future of recruiting.


In the interview, we discuss:


  • Talent acquisition challenges in the home care market


  • Working at scale when speed is a critical issue


  • The role of technology in creating internal and external efficiencies


  • Building an engaging candidate experience with automation


  • Being people first


  • Balancing technology and humans


  • Advice to TA leaders on evaluating and buying technology


  • What to look for in vendor partners


  • Screening people in rather than ruling them out


  • The future of recruiting



Listen to this podcast in Apple Podcasts.

]]> 1479 no Ep 380: Transformational Hiring https://www.recruitingfuture.com/ Digital transformation is currently one of the fundamental drivers of talent strategy for many organizations. Ensuring your company has the right balance of skills is a complex task involving talent acquisition, L&D, retention, internal mobility and an effective HR and Recruiting tech stack. So how are employers managing the complexity of all of this while prioritizing the employee experience? My guest this week is Harm Otten, Executive Vice President Human Resources at DHL Global Forwarding & Freight. Harm has spent the last few years focusing on the talent aspect of digital transformation within his organization, putting recruiting technology at the heart of the strategy. In the interview, we discuss: Digitizing the HR organization Improving the employee experience Creating a job architecture and an internal career marketplace Building an HR tech stack around a core systems The advantages of using end to end recruiting technology The impact of the pandemic on working practice How digital transformation is changing skill requirements in a competitive market The vital importance of EVP and being an attractive employer Being applicant centric Combing cultures after an acquisition The future of recruiting Listen to this podcast in Apple Podcasts Wed, 13 Oct 2021 21:37:36 -0000 Transformational Hiring full 380 Matt Alder Harm Otten, EVP HR at DHL Global Forwarding & Freight, talks to Matt Alder Digital transformation is currently one of the fundamental drivers of talent strategy for many organizations. Ensuring your company has the right balance of skills is a complex task involving talent acquisition, L&D, retention, internal mobility and an effective HR and Recruiting tech stack. So how are employers managing the complexity of all of this while prioritizing the employee experience? My guest this week is Harm Otten, Executive Vice President Human Resources at DHL Global Forwarding & Freight. Harm has spent the last few years focusing on the talent aspect of digital transformation within his organization, putting recruiting technology at the heart of the strategy. In the interview, we discuss: Digitizing the HR organization Improving the employee experience Creating a job architecture and an internal career marketplace Building an HR tech stack around a core systems The advantages of using end to end recruiting technology The impact of the pandemic on working practice How digital transformation is changing skill requirements in a competitive market The vital importance of EVP and being an attractive employer Being applicant centric Combing cultures after an acquisition The future of recruiting Listen to this podcast in Apple Podcasts Digital transformation is currently one of the fundamental drivers of talent strategy for many organizations. Ensuring your company has the right balance of skills is a complex task involving talent acquisition, L&D, retention, internal mobility and an effective HR and Recruiting tech stack.


So how are employers managing the complexity of all of this while prioritizing the employee experience?


My guest this week is Harm Otten, Executive Vice President Human Resources at DHL Global Forwarding & Freight. Harm has spent the last few years focusing on the talent aspect of digital transformation within his organization, putting recruiting technology at the heart of the strategy.


In the interview, we discuss:


  • Digitizing the HR organization


  • Improving the employee experience


  • Creating a job architecture and an internal career marketplace


  • Building an HR tech stack around a core systems


  • The advantages of using end to end recruiting technology


  • The impact of the pandemic on working practice


  • How digital transformation is changing skill requirements in a competitive market


  • The vital importance of EVP and being an attractive employer


  • Being applicant centric


  • Combing cultures after an acquisition


  • The future of recruiting



Listen to this podcast in Apple Podcasts


]]> 2185 no Ep 379: The Right To Remain Human https://www.recruitingfuture.com/ As our working lives become ever more focused on digital screens and devices, how can employers ensure that they support their employees' mental wellness? Also, with the growth of digital tracking and surveillance in work technology, how can HR step up to defend cultures and long term productivity by ensuring people are treated as humans and not machines.  My guest this week is Dr Anastasia Dedyukhina, founder of Consciously Digital. Anastasia writes, speaks and coaches extensively around the impact of devices on wellbeing and the challenges around the use of technology at work.  In the interview, we discuss: Screens, devices and mental health Establishing boundaries and regaining balance How employers can help Productivity and deep work Digital presenteeism  Tracking and surveillance Why HR needs to step up What would an ideal world look like Listen to this podcast in Apple Podcasts. Fri, 08 Oct 2021 10:24:44 -0000 The Right To Remain Human full 379 Matt Alder Dr Anastasia Dedyukhina, founder of Consciously Digital, talks to Matt Alder As our working lives become ever more focused on digital screens and devices, how can employers ensure that they support their employees' mental wellness? Also, with the growth of digital tracking and surveillance in work technology, how can HR step up to defend cultures and long term productivity by ensuring people are treated as humans and not machines.  My guest this week is Dr Anastasia Dedyukhina, founder of Consciously Digital. Anastasia writes, speaks and coaches extensively around the impact of devices on wellbeing and the challenges around the use of technology at work.  In the interview, we discuss: Screens, devices and mental health Establishing boundaries and regaining balance How employers can help Productivity and deep work Digital presenteeism  Tracking and surveillance Why HR needs to step up What would an ideal world look like Listen to this podcast in Apple Podcasts. As our working lives become ever more focused on digital screens and devices, how can employers ensure that they support their employees' mental wellness? Also, with the growth of digital tracking and surveillance in work technology, how can HR step up to defend cultures and long term productivity by ensuring people are treated as humans and not machines. 


My guest this week is Dr Anastasia Dedyukhina, founder of Consciously Digital. Anastasia writes, speaks and coaches extensively around the impact of devices on wellbeing and the challenges around the use of technology at work. 


In the interview, we discuss:


  • Screens, devices and mental health


  • Establishing boundaries and regaining balance


  • How employers can help


  • Productivity and deep work


  • Digital presenteeism 


  • Tracking and surveillance


  • Why HR needs to step up


  • What would an ideal world look like


Listen to this podcast in Apple Podcasts.


]]> 1375 no Ep 378: Values Driven Retention and Recruiting https://www.recruitingfuture.com/ Keeping employees is as difficult as attracting employees at the moment, and, as ever, it is particularly tough in the tech sector. The relationship between employees and employers is changing, and shared values are a vital part of this. My guest this week is Michel Visser, VP People Success & Enablement at software company Unit4. Unit4 are taking a holistic values driven approach to recruitment and retention. It is also a strategy based on innovation and experimentation, and Michel has some extremely valuable perspectives to share. In the interview, we discuss: Recruiting challenges in tech Talent on the move Making work more than transactional Taking a holistic view of employee success Being innovative with compensation and benefits Meaning versus tokenism Using core values as a compass Demonstrating values through candidate experience What is the future of work? Listen to this podcast in Apple Podcasts. Thu, 07 Oct 2021 21:37:00 -0000 Values Driven Retention and Recruiting full 378 Matt Alder Michel Visser, VP People Success & Enablement at Unit4, talks to Matt Alder Keeping employees is as difficult as attracting employees at the moment, and, as ever, it is particularly tough in the tech sector. The relationship between employees and employers is changing, and shared values are a vital part of this. My guest this week is Michel Visser, VP People Success & Enablement at software company Unit4. Unit4 are taking a holistic values driven approach to recruitment and retention. It is also a strategy based on innovation and experimentation, and Michel has some extremely valuable perspectives to share. In the interview, we discuss: Recruiting challenges in tech Talent on the move Making work more than transactional Taking a holistic view of employee success Being innovative with compensation and benefits Meaning versus tokenism Using core values as a compass Demonstrating values through candidate experience What is the future of work? Listen to this podcast in Apple Podcasts. Keeping employees is as difficult as attracting employees at the moment, and, as ever, it is particularly tough in the tech sector. The relationship between employees and employers is changing, and shared values are a vital part of this.


My guest this week is Michel Visser, VP People Success & Enablement at software company Unit4. Unit4 are taking a holistic values driven approach to recruitment and retention. It is also a strategy based on innovation and experimentation, and Michel has some extremely valuable perspectives to share.


In the interview, we discuss:


  • Recruiting challenges in tech


  • Talent on the move


  • Making work more than transactional


  • Taking a holistic view of employee success


  • Being innovative with compensation and benefits


  • Meaning versus tokenism


  • Using core values as a compass


  • Demonstrating values through candidate experience


  • What is the future of work?


Listen to this podcast in Apple Podcasts.

]]> 1222 no Ep 377: Strategic AI https://www.recruitingfuture.com/ Talent Acquisition is uniquely challenging at the moment. Impossible talent markets, virtual recruiting, and evolving EVPs are just a small selection of TA leaders' current challenges. At the same time, we are seeing an unprecedented amount of investment and innovation in recruiting technology being driven by AI. So how does everything join up, and how can talent acquisition teams use AI in a strategic way to address the problems they face My guest this week is Rebecca Warren, part of the Customer Success team at Eightfold AI. Rebecca is a former TA leader, which gives her some unique insights and advice to share on using AI strategically.  In the interview, we discuss: Talent Acquisition challenges The best way of connecting with candidates in the current environment Looking beyond the resume Using AI to find skill adjacency, talent and potential DE&I, what is happening in practice? Which new ways of working are long term trends How AI can make Talent Acquisition more strategic The evolution of the EVP Practical examples of AI in action Advice to talent acquisition leader on AI What does the future hold? Listen to this podcast in Apple Podcasts. Fri, 01 Oct 2021 09:57:00 -0000 Strategic AI full 377 Matt Alder Rebecca Warren, part of the Customer Success team at Eightfold ai, talks to Matt Alder Talent Acquisition is uniquely challenging at the moment. Impossible talent markets, virtual recruiting, and evolving EVPs are just a small selection of TA leaders' current challenges. At the same time, we are seeing an unprecedented amount of investment and innovation in recruiting technology being driven by AI. So how does everything join up, and how can talent acquisition teams use AI in a strategic way to address the problems they face My guest this week is Rebecca Warren, part of the Customer Success team at Eightfold AI. Rebecca is a former TA leader, which gives her some unique insights and advice to share on using AI strategically.  In the interview, we discuss: Talent Acquisition challenges The best way of connecting with candidates in the current environment Looking beyond the resume Using AI to find skill adjacency, talent and potential DE&I, what is happening in practice? Which new ways of working are long term trends How AI can make Talent Acquisition more strategic The evolution of the EVP Practical examples of AI in action Advice to talent acquisition leader on AI What does the future hold? Listen to this podcast in Apple Podcasts. Talent Acquisition is uniquely challenging at the moment. Impossible talent markets, virtual recruiting, and evolving EVPs are just a small selection of TA leaders' current challenges. At the same time, we are seeing an unprecedented amount of investment and innovation in recruiting technology being driven by AI. So how does everything join up, and how can talent acquisition teams use AI in a strategic way to address the problems they face


My guest this week is Rebecca Warren, part of the Customer Success team at Eightfold AI. Rebecca is a former TA leader, which gives her some unique insights and advice to share on using AI strategically. 


In the interview, we discuss:


Talent Acquisition challenges


The best way of connecting with candidates in the current environment


Looking beyond the resume


Using AI to find skill adjacency, talent and potential


DE&I, what is happening in practice?


Which new ways of working are long term trends


How AI can make Talent Acquisition more strategic


The evolution of the EVP


Practical examples of AI in action


Advice to talent acquisition leader on AI


What does the future hold?


Listen to this podcast in Apple Podcasts.

]]> 1590 no Ep 376: Recruiting In Challenging Markets https://www.recruitingfuture.com/ Recruiting is a challenge for pretty much everyone at the moment, but how do you continue to recruit effectively in a market with long term skill shortages in a country whose borders have been shut for more than 18 months and where applications rates are down by 75%? My guest this week is Lorraine Carr, Talent Acquisition Manager at Class, an Australia based FinTech. Lorraine is using a combination of strategies to recruit successfully in an incredibly challenging market and has some high-quality insights and experiences to share In the interview, we discuss: The current challenges in technology recruitment  How talent acquisition at Class has evolved Creating a diverse pipeline The importance of optimizing job ads Candidate experience and the Circle Back initiative Hiring managers and executive stakeholders Preboarding The humanization of EVPs What does the future of talent acquisition look like Listen to this podcast in Apple Podcasts. Mon, 27 Sep 2021 19:48:00 -0000 Recruiting In Challenging Markets full 376 Matt Alder Lorraine Carr, Talent Acquisition Manager at Class, talks to Matt Alder Recruiting is a challenge for pretty much everyone at the moment, but how do you continue to recruit effectively in a market with long term skill shortages in a country whose borders have been shut for more than 18 months and where applications rates are down by 75%? My guest this week is Lorraine Carr, Talent Acquisition Manager at Class, an Australia based FinTech. Lorraine is using a combination of strategies to recruit successfully in an incredibly challenging market and has some high-quality insights and experiences to share In the interview, we discuss: The current challenges in technology recruitment  How talent acquisition at Class has evolved Creating a diverse pipeline The importance of optimizing job ads Candidate experience and the Circle Back initiative Hiring managers and executive stakeholders Preboarding The humanization of EVPs What does the future of talent acquisition look like Listen to this podcast in Apple Podcasts. Recruiting is a challenge for pretty much everyone at the moment, but how do you continue to recruit effectively in a market with long term skill shortages in a country whose borders have been shut for more than 18 months and where applications rates are down by 75%?


My guest this week is Lorraine Carr, Talent Acquisition Manager at Class, an Australia based FinTech. Lorraine is using a combination of strategies to recruit successfully in an incredibly challenging market and has some high-quality insights and experiences to share


In the interview, we discuss:


  • The current challenges in technology recruitment 


  • How talent acquisition at Class has evolved


  • Creating a diverse pipeline


  • The importance of optimizing job ads


  • Candidate experience and the Circle Back initiative


  • Hiring managers and executive stakeholders


  • Preboarding


  • The humanization of EVPs


  • What does the future of talent acquisition look like



Listen to this podcast in Apple Podcasts.

]]> 1407 no Ep 375: The Magic Of Behavioural Science https://www.recruitingfuture.com/ Over the last couple of years, I've developed an increasing interest in the use of behavioural science in advertising and marketing and its growing relevance in broader business disciplines. I'm absolutely convinced that it offers a route to incredible innovation in talent acquisition and therefore is something we should all be actively investigating. So what is behavioural science, and what implications does it have for recruiting, diversity and the future of work. There is no one better to explain all of this than Rory Sutherland, Vice Chairman of Ogilvy. Rory is one of marketing most original thinkers and influential speakers. He is a pioneer of behavioural science in business, and it's a huge privilege to have him on the show to share his thoughts about talent and talent acquisition. In the interview, we discuss: Why Behavioural Science is the science of knowing what economists are wrong about The dangers of defensive decision making Finding psychological truths and the importance of emotions Why Uber has a map Recruiting for diversity of thought How Ogilvy have redesigned the recruiting process to find people of exceptional non-standard ability While the average is not the optimal solution The difference between equality of opportunity and diversity of opportunity Why work is a relational relationship, not a transactional one Cost reduction versus lost opportunities Personalising the value exchange between employer and employee The future of work and why it has taken a pandemic to get us there Follow this podcast on Apple Podcasts. Wed, 22 Sep 2021 11:59:00 -0000 The Magic Of Behavioural Science full 375 Matt Alder Rory Sutherland, Vice Chairman of Ogilvy, talks to Matt Alder Over the last couple of years, I've developed an increasing interest in the use of behavioural science in advertising and marketing and its growing relevance in broader business disciplines. I'm absolutely convinced that it offers a route to incredible innovation in talent acquisition and therefore is something we should all be actively investigating. So what is behavioural science, and what implications does it have for recruiting, diversity and the future of work. There is no one better to explain all of this than Rory Sutherland, Vice Chairman of Ogilvy. Rory is one of marketing most original thinkers and influential speakers. He is a pioneer of behavioural science in business, and it's a huge privilege to have him on the show to share his thoughts about talent and talent acquisition. In the interview, we discuss: Why Behavioural Science is the science of knowing what economists are wrong about The dangers of defensive decision making Finding psychological truths and the importance of emotions Why Uber has a map Recruiting for diversity of thought How Ogilvy have redesigned the recruiting process to find people of exceptional non-standard ability While the average is not the optimal solution The difference between equality of opportunity and diversity of opportunity Why work is a relational relationship, not a transactional one Cost reduction versus lost opportunities Personalising the value exchange between employer and employee The future of work and why it has taken a pandemic to get us there Follow this podcast on Apple Podcasts. Over the last couple of years, I've developed an increasing interest in the use of behavioural science in advertising and marketing and its growing relevance in broader business disciplines. I'm absolutely convinced that it offers a route to incredible innovation in talent acquisition and therefore is something we should all be actively investigating.


So what is behavioural science, and what implications does it have for recruiting, diversity and the future of work. There is no one better to explain all of this than Rory Sutherland, Vice Chairman of Ogilvy. Rory is one of marketing most original thinkers and influential speakers. He is a pioneer of behavioural science in business, and it's a huge privilege to have him on the show to share his thoughts about talent and talent acquisition.


In the interview, we discuss:


  • Why Behavioural Science is the science of knowing what economists are wrong about


  • The dangers of defensive decision making


  • Finding psychological truths and the importance of emotions


  • Why Uber has a map


  • Recruiting for diversity of thought


  • How Ogilvy have redesigned the recruiting process to find people of exceptional non-standard ability


  • While the average is not the optimal solution


  • The difference between equality of opportunity and diversity of opportunity


  • Why work is a relational relationship, not a transactional one


  • Cost reduction versus lost opportunities


  • Personalising the value exchange between employer and employee


  • The future of work and why it has taken a pandemic to get us there



Follow this podcast on Apple Podcasts.

]]> 2795 no Ep 374: The Whole Person Workplace https://www.recruitingfuture.com/ The relationship between employees and employers is fundamentally changing. The integration of work and life has never been more in focus. Making work better for employees is no longer a wish list item; it is imperative for competitive advantage. So who is leading the way here, and are we seeing a short term trend or a permanent shift? To help answer these questions, my guest this week is Scott Behson, a professor of management at Fairleigh Dickinson University. Scott has recently published a book called The Whole Person Workplace, which explores how employers are building better workplaces by focusing on Work-Life, Wellness and Employee Support. In the interview, we discuss: What is the whole person workplace? Rethinking work What are leading employers doing Flexibility and trust Small companies versus large companies The growing power and influence of employees Workers whose roles are tied to time and place What could the future look like Listen to this podcast on Apple Podcasts. Fri, 17 Sep 2021 10:27:00 -0000 The Whole Person Workplace full 374 Matt Alder Scott Behson, Professor of management at Fairleigh Dickinson University talks to Matt Alder The relationship between employees and employers is fundamentally changing. The integration of work and life has never been more in focus. Making work better for employees is no longer a wish list item; it is imperative for competitive advantage. So who is leading the way here, and are we seeing a short term trend or a permanent shift? To help answer these questions, my guest this week is Scott Behson, a professor of management at Fairleigh Dickinson University. Scott has recently published a book called The Whole Person Workplace, which explores how employers are building better workplaces by focusing on Work-Life, Wellness and Employee Support. In the interview, we discuss: What is the whole person workplace? Rethinking work What are leading employers doing Flexibility and trust Small companies versus large companies The growing power and influence of employees Workers whose roles are tied to time and place What could the future look like Listen to this podcast on Apple Podcasts. The relationship between employees and employers is fundamentally changing. The integration of work and life has never been more in focus. Making work better for employees is no longer a wish list item; it is imperative for competitive advantage. So who is leading the way here, and are we seeing a short term trend or a permanent shift?


To help answer these questions, my guest this week is Scott Behson, a professor of management at Fairleigh Dickinson University. Scott has recently published a book called The Whole Person Workplace, which explores how employers are building better workplaces by focusing on Work-Life, Wellness and Employee Support.


In the interview, we discuss:


  • What is the whole person workplace?


  • Rethinking work


  • What are leading employers doing


  • Flexibility and trust


  • Small companies versus large companies


  • The growing power and influence of employees


  • Workers whose roles are tied to time and place


  • What could the future look like



Listen to this podcast on Apple Podcasts.

]]> 1637 no Ep 373: Filling The Talent Gap https://www.recruitingfuture.com/ Talent markets continue to be challenging globally, and employers have to think differently to fill the talent gaps within their organisations. So what strategies are working, and what might the future look like? My guest this week is Heather Moyer. Heather is the President, CEO and Founder of HNM Systems, which provides talent and consulting services to the Telecommunications, Utilities and IT sectors. Heather shares her experience and expertise of working in markets with severe skill shortages and discusses how employers are responding to the current situation. In the interview, we discuss: Talent market challenges Focusing on retention and meeting the needs of employees Career development and mentoring Authentic employee engagement Predictive analytics for talent acquisition Identifying and persuading hard to find talent What could the future look like Listen in Apple Podcasts Thu, 16 Sep 2021 17:13:00 -0000 Filling The Talent Gap full 373 Matt Alder Heather Moyer, President, CEO and Founder of HNM Systems talks to Matt Alder Talent markets continue to be challenging globally, and employers have to think differently to fill the talent gaps within their organisations. So what strategies are working, and what might the future look like? My guest this week is Heather Moyer. Heather is the President, CEO and Founder of HNM Systems, which provides talent and consulting services to the Telecommunications, Utilities and IT sectors. Heather shares her experience and expertise of working in markets with severe skill shortages and discusses how employers are responding to the current situation. In the interview, we discuss: Talent market challenges Focusing on retention and meeting the needs of employees Career development and mentoring Authentic employee engagement Predictive analytics for talent acquisition Identifying and persuading hard to find talent What could the future look like Listen in Apple Podcasts Talent markets continue to be challenging globally, and employers have to think differently to fill the talent gaps within their organisations. So what strategies are working, and what might the future look like?


My guest this week is Heather Moyer. Heather is the President, CEO and Founder of HNM Systems, which provides talent and consulting services to the Telecommunications, Utilities and IT sectors. Heather shares her experience and expertise of working in markets with severe skill shortages and discusses how employers are responding to the current situation.


In the interview, we discuss:


  • Talent market challenges


  • Focusing on retention and meeting the needs of employees


  • Career development and mentoring


  • Authentic employee engagement


  • Predictive analytics for talent acquisition


  • Identifying and persuading hard to find talent


  • What could the future look like


Listen in Apple Podcasts

]]> 1486 no Ep 372: Workforce Agility https://www.recruitingfuture.com/ Employee experience, hybrid working, DE&I, workforce fluidity, and workplace technology. These are just a few of the challenges employers face as they shape their talent strategies for these disruptive times. So how are the leading companies thinking and behaving, and what lessons are there for everyone else to learn. My guest this week is Tammy Browning, President of KellyOCG. Kelly OCG has recently published their 2021 Global Workforce Agility report, and in our interview, Tammy talks through the findings and identifies what vanguard companies are doing to deal with the current challenges. The current state of global talent markets The main challenges employers are now facing. The relation between leading edge technology and productivity Deploying DE&I strategies across the total workforce Workforce fluidity; bridging talent gaps with contingent labour Why employee experience is critical to overall success The Great Resignation How technology is being deployed and adopted What long terms trends should we be monitoring? Listen to this podcast in Apple Podcasts. Fri, 10 Sep 2021 10:12:00 -0000 Workforce Agility full 372 Matt Alder Tammy Browning, President of KellyOCG, talks to Matt Alder Employee experience, hybrid working, DE&I, workforce fluidity, and workplace technology. These are just a few of the challenges employers face as they shape their talent strategies for these disruptive times. So how are the leading companies thinking and behaving, and what lessons are there for everyone else to learn. My guest this week is Tammy Browning, President of KellyOCG. Kelly OCG has recently published their 2021 Global Workforce Agility report, and in our interview, Tammy talks through the findings and identifies what vanguard companies are doing to deal with the current challenges. The current state of global talent markets The main challenges employers are now facing. The relation between leading edge technology and productivity Deploying DE&I strategies across the total workforce Workforce fluidity; bridging talent gaps with contingent labour Why employee experience is critical to overall success The Great Resignation How technology is being deployed and adopted What long terms trends should we be monitoring? Listen to this podcast in Apple Podcasts. Employee experience, hybrid working, DE&I, workforce fluidity, and workplace technology. These are just a few of the challenges employers face as they shape their talent strategies for these disruptive times.

So how are the leading companies thinking and behaving, and what lessons are there for everyone else to learn.


My guest this week is Tammy Browning, President of KellyOCG. Kelly OCG has recently published their 2021 Global Workforce Agility report, and in our interview, Tammy talks through the findings and identifies what vanguard companies are doing to deal with the current challenges.


  • The current state of global talent markets


  • The main challenges employers are now facing.


  • The relation between leading edge technology and productivity


  • Deploying DE&I strategies across the total workforce


  • Workforce fluidity; bridging talent gaps with contingent labour


  • Why employee experience is critical to overall success


  • The Great Resignation


  • How technology is being deployed and adopted


  • What long terms trends should we be monitoring?



Listen to this podcast in Apple Podcasts.

]]> 1616 no Ep 371: Work Tech Acceleration https://www,recruitingfuture.com/ 2021 has seen mindblowing levels of investment in HR and Talent Acquisition technology. Work Tech, as it is now becoming known, is strategically critical to talent acquisition, and it is essential that leaders keep themselves up to date with the market. To help us all with this, I'm delighted to welcome George LaRocque back to the podcast. George is one of the leading analysts who track talent acquisition technology, and it was great to get a market update from him. In the interview, we discuss: Why HR Tech is morphing into Work Tech The trends that the pandemic has accelerated Automation Merges, acquisitions and the implications for employers Advice to employers on shaping Work Tech strategies George's new community based Accelerator, Impact WorkTech Listen to this podcast in Apple Podcasts. A complete transcription of the episode will be posted shortly. Wed, 08 Sep 2021 14:02:00 -0000 Work Tech Acceleration full 371 Matt Alder George LaRocque talks to Matt Alder 2021 has seen mindblowing levels of investment in HR and Talent Acquisition technology. Work Tech, as it is now becoming known, is strategically critical to talent acquisition, and it is essential that leaders keep themselves up to date with the market. To help us all with this, I'm delighted to welcome George LaRocque back to the podcast. George is one of the leading analysts who track talent acquisition technology, and it was great to get a market update from him. In the interview, we discuss: Why HR Tech is morphing into Work Tech The trends that the pandemic has accelerated Automation Merges, acquisitions and the implications for employers Advice to employers on shaping Work Tech strategies George's new community based Accelerator, Impact WorkTech Listen to this podcast in Apple Podcasts. A complete transcription of the episode will be posted shortly. 2021 has seen mindblowing levels of investment in HR and Talent Acquisition technology. Work Tech, as it is now becoming known, is strategically critical to talent acquisition, and it is essential that leaders keep themselves up to date with the market.


To help us all with this, I'm delighted to welcome George LaRocque back to the podcast. George is one of the leading analysts who track talent acquisition technology, and it was great to get a market update from him.


In the interview, we discuss:


Why HR Tech is morphing into Work Tech


The trends that the pandemic has accelerated


Automation


Merges, acquisitions and the implications for employers


Advice to employers on shaping Work Tech strategies


George's new community based Accelerator, Impact WorkTech


Listen to this podcast in Apple Podcasts.


A complete transcription of the episode will be posted shortly.

]]> 1796 no Ep 370: The Future Of Candidate Experience https://www.recruitingfuture.com/ It is an absolute delight to be back after a slightly longer summer podcasting break than I was anticipating. I've nearly finished my book and, most importantly, have put a lot of time into planning the future of RecruitingFuture. The first thing to announce is that there will now be a full transcript of each episode in the show notes to make recruitingfuture.com more accessible and more searchable. The transcripts start from episode 369 onwards. I'll have more exciting news to share in the coming weeks, so keep listening and make sure you subscribe to the show whether you get your podcasts. So on with Episode 370, earlier in the year, my long-time collaborator Mervyn Dinnen and I partnered with the team at SHL on a piece of research into the future of candidate experience. We identified six fundamental shifts in thinking which will help employers deliver an exceptional candidate experience and have published all the findings in a new whitepaper. To talk through the six shifts, I'm delighted to welcome one of my co-authors on the whitepaper Sam Whiteman, Head of Solutions at SHL. Enjoy the conversation, and please download the whitepaper once you've had a listen. In the interview, we discuss:    •   The current state of candidate experience    •   The employer brand opportunity    •   Translating lessons from consumer experience into candidate experience    •   Automation and asynchronous empowerment    •   Realistic job previews    •   Real-time candidate experience optimisation    •   Offering personalised feedback at scale    •   Authenticity    •   Demonstrating Diversity, Equity and Inclusion    •   The role of technology    •   Realistic and practical advice for talent acquisition leaders Download the whitepaper Listen to this podcast in Apple Podcasts. Wed, 01 Sep 2021 06:00:00 -0000 The Future Of Candidate Experience full 370 Matt Alder Sam Whiteman, Head of Solutions at SHL talks to Matt Alder It is an absolute delight to be back after a slightly longer summer podcasting break than I was anticipating. I've nearly finished my book and, most importantly, have put a lot of time into planning the future of RecruitingFuture. The first thing to announce is that there will now be a full transcript of each episode in the show notes to make recruitingfuture.com more accessible and more searchable. The transcripts start from episode 369 onwards. I'll have more exciting news to share in the coming weeks, so keep listening and make sure you subscribe to the show whether you get your podcasts. So on with Episode 370, earlier in the year, my long-time collaborator Mervyn Dinnen and I partnered with the team at SHL on a piece of research into the future of candidate experience. We identified six fundamental shifts in thinking which will help employers deliver an exceptional candidate experience and have published all the findings in a new whitepaper. To talk through the six shifts, I'm delighted to welcome one of my co-authors on the whitepaper Sam Whiteman, Head of Solutions at SHL. Enjoy the conversation, and please download the whitepaper once you've had a listen. In the interview, we discuss:    •   The current state of candidate experience    •   The employer brand opportunity    •   Translating lessons from consumer experience into candidate experience    •   Automation and asynchronous empowerment    •   Realistic job previews    •   Real-time candidate experience optimisation    •   Offering personalised feedback at scale    •   Authenticity    •   Demonstrating Diversity, Equity and Inclusion    •   The role of technology    •   Realistic and practical advice for talent acquisition leaders Download the whitepaper Listen to this podcast in Apple Podcasts. It is an absolute delight to be back after a slightly longer summer podcasting break than I was anticipating. I've nearly finished my book and, most importantly, have put a lot of time into planning the future of RecruitingFuture. The first thing to announce is that there will now be a full transcript of each episode in the show notes to make recruitingfuture.com more accessible and more searchable. The transcripts start from episode 369 onwards. I'll have more exciting news to share in the coming weeks, so keep listening and make sure you subscribe to the show whether you get your podcasts.


So on with Episode 370, earlier in the year, my long-time collaborator Mervyn Dinnen and I partnered with the team at SHL on a piece of research into the future of candidate experience. We identified six fundamental shifts in thinking which will help employers deliver an exceptional candidate experience and have published all the findings in a new whitepaper.


To talk through the six shifts, I'm delighted to welcome one of my co-authors on the whitepaper Sam Whiteman, Head of Solutions at SHL. Enjoy the conversation, and please download the whitepaper once you've had a listen.


In the interview, we discuss:


   •   The current state of candidate experience


   •   The employer brand opportunity


   •   Translating lessons from consumer experience into candidate experience


   •   Automation and asynchronous empowerment


   •   Realistic job previews


   •   Real-time candidate experience optimisation


   •   Offering personalised feedback at scale


   •   Authenticity


   •   Demonstrating Diversity, Equity and Inclusion


   •   The role of technology


   •   Realistic and practical advice for talent acquisition leaders



Download the whitepaper



Listen to this podcast in Apple Podcasts.

]]> 1605 no Ep 369: Recruitment Content Marketing https://www.recruitingfuture.com/ A quick public service announcement, I'm going to be taking a short podcasting break, and the next episode won't be live until the end of August. I'm in the final stages of finishing my latest book Digital Talent which I'm writing once again in collaboration with Mervyn Dinnen, and I need a couple of weeks to entirely focus on getting the final draft finished and over to the publisher. Obviously, this is an excellent chance for you to catch up with any recent episodes you might have missed, available as ever wherever you get your podcasts and also fully searchable on www.recruitingfuture.com. The podcast will return before August is out, and I have some really inspiring content lined up for the next few months and beyond. So on with the show. Talent markets are a challenge globally, and talent markets for high-quality digital talent are particularly challenging at the moment. At times like these, recruitment marketing becomes mission-critical, and content that genuinely engages with the target audience brings a competitive advantage. My guest this week is Keren Halperin, VP of People at Tel Aviv based startup Swimm. Keren has considerable experience scaling digital teams in the most challenging talent markets and some brilliant insights to share on using high-quality content to turbocharge recruitment marketing. In the interview, we discuss:    •   Dealing with a challenging talent market    •   What motivates developers to move jobs    •   Extending channels of connection    •   Types of content    •   Messaging that resonates    •   Respect and transparency    •   What makes a high-quality candidate experience    •   Advice to TA leaders    •   Predictions for the next 12-18 months Listen to this podcast in Apple Podcasts. Mon, 02 Aug 2021 20:42:10 -0000 Recruitment Content Marketing full 369 Matt Alder Keren Halperin, VP of People at Swimm, talks to Matt Alder A quick public service announcement, I'm going to be taking a short podcasting break, and the next episode won't be live until the end of August. I'm in the final stages of finishing my latest book Digital Talent which I'm writing once again in collaboration with Mervyn Dinnen, and I need a couple of weeks to entirely focus on getting the final draft finished and over to the publisher. Obviously, this is an excellent chance for you to catch up with any recent episodes you might have missed, available as ever wherever you get your podcasts and also fully searchable on www.recruitingfuture.com. The podcast will return before August is out, and I have some really inspiring content lined up for the next few months and beyond. So on with the show. Talent markets are a challenge globally, and talent markets for high-quality digital talent are particularly challenging at the moment. At times like these, recruitment marketing becomes mission-critical, and content that genuinely engages with the target audience brings a competitive advantage. My guest this week is Keren Halperin, VP of People at Tel Aviv based startup Swimm. Keren has considerable experience scaling digital teams in the most challenging talent markets and some brilliant insights to share on using high-quality content to turbocharge recruitment marketing. In the interview, we discuss:    •   Dealing with a challenging talent market    •   What motivates developers to move jobs    •   Extending channels of connection    •   Types of content    •   Messaging that resonates    •   Respect and transparency    •   What makes a high-quality candidate experience    •   Advice to TA leaders    •   Predictions for the next 12-18 months Listen to this podcast in Apple Podcasts. A quick public service announcement, I'm going to be taking a short podcasting break, and the next episode won't be live until the end of August. I'm in the final stages of finishing my latest book Digital Talent which I'm writing once again in collaboration with Mervyn Dinnen, and I need a couple of weeks to entirely focus on getting the final draft finished and over to the publisher. Obviously, this is an excellent chance for you to catch up with any recent episodes you might have missed, available as ever wherever you get your podcasts and also fully searchable on www.recruitingfuture.com.


The podcast will return before August is out, and I have some really inspiring content lined up for the next few months and beyond.


So on with the show. Talent markets are a challenge globally, and talent markets for high-quality digital talent are particularly challenging at the moment. At times like these, recruitment marketing becomes mission-critical, and content that genuinely engages with the target audience brings a competitive advantage.


My guest this week is Keren Halperin, VP of People at Tel Aviv based startup Swimm. Keren has considerable experience scaling digital teams in the most challenging talent markets and some brilliant insights to share on using high-quality content to turbocharge recruitment marketing.


In the interview, we discuss:


   •   Dealing with a challenging talent market


   •   What motivates developers to move jobs


   •   Extending channels of connection


   •   Types of content


   •   Messaging that resonates


   •   Respect and transparency


   •   What makes a high-quality candidate experience


   •   Advice to TA leaders


   •   Predictions for the next 12-18 months



Listen to this podcast in Apple Podcasts.



]]> 1416 no Ep 368: Employee Engagement & Disability https://www.recruitingfuture.com/ People with disabilities represent 15% of the global population but are often left out of diversity initiatives, programs, surveys, and even basic conversations about workplace inclusion. Recent research from Global Disability inclusion and Mercer on the engagement gap of employees with disabilities shows a difference in some areas of up to 13% lower than non-disabled colleagues. So with many employers seeking to do better with equity, inclusion and belonging, what can they be doing to address this problem. To help us get some more insights into the issues, my guests this week are the research report authors Meg O’Connell, CEO & Founder of Global Disability Inclusion and Pete Rutigliano, Senior Principal at Mercer. In the interview, we discuss:    •   The State of Disability Employee Engagement Study    •   Employer attitudes to disabilities    •   Attitudinal barriers and dispelling myths    •   Research methodology and scope    •   Reasons for the engagement gap    •   The employee experience for people with disabilities    •   Building the right level of trust to allow people to be themselves    •   Hidden disabilities    •   The benefits of inclusion    •   Lessons from the pandemic    •   Hopes and predictions for the coming years Listen to this podcast in Apple Podcasts. Fri, 30 Jul 2021 22:19:34 -0000 Employee Engagement & Disability full 368 Matt Alder Meg O’Connell, CEO & Founder of Global Disability Inclusion and Pete Rutigliano, Senior Principal at Mercer talk to Matt Alder People with disabilities represent 15% of the global population but are often left out of diversity initiatives, programs, surveys, and even basic conversations about workplace inclusion. Recent research from Global Disability inclusion and Mercer on the engagement gap of employees with disabilities shows a difference in some areas of up to 13% lower than non-disabled colleagues. So with many employers seeking to do better with equity, inclusion and belonging, what can they be doing to address this problem. To help us get some more insights into the issues, my guests this week are the research report authors Meg O’Connell, CEO & Founder of Global Disability Inclusion and Pete Rutigliano, Senior Principal at Mercer. In the interview, we discuss:    •   The State of Disability Employee Engagement Study    •   Employer attitudes to disabilities    •   Attitudinal barriers and dispelling myths    •   Research methodology and scope    •   Reasons for the engagement gap    •   The employee experience for people with disabilities    •   Building the right level of trust to allow people to be themselves    •   Hidden disabilities    •   The benefits of inclusion    •   Lessons from the pandemic    •   Hopes and predictions for the coming years Listen to this podcast in Apple Podcasts. People with disabilities represent 15% of the global population but are often left out of diversity initiatives, programs, surveys, and even basic conversations about workplace inclusion. Recent research from Global Disability inclusion and Mercer on the engagement gap of employees with disabilities shows a difference in some areas of up to 13% lower than non-disabled colleagues.


So with many employers seeking to do better with equity, inclusion and belonging, what can they be doing to address this problem.


To help us get some more insights into the issues, my guests this week are the research report authors Meg O’Connell, CEO & Founder of Global Disability Inclusion and Pete Rutigliano, Senior Principal at Mercer.


In the interview, we discuss:


   •   The State of Disability Employee Engagement Study


   •   Employer attitudes to disabilities


   •   Attitudinal barriers and dispelling myths


   •   Research methodology and scope


   •   Reasons for the engagement gap


   •   The employee experience for people with disabilities


   •   Building the right level of trust to allow people to be themselves


   •   Hidden disabilities


   •   The benefits of inclusion


   •   Lessons from the pandemic


   •   Hopes and predictions for the coming years



Listen to this podcast in Apple Podcasts.



]]> 1740 no Ep 367: Recruiting Process Evolution https://www.recruitingfuture.com/ For many employers, the move to virtual recruitment processes was an unplanned one. Eighteen months from the initial shock, though, long-term benefits are emerging, and it is clear that the recruiting process is evolving permanently and irreversibly. It is essential that talent acquisition professionals understand this change and support it with technology that is fit for the new purpose. This week's guests are Tom Pugh-Jones, Partner at Pentire Group and Euan Cameron, CEO at Willo. Tom has used technology to evolve processes and transform his local recruitment business into an operation that leverages a global talent pool to serve an international client base. Euan is an entrepreneur building the technology that has helped Tom make such a quantum leap forward with his business. In the interview, we discuss:    •   The challenges of the traditional interview process    •   Accessing global talent pools    •   The candidate and hiring manager experience    •   Why specialist software is essential    •   The power of asynchronous working    •   The current state of talent markets    •   Prediction for the future of recruiting Listen to this podcast in Apple Podcasts. Fri, 23 Jul 2021 12:00:49 -0000 Recruiting Process Evolution full 367 Matt Alder Tom Pugh-Jones, Partner at Pentire Group and Euan Cameron, CEO at Willo talk to Matt Alder For many employers, the move to virtual recruitment processes was an unplanned one. Eighteen months from the initial shock, though, long-term benefits are emerging, and it is clear that the recruiting process is evolving permanently and irreversibly. It is essential that talent acquisition professionals understand this change and support it with technology that is fit for the new purpose. This week's guests are Tom Pugh-Jones, Partner at Pentire Group and Euan Cameron, CEO at Willo. Tom has used technology to evolve processes and transform his local recruitment business into an operation that leverages a global talent pool to serve an international client base. Euan is an entrepreneur building the technology that has helped Tom make such a quantum leap forward with his business. In the interview, we discuss:    •   The challenges of the traditional interview process    •   Accessing global talent pools    •   The candidate and hiring manager experience    •   Why specialist software is essential    •   The power of asynchronous working    •   The current state of talent markets    •   Prediction for the future of recruiting Listen to this podcast in Apple Podcasts. For many employers, the move to virtual recruitment processes was an unplanned one. Eighteen months from the initial shock, though, long-term benefits are emerging, and it is clear that the recruiting process is evolving permanently and irreversibly. It is essential that talent acquisition professionals understand this change and support it with technology that is fit for the new purpose.


This week's guests are Tom Pugh-Jones, Partner at Pentire Group and Euan Cameron, CEO at Willo. Tom has used technology to evolve processes and transform his local recruitment business into an operation that leverages a global talent pool to serve an international client base. Euan is an entrepreneur building the technology that has helped Tom make such a quantum leap forward with his business.


In the interview, we discuss:


   •   The challenges of the traditional interview process


   •   Accessing global talent pools


   •   The candidate and hiring manager experience


   •   Why specialist software is essential


   •   The power of asynchronous working


   •   The current state of talent markets


   •   Prediction for the future of recruiting



Listen to this podcast in Apple Podcasts.



]]> 1898 no Ep 366: Future Proofing Workforces https://www.recruitingfuture.com/ With external talent shortages set to become the long term trend, many employers have to evolve their talent strategies to ensure they have the skills to be competitive. Reskilling, focused redeployment, and talent marketplaces are vital parts of this, so what is it that employers should be doing to make sure they are set up for the future? My guest this week is John Morgan, President of Lee Hecht Harrison, global specialists in workforce transformation. John has some great insights and valuable advice to share for all employers as we navigate these continually disruptive times. In the interview, we discuss:    •   How the pandemic has affected talent markets and how employers are evolving their strategies    •   The right skills for digital transformation    •   Career pathing in the digital economy    •   Holistic approaches to talent management    •   Focused redeployment and open talent marketplaces    •   Doing talent mobility well.    •   How will things evolve over the next two years?     Listen to this podcast in Apple Podcasts Tue, 20 Jul 2021 13:41:19 -0000 Future Proofing Workforces full 366 Matt Alder John Morgan, President of Lee Hecht Harrison talks to Matt Alder With external talent shortages set to become the long term trend, many employers have to evolve their talent strategies to ensure they have the skills to be competitive. Reskilling, focused redeployment, and talent marketplaces are vital parts of this, so what is it that employers should be doing to make sure they are set up for the future? My guest this week is John Morgan, President of Lee Hecht Harrison, global specialists in workforce transformation. John has some great insights and valuable advice to share for all employers as we navigate these continually disruptive times. In the interview, we discuss:    •   How the pandemic has affected talent markets and how employers are evolving their strategies    •   The right skills for digital transformation    •   Career pathing in the digital economy    •   Holistic approaches to talent management    •   Focused redeployment and open talent marketplaces    •   Doing talent mobility well.    •   How will things evolve over the next two years?     Listen to this podcast in Apple Podcasts With external talent shortages set to become the long term trend, many employers have to evolve their talent strategies to ensure they have the skills to be competitive.


Reskilling, focused redeployment, and talent marketplaces are vital parts of this, so what is it that employers should be doing to make sure they are set up for the future?


My guest this week is John Morgan, President of Lee Hecht Harrison, global specialists in workforce transformation. John has some great insights and valuable advice to share for all employers as we navigate these continually disruptive times.


In the interview, we discuss:


   •   How the pandemic has affected talent markets and how employers are evolving their strategies


   •   The right skills for digital transformation


   •   Career pathing in the digital economy


   •   Holistic approaches to talent management


   •   Focused redeployment and open talent marketplaces


   •   Doing talent mobility well.


   •   How will things evolve over the next two years?

   


Listen to this podcast in Apple Podcasts


]]> 1142 no Ep 365: Engagement In Executive Recruiting https://www.recruitingfuture.com/ One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In the previous two episodes, we looked at the evolution of corporate executive recruiting and what employers should be doing to improve the diversity of their executive teams. For the final interview in this short series, I'm talking to Eric Goldstein, Global Head of Executive Talent Attraction at SAP. We discuss how long term talent engagement is starting to play a more significant role in executive recruiting, the growth of data-driven decision making and what the future might look like.    ▪   Topics covered in the interview:    ▪   Hyper competitive talent markets    ▪   Proactive executive talent engagement    ▪   Engaging at scale and offboarding conversations quickly.    ▪   Involving hiring managers effectively    ▪   Unbiasing assessment    ▪   Measuring quality of hire    ▪   Onboarding, integration and accountability    ▪   Lessons learned around improving diversity.    ▪   What is the future of corporate executive recruiting Listen to this podcast in Apple Podcasts. Fri, 09 Jul 2021 09:32:53 -0000 Engagement In Executive Recruiting full 365 Matt Alder Eric Goldstein, Global Head of Executive Talent Attraction at SAP talks to Matt Alder One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In the previous two episodes, we looked at the evolution of corporate executive recruiting and what employers should be doing to improve the diversity of their executive teams. For the final interview in this short series, I'm talking to Eric Goldstein, Global Head of Executive Talent Attraction at SAP. We discuss how long term talent engagement is starting to play a more significant role in executive recruiting, the growth of data-driven decision making and what the future might look like.    ▪   Topics covered in the interview:    ▪   Hyper competitive talent markets    ▪   Proactive executive talent engagement    ▪   Engaging at scale and offboarding conversations quickly.    ▪   Involving hiring managers effectively    ▪   Unbiasing assessment    ▪   Measuring quality of hire    ▪   Onboarding, integration and accountability    ▪   Lessons learned around improving diversity.    ▪   What is the future of corporate executive recruiting Listen to this podcast in Apple Podcasts. One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting.


In the previous two episodes, we looked at the evolution of corporate executive recruiting and what employers should be doing to improve the diversity of their executive teams. For the final interview in this short series, I'm talking to Eric Goldstein, Global Head of Executive Talent Attraction at SAP. We discuss how long term talent engagement is starting to play a more significant role in executive recruiting, the growth of data-driven decision making and what the future might look like.


   ▪   Topics covered in the interview:


   ▪   Hyper competitive talent markets


   ▪   Proactive executive talent engagement


   ▪   Engaging at scale and offboarding conversations quickly.


   ▪   Involving hiring managers effectively


   ▪   Unbiasing assessment


   ▪   Measuring quality of hire


   ▪   Onboarding, integration and accountability


   ▪   Lessons learned around improving diversity.


   ▪   What is the future of corporate executive recruiting



Listen to this podcast in Apple Podcasts.



]]> 1879 no Ep 364: Diversity In Executive Hiring https://www.recruitingfuture.com/ One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In episode 363, we talked about the evolution of corporate executive recruiting; in this episode, I want to explore diversity at the executive level and how employers can do better. My guest is Elizabeth Wallace, Head of Portfolio Talent at HG, and she has some valuable insights and advice to share. In the interview, we discuss:    ▪   How the pandemic is changing executive recruiting    ▪   Opening up diverse talent pools with flexible working    ▪   Diversity, Equity and Equality    ▪   Assessment for development, not selection    ▪   Social Mobility    ▪   Challenging recruiting norms    ▪   The value of talent to organisations and talent as a business function    ▪   Transparent, human leadership    ▪   Hopes for the next 12 to 18 months Listen to this podcast in Apple Podcasts. Fri, 02 Jul 2021 07:57:10 -0000 Diversity In Executive Hiring full 364 Matt Alder Elizabeth Wallace, Head of Portfolio Talent at HG, talks to Matt Alder One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In episode 363, we talked about the evolution of corporate executive recruiting; in this episode, I want to explore diversity at the executive level and how employers can do better. My guest is Elizabeth Wallace, Head of Portfolio Talent at HG, and she has some valuable insights and advice to share. In the interview, we discuss:    ▪   How the pandemic is changing executive recruiting    ▪   Opening up diverse talent pools with flexible working    ▪   Diversity, Equity and Equality    ▪   Assessment for development, not selection    ▪   Social Mobility    ▪   Challenging recruiting norms    ▪   The value of talent to organisations and talent as a business function    ▪   Transparent, human leadership    ▪   Hopes for the next 12 to 18 months Listen to this podcast in Apple Podcasts. One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting.


In episode 363, we talked about the evolution of corporate executive recruiting; in this episode, I want to explore diversity at the executive level and how employers can do better. My guest is Elizabeth Wallace, Head of Portfolio Talent at HG, and she has some valuable insights and advice to share.


In the interview, we discuss:


   ▪   How the pandemic is changing executive recruiting


   ▪   Opening up diverse talent pools with flexible working


   ▪   Diversity, Equity and Equality


   ▪   Assessment for development, not selection


   ▪   Social Mobility


   ▪   Challenging recruiting norms


   ▪   The value of talent to organisations and talent as a business function


   ▪   Transparent, human leadership


   ▪   Hopes for the next 12 to 18 months



Listen to this podcast in Apple Podcasts.

]]> 2186 no Ep 363: Evolution of Executive Recruiting https://www.recruitingfuture.com/ One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In the first interview of the series, my guest is Simon Mullins, Chief Facilitator of ESIX. ESIX run a yearly membership, and in our discussion, Simon gives us an exclusive preview of the results of this year survey, highlighting the key trends the pandemic is driving in corporate executive recruiting. In the interview, we discuss:    ▪   Background to ESIX    ▪   The growth of the corporate executive recruiting function    ▪   Pandemic driven trends    ▪   Reducing time to hire    ▪   The executive talent market    ▪   Interview and assessement    ▪   Location flexibility    ▪   Diversity challenges    ▪   How onboarding is changing    ▪   Simon's hopes for the next 18 months Listen to this podcast on Apple Podcasts. Mon, 28 Jun 2021 21:52:20 -0000 Evolution of Executive Recruiting full 363 Matt Alder Simon Mullins, Chief Facilitator of ESIX, talks to Matt Alder One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In the first interview of the series, my guest is Simon Mullins, Chief Facilitator of ESIX. ESIX run a yearly membership, and in our discussion, Simon gives us an exclusive preview of the results of this year survey, highlighting the key trends the pandemic is driving in corporate executive recruiting. In the interview, we discuss:    ▪   Background to ESIX    ▪   The growth of the corporate executive recruiting function    ▪   Pandemic driven trends    ▪   Reducing time to hire    ▪   The executive talent market    ▪   Interview and assessement    ▪   Location flexibility    ▪   Diversity challenges    ▪   How onboarding is changing    ▪   Simon's hopes for the next 18 months Listen to this podcast on Apple Podcasts. One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting.


In the first interview of the series, my guest is Simon Mullins, Chief Facilitator of ESIX. ESIX run a yearly membership, and in our discussion, Simon gives us an exclusive preview of the results of this year survey, highlighting the key trends the pandemic is driving in corporate executive recruiting.


In the interview, we discuss:


   ▪   Background to ESIX


   ▪   The growth of the corporate executive recruiting function


   ▪   Pandemic driven trends


   ▪   Reducing time to hire


   ▪   The executive talent market


   ▪   Interview and assessement


   ▪   Location flexibility


   ▪   Diversity challenges


   ▪   How onboarding is changing


   ▪   Simon's hopes for the next 18 months



Listen to this podcast on Apple Podcasts.

]]> 1825 no Ep 362: STEM Returners https://www.recruitingfuture.com/ I'm publishing this episode the week of Women in Engineering Day. Skill shortages in STEM professions continue to be a big problem for many employers, and diversity is also a significant issue. However, research shows that there is a diverse and highly qualified workforce of STEM professionals who are currently struggling to return to work after a career break. So why is this the case, and what should talent acquisition professionals do to address the situation? My guest this week is Natalie Desty, Founder and Director of STEM Returners. STEM Returners is a programme to help employers recruit, develop and retain the best available talent, and to enable highly qualified and experienced candidates to re-start their careers. Natalie has some excellent insights and advice to share. In the interview, we discuss:    ▪   Why Natalie started STEM Returners    ▪   The underrepresentation of women in engineering    ▪   The STEM Returners Index    ▪   Insurmountable barriers facing returners    ▪   Why the recruiting process isn't working    ▪   Conscious and unconscious bias    ▪   Job adverts versus job specs    ▪   Advice to talent acquisition Listen to this podcast in Apple Podcasts Thu, 24 Jun 2021 17:00:12 -0000 STEM Returners full 362 Matt Alder Natalie Desty, Founder and Director of STEM Returners talks to Matt Alder I'm publishing this episode the week of Women in Engineering Day. Skill shortages in STEM professions continue to be a big problem for many employers, and diversity is also a significant issue. However, research shows that there is a diverse and highly qualified workforce of STEM professionals who are currently struggling to return to work after a career break. So why is this the case, and what should talent acquisition professionals do to address the situation? My guest this week is Natalie Desty, Founder and Director of STEM Returners. STEM Returners is a programme to help employers recruit, develop and retain the best available talent, and to enable highly qualified and experienced candidates to re-start their careers. Natalie has some excellent insights and advice to share. In the interview, we discuss:    ▪   Why Natalie started STEM Returners    ▪   The underrepresentation of women in engineering    ▪   The STEM Returners Index    ▪   Insurmountable barriers facing returners    ▪   Why the recruiting process isn't working    ▪   Conscious and unconscious bias    ▪   Job adverts versus job specs    ▪   Advice to talent acquisition Listen to this podcast in Apple Podcasts I'm publishing this episode the week of Women in Engineering Day. Skill shortages in STEM professions continue to be a big problem for many employers, and diversity is also a significant issue. However, research shows that there is a diverse and highly qualified workforce of STEM professionals who are currently struggling to return to work after a career break. So why is this the case, and what should talent acquisition professionals do to address the situation?


My guest this week is Natalie Desty, Founder and Director of STEM Returners. STEM Returners is a programme to help employers recruit, develop and retain the best available talent, and to enable highly qualified and experienced candidates to re-start their careers. Natalie has some excellent insights and advice to share.


In the interview, we discuss:


   ▪   Why Natalie started STEM Returners


   ▪   The underrepresentation of women in engineering


   ▪   The STEM Returners Index


   ▪   Insurmountable barriers facing returners


   ▪   Why the recruiting process isn't working


   ▪   Conscious and unconscious bias


   ▪   Job adverts versus job specs


   ▪   Advice to talent acquisition



Listen to this podcast in Apple Podcasts


]]> 1188 no Ep 361: Scaling Up Recruiting https://www.recruitingfuture.com/ The corporate focus on Talent Acquisition is significant at the moment as companies across the world deal with the challenges of getting the right talent into their organisations. But what strategies do talent acquisition leaders need to successfully scale their recruiting operations at a time of such significant transformation? My guest this week is someone who has been scaling recruiting teams in Silicon Valley for a long time. Richard Cho is Head of Recruiting at Robinhood, having previously been with Facebook, Dropbox, Machine Zone and The Chan Zuckerberg Initiative. Robinhood recently made headlines in the industry by acquiring recruiting firm Binc; I am delighted that Richard agreed to come on the show to talk about Robinhood's strategy and share some hugely valuable insights into the way ahead for talent acquisition. In the interview, we discuss:    ▪   The recruiting challenges at Robinhood    ▪   Building the business case    ▪   Don't normalise the extraordinary, have the right foundation of resources in place.    ▪   The three levels of talent acquisition technology    ▪   Sophisticated data modelling to build capability models    ▪   Building specialist interviewing capacity and gathering interview intelligence data    ▪   Why diversity is a selection issue, not a pipeline issue    ▪   The Binc acquisition and combining two recruiting cultures    ▪   What will the future of talent acquisition look like Listen to this podcast in Apple Podcasts Mon, 21 Jun 2021 20:48:34 -0000 Scaling Up Recruiting full 361 Matt Alder Richard Cho, Head of Recruiting at Robinhood, talks to Matt Alder The corporate focus on Talent Acquisition is significant at the moment as companies across the world deal with the challenges of getting the right talent into their organisations. But what strategies do talent acquisition leaders need to successfully scale their recruiting operations at a time of such significant transformation? My guest this week is someone who has been scaling recruiting teams in Silicon Valley for a long time. Richard Cho is Head of Recruiting at Robinhood, having previously been with Facebook, Dropbox, Machine Zone and The Chan Zuckerberg Initiative. Robinhood recently made headlines in the industry by acquiring recruiting firm Binc; I am delighted that Richard agreed to come on the show to talk about Robinhood's strategy and share some hugely valuable insights into the way ahead for talent acquisition. In the interview, we discuss:    ▪   The recruiting challenges at Robinhood    ▪   Building the business case    ▪   Don't normalise the extraordinary, have the right foundation of resources in place.    ▪   The three levels of talent acquisition technology    ▪   Sophisticated data modelling to build capability models    ▪   Building specialist interviewing capacity and gathering interview intelligence data    ▪   Why diversity is a selection issue, not a pipeline issue    ▪   The Binc acquisition and combining two recruiting cultures    ▪   What will the future of talent acquisition look like Listen to this podcast in Apple Podcasts The corporate focus on Talent Acquisition is significant at the moment as companies across the world deal with the challenges of getting the right talent into their organisations. But what strategies do talent acquisition leaders need to successfully scale their recruiting operations at a time of such significant transformation?


My guest this week is someone who has been scaling recruiting teams in Silicon Valley for a long time. Richard Cho is Head of Recruiting at Robinhood, having previously been with Facebook, Dropbox, Machine Zone and The Chan Zuckerberg Initiative. Robinhood recently made headlines in the industry by acquiring recruiting firm Binc; I am delighted that Richard agreed to come on the show to talk about Robinhood's strategy and share some hugely valuable insights into the way ahead for talent acquisition.


In the interview, we discuss:


   ▪   The recruiting challenges at Robinhood


   ▪   Building the business case


   ▪   Don't normalise the extraordinary, have the right foundation of resources in place.


   ▪   The three levels of talent acquisition technology


   ▪   Sophisticated data modelling to build capability models


   ▪   Building specialist interviewing capacity and gathering interview intelligence data


   ▪   Why diversity is a selection issue, not a pipeline issue


   ▪   The Binc acquisition and combining two recruiting cultures


   ▪   What will the future of talent acquisition look like


Listen to this podcast in Apple Podcasts



]]> 2227 no Future Live: AI & Candidate Experience https://www.recruitingfuture.com/ Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to be able to bring you the content to you as a series of podcasts. I've released these every Friday for the last few weeks and really hope you have been enjoying them. The last episode in this series looks at the future of AI & the candidate experience. This is a wide-ranging topic, and I was delighted to have two guests who come at it from different angles, Diane Circo, VP of US Talent Acquisition at Siemens and James Saunders, CEO of Attrax. You'll also hear briefly from Peter Weddle from TA Tech at the end as we bring the event to a close In the conversation, we discuss:    ▪   How the pandemic is changing candidate expectations    ▪   Being flexible and responsive    ▪   The advantages of Career Site Systems    ▪   Human moments of impact in the balance between AI and recruiters    ▪   Data & intelligence    ▪   Innovation in automation    ▪   Strategic segmentation    ▪   What will the recruiting process look like in two years?    ▪   Advice to employers on designing the candidate experience of the future Listen to this podcast on Apple Podcasts. Fri, 18 Jun 2021 08:15:58 -0000 Future Live: AI & Candidate Experience full Matt Alder Diane Circo, VP of US Talent Acquisition at Siemens and James Saunders, CEO of Attrax, talk to Matt Alder Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to be able to bring you the content to you as a series of podcasts. I've released these every Friday for the last few weeks and really hope you have been enjoying them. The last episode in this series looks at the future of AI & the candidate experience. This is a wide-ranging topic, and I was delighted to have two guests who come at it from different angles, Diane Circo, VP of US Talent Acquisition at Siemens and James Saunders, CEO of Attrax. You'll also hear briefly from Peter Weddle from TA Tech at the end as we bring the event to a close In the conversation, we discuss:    ▪   How the pandemic is changing candidate expectations    ▪   Being flexible and responsive    ▪   The advantages of Career Site Systems    ▪   Human moments of impact in the balance between AI and recruiters    ▪   Data & intelligence    ▪   Innovation in automation    ▪   Strategic segmentation    ▪   What will the recruiting process look like in two years?    ▪   Advice to employers on designing the candidate experience of the future Listen to this podcast on Apple Podcasts. Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to be able to bring you the content to you as a series of podcasts. I've released these every Friday for the last few weeks and really hope you have been enjoying them.


The last episode in this series looks at the future of AI & the candidate experience. This is a wide-ranging topic, and I was delighted to have two guests who come at it from different angles, Diane Circo, VP of US Talent Acquisition at Siemens and James Saunders, CEO of Attrax. You'll also hear briefly from Peter Weddle from TA Tech at the end as we bring the event to a close


In the conversation, we discuss:


   ▪   How the pandemic is changing candidate expectations


   ▪   Being flexible and responsive


   ▪   The advantages of Career Site Systems


   ▪   Human moments of impact in the balance between AI and recruiters


   ▪   Data & intelligence


   ▪   Innovation in automation


   ▪   Strategic segmentation


   ▪   What will the recruiting process look like in two years?


   ▪   Advice to employers on designing the candidate experience of the future



Listen to this podcast on Apple Podcasts.


]]> 2087 no Ep 360: Remote Working Challenges https://www.recruitingfuture.com/ The impact of the pandemic means that in 18 months, we've moved from discussing theories around the future of work to debating the practicalities. Fully remote, fully back in the office, hybrid working, the discussion and the publicity around the decisions companies make will dominate the HR news cycle for months if not years to come. One of the key advantages of remote working is the ability to broaden talent pools across borders. However, this does come with complications. To discuss the challenges and advantages, my guests this week are Shane Nolan, Head of Technology & Emerging Business at IDA Ireland and Louise Kelly, a tax partner with Deloitte in Ireland. In the interview, we discuss:    ▪   The work of IDA Ireland    ▪   Productivity improvements from remote work    ▪   Enhancing skills and retraining    ▪   Tax implications of employers working remotely across borders    ▪   When is remote too remote?    ▪   From theory to practicalities    ▪   Regulatory and compliance issues    ▪   What will the next 12 - 18 months look like Listen to this podcast in Apple Podcasts. Thu, 17 Jun 2021 19:44:59 -0000 Remote Working Challenges full 360 Matt Alder Shane Nolan, Head of Technology & Emerging Business at IDA Ireland and Louise Kelly, Tax Partner with Deloitte talk to Matt Alder The impact of the pandemic means that in 18 months, we've moved from discussing theories around the future of work to debating the practicalities. Fully remote, fully back in the office, hybrid working, the discussion and the publicity around the decisions companies make will dominate the HR news cycle for months if not years to come. One of the key advantages of remote working is the ability to broaden talent pools across borders. However, this does come with complications. To discuss the challenges and advantages, my guests this week are Shane Nolan, Head of Technology & Emerging Business at IDA Ireland and Louise Kelly, a tax partner with Deloitte in Ireland. In the interview, we discuss:    ▪   The work of IDA Ireland    ▪   Productivity improvements from remote work    ▪   Enhancing skills and retraining    ▪   Tax implications of employers working remotely across borders    ▪   When is remote too remote?    ▪   From theory to practicalities    ▪   Regulatory and compliance issues    ▪   What will the next 12 - 18 months look like Listen to this podcast in Apple Podcasts. The impact of the pandemic means that in 18 months, we've moved from discussing theories around the future of work to debating the practicalities. Fully remote, fully back in the office, hybrid working, the discussion and the publicity around the decisions companies make will dominate the HR news cycle for months if not years to come.


One of the key advantages of remote working is the ability to broaden talent pools across borders. However, this does come with complications. To discuss the challenges and advantages, my guests this week are Shane Nolan, Head of Technology & Emerging Business at IDA Ireland and Louise Kelly, a tax partner with Deloitte in Ireland.


In the interview, we discuss:


   ▪   The work of IDA Ireland


   ▪   Productivity improvements from remote work


   ▪   Enhancing skills and retraining


   ▪   Tax implications of employers working remotely across borders


   ▪   When is remote too remote?


   ▪   From theory to practicalities


   ▪   Regulatory and compliance issues


   ▪   What will the next 12 - 18 months look like



Listen to this podcast in Apple Podcasts.




]]> 1560 no Ep 359: Talent Markets Outlook https://www.recruitingfuture.com/ There is currently much debate and discussion about the talent shortages a number of markets across the world are currently experiencing. There is a lot of focus on the issues caused by the pandemic, but it is important to remember that a lot of the challenges talent acquisition teams are facing are part of existing long term trends that the pandemic has just accelerated. My guest this week, returning to the show to share his unique perspective on the current state of talent markets and talent acquisition, is Tim Sackett, co-host of the HR Famous podcast and President of HRU Technical Resources. It's always great to have Tim on the podcast, and he didn't disappoint this time around. In the interview, we discuss:    ▪   Adding nuance to the remote working debate    ▪   Long term talent market issues    ▪   How is TA changing?    ▪   Improvements in automation and recruiting technology    ▪   Mitigating bias    ▪   What should TA leaders be focusing on    ▪   What is on Tim's radar for the next 12 to 18 months Listen to this podcast on Apple Podcasts. Wed, 16 Jun 2021 21:15:18 -0000 Talent Markets Outlook full 359 Matt Alder Tim Sackett talks to Matt Alder There is currently much debate and discussion about the talent shortages a number of markets across the world are currently experiencing. There is a lot of focus on the issues caused by the pandemic, but it is important to remember that a lot of the challenges talent acquisition teams are facing are part of existing long term trends that the pandemic has just accelerated. My guest this week, returning to the show to share his unique perspective on the current state of talent markets and talent acquisition, is Tim Sackett, co-host of the HR Famous podcast and President of HRU Technical Resources. It's always great to have Tim on the podcast, and he didn't disappoint this time around. In the interview, we discuss:    ▪   Adding nuance to the remote working debate    ▪   Long term talent market issues    ▪   How is TA changing?    ▪   Improvements in automation and recruiting technology    ▪   Mitigating bias    ▪   What should TA leaders be focusing on    ▪   What is on Tim's radar for the next 12 to 18 months Listen to this podcast on Apple Podcasts. There is currently much debate and discussion about the talent shortages a number of markets across the world are currently experiencing. There is a lot of focus on the issues caused by the pandemic, but it is important to remember that a lot of the challenges talent acquisition teams are facing are part of existing long term trends that the pandemic has just accelerated.


My guest this week, returning to the show to share his unique perspective on the current state of talent markets and talent acquisition, is Tim Sackett, co-host of the HR Famous podcast and President of HRU Technical Resources. It's always great to have Tim on the podcast, and he didn't disappoint this time around.


In the interview, we discuss:


   ▪   Adding nuance to the remote working debate


   ▪   Long term talent market issues


   ▪   How is TA changing?


   ▪   Improvements in automation and recruiting technology


   ▪   Mitigating bias


   ▪   What should TA leaders be focusing on


   ▪   What is on Tim's radar for the next 12 to 18 months



Listen to this podcast on Apple Podcasts.


]]> 1836 no Future Live: Recruiting Automation https://www.recruitingfuture.com/ Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing, Recruitment Advertising, and DE&I sessions I've already published, this week's episode looks at Recruiting Automation. This is a big topic, and I was delighted to have two guests who come at it from very different angles, Trent Cotton, VP Talent Acquisition at Bureau Veritas Group and Roberto Angulo, CEO Recruitology. In the conversation, we discuss:    ▪   The possibilities of recruiting automation    ▪   Speed of adoption    ▪   Organization size    ▪   Key strategic elements    ▪   The future of Natural Language Processing    ▪   The future of AI    ▪   A balance between humans and machines    ▪   How do the candidates feel about automation?    ▪   Where are we heading in the future? Listen to this podcast in Apple Podcasts. Fri, 11 Jun 2021 18:51:29 -0000 Future Live: Recruiting Automation full Matt Alder Trent Cotton, VP Talent Acquisition at Bureau Veritas Group and Roberto Angulo, CEO Recruitology talk to Matt Alder Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing, Recruitment Advertising, and DE&I sessions I've already published, this week's episode looks at Recruiting Automation. This is a big topic, and I was delighted to have two guests who come at it from very different angles, Trent Cotton, VP Talent Acquisition at Bureau Veritas Group and Roberto Angulo, CEO Recruitology. In the conversation, we discuss:    ▪   The possibilities of recruiting automation    ▪   Speed of adoption    ▪   Organization size    ▪   Key strategic elements    ▪   The future of Natural Language Processing    ▪   The future of AI    ▪   A balance between humans and machines    ▪   How do the candidates feel about automation?    ▪   Where are we heading in the future? Listen to this podcast in Apple Podcasts. Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show.


Following on from the Recruitment Marketing, Recruitment Advertising, and DE&I sessions I've already published, this week's episode looks at Recruiting Automation. This is a big topic, and I was delighted to have two guests who come at it from very different angles, Trent Cotton, VP Talent Acquisition at Bureau Veritas Group and Roberto Angulo, CEO Recruitology.


In the conversation, we discuss:


   ▪   The possibilities of recruiting automation


   ▪   Speed of adoption


   ▪   Organization size


   ▪   Key strategic elements


   ▪   The future of Natural Language Processing


   ▪   The future of AI


   ▪   A balance between humans and machines


   ▪   How do the candidates feel about automation?


   ▪   Where are we heading in the future?


Listen to this podcast in Apple Podcasts.


]]> 1967 no Ep 358: Data & Analytics Skills https://www.recruitingfuture.com/ As digital transformation accelerates even faster, the market for data analysts, data scientists and data engineers continues to grow exponentially. So how do employers make sense of this talent market to hire the right skills for their business, and can data science be applied to the process itself to drive better outcomes? My guest this week is Tim Freestone from Alooba, a company that is helping to answer these questions and change the way data and analytics skills are assessed. Our discussion is extensive, and Tim shares some valuable insights relevant not just to recruiting data professionals but also broader talent acquisition strategies. In the interview, we discuss:    ▪   Job definitions in data science and the current state of the talent market    ▪   Issues with traditional recruiting processes    ▪   Why the CV is a poor quality data set    ▪   Generating structured data around skills    ▪   Removing unconscious bias    ▪   Pragmatic analytics, automating repeatable tasks and human intelligence    ▪   How will recruiting evolve in the next 3 to 5 years? Listen to this podcast in Apple Podcasts. Tue, 01 Jun 2021 20:11:04 -0000 Data & Analytics Skills full 358 Matt Alder Tim Freestone the Founder of Alooba, talks to Matt Alder As digital transformation accelerates even faster, the market for data analysts, data scientists and data engineers continues to grow exponentially. So how do employers make sense of this talent market to hire the right skills for their business, and can data science be applied to the process itself to drive better outcomes? My guest this week is Tim Freestone from Alooba, a company that is helping to answer these questions and change the way data and analytics skills are assessed. Our discussion is extensive, and Tim shares some valuable insights relevant not just to recruiting data professionals but also broader talent acquisition strategies. In the interview, we discuss:    ▪   Job definitions in data science and the current state of the talent market    ▪   Issues with traditional recruiting processes    ▪   Why the CV is a poor quality data set    ▪   Generating structured data around skills    ▪   Removing unconscious bias    ▪   Pragmatic analytics, automating repeatable tasks and human intelligence    ▪   How will recruiting evolve in the next 3 to 5 years? Listen to this podcast in Apple Podcasts. As digital transformation accelerates even faster, the market for data analysts, data scientists and data engineers continues to grow exponentially. So how do employers make sense of this talent market to hire the right skills for their business, and can data science be applied to the process itself to drive better outcomes?


My guest this week is Tim Freestone from Alooba, a company that is helping to answer these questions and change the way data and analytics skills are assessed. Our discussion is extensive, and Tim shares some valuable insights relevant not just to recruiting data professionals but also broader talent acquisition strategies.


In the interview, we discuss:


   ▪   Job definitions in data science and the current state of the talent market


   ▪   Issues with traditional recruiting processes


   ▪   Why the CV is a poor quality data set


   ▪   Generating structured data around skills


   ▪   Removing unconscious bias


   ▪   Pragmatic analytics, automating repeatable tasks and human intelligence


   ▪   How will recruiting evolve in the next 3 to 5 years?



Listen to this podcast in Apple Podcasts.


]]> 1434 no Future Live: DE&I https://www.recruitingfuture.com/ Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing and Recruitment Advertising sessions I've already published, this week's episode looks at the role of technology in the future of diversity, equity and inclusion. I was joined in the discussion by two brilliant guests, Trina Hymes, Global VP of Sales at Diversity Sourcing Platform Talenya and Global Communications and Branding Leader Charu Malhotra. In our conversation, we discussed:    ▪   Is the increased focus on DE&I actually making a difference    ▪   Common recruiting biases    ▪   Starting with inclusion    ▪   Sourcing diverse talent    ▪   The role of leadership    ▪   Agility through technology    ▪   How technology can help and how it can't    ▪   Visions for the future Listen to this podcast in Apple Podcasts. Fri, 28 May 2021 09:15:07 -0000 Future Live: DE&I full Matt Alder Trina Hymes, Global VP of Sales at Talenya and Global Communications and Branding Leader Charu Malhotra talk to Matt Alder Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing and Recruitment Advertising sessions I've already published, this week's episode looks at the role of technology in the future of diversity, equity and inclusion. I was joined in the discussion by two brilliant guests, Trina Hymes, Global VP of Sales at Diversity Sourcing Platform Talenya and Global Communications and Branding Leader Charu Malhotra. In our conversation, we discussed:    ▪   Is the increased focus on DE&I actually making a difference    ▪   Common recruiting biases    ▪   Starting with inclusion    ▪   Sourcing diverse talent    ▪   The role of leadership    ▪   Agility through technology    ▪   How technology can help and how it can't    ▪   Visions for the future Listen to this podcast in Apple Podcasts. Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show.


Following on from the Recruitment Marketing and Recruitment Advertising sessions I've already published, this week's episode looks at the role of technology in the future of diversity, equity and inclusion. I was joined in the discussion by two brilliant guests, Trina Hymes, Global VP of Sales at Diversity Sourcing Platform Talenya and Global Communications and Branding Leader Charu Malhotra.


In our conversation, we discussed:


   ▪   Is the increased focus on DE&I actually making a difference


   ▪   Common recruiting biases


   ▪   Starting with inclusion


   ▪   Sourcing diverse talent


   ▪   The role of leadership


   ▪   Agility through technology


   ▪   How technology can help and how it can't


   ▪   Visions for the future



Listen to this podcast in Apple Podcasts.


]]> 1830 Ep 357: ATS Integration https://www.recrutingfuture.com/ The idea of a TA Tech stack has gone mainstream very quickly. It makes perfect sense as employers look to have fit for purpose technology to support all elements of their talent acquisition strategy. While integration is a lot easier than it was a few years ago, there are still significant challenges that TA leaders need to understand and prepare for. So what are the key issues? My guest this week is the perfect person to talk us through the current market situation and provide some practical advice. Peter Gold has been working in the ATS market since day one and has a vast amount of knowledge and experience to share. In the interview, we discuss:    ▪   The current state of the ATS market    ▪   The key integration issues    ▪   Asking for evidence of integrations    ▪   Marketplaces    ▪   Marketing spin versus implementation reality    ▪   Challenges in volume    ▪   AI, humans and automation    ▪   Advice for TA Leaders Listen to this podcast in Apple Podcasts. Thu, 27 May 2021 13:29:03 -0000 ATS Integration full 357 Matt Alder Peter Gold talks to Matt Alder The idea of a TA Tech stack has gone mainstream very quickly. It makes perfect sense as employers look to have fit for purpose technology to support all elements of their talent acquisition strategy. While integration is a lot easier than it was a few years ago, there are still significant challenges that TA leaders need to understand and prepare for. So what are the key issues? My guest this week is the perfect person to talk us through the current market situation and provide some practical advice. Peter Gold has been working in the ATS market since day one and has a vast amount of knowledge and experience to share. In the interview, we discuss:    ▪   The current state of the ATS market    ▪   The key integration issues    ▪   Asking for evidence of integrations    ▪   Marketplaces    ▪   Marketing spin versus implementation reality    ▪   Challenges in volume    ▪   AI, humans and automation    ▪   Advice for TA Leaders Listen to this podcast in Apple Podcasts. The idea of a TA Tech stack has gone mainstream very quickly. It makes perfect sense as employers look to have fit for purpose technology to support all elements of their talent acquisition strategy. While integration is a lot easier than it was a few years ago, there are still significant challenges that TA leaders need to understand and prepare for. So what are the key issues?


My guest this week is the perfect person to talk us through the current market situation and provide some practical advice. Peter Gold has been working in the ATS market since day one and has a vast amount of knowledge and experience to share.


In the interview, we discuss:


   ▪   The current state of the ATS market


   ▪   The key integration issues


   ▪   Asking for evidence of integrations


   ▪   Marketplaces


   ▪   Marketing spin versus implementation reality


   ▪   Challenges in volume


   ▪   AI, humans and automation


   ▪   Advice for TA Leaders



Listen to this podcast in Apple Podcasts.


]]> 1338 Ep 356: Talent Engagement https://www.recruitingfuture.com/ Building and engaging with talent pipelines has been something we have been discussing for years, but it has always surprised that there are so few employers who do it well and even fewer that do it over extended periods. Technology, recruiting and communication have evolved significantly over the last two years, opening up opportunities for companies to devise very sophisticated pipelining and engagement strategies to help address resourcing challenges such as diversity hiring and skill shortages. So who is doing this well, and how are they doing it? My guest this week is Jason Boone, Diversity & Military Outreach Leader at Lockheed Martin. Lockheed Martin has a long-term talent pipeline strategy that sees them engage some communities of talent for 3 to 8 years before hiring. In the interview, we discuss:    ▪   The recruiting challenges at Lockheed Martin    ▪   Investing in the emerging workforce    ▪   Long term engagement strategies to increase diversity    ▪   The role of time and touchpoints in building the brand, creating relationships, driving efficiency and improving offer acceptance    ▪   Content strategies    ▪   Time focused candidate-centric resources.    ▪   The most surprising hiring success    ▪   The role of technology    ▪   Pushing talent across the enterprise    ▪   Mashing up strategies and technologies      Listen to this podcast in Apple Podcasts. Wed, 26 May 2021 20:15:51 -0000 Talent Engagement full 356 Matt Alder Jason Boone, Diversity & Military Outreach Leader at Lockheed Martin, talks to Matt Alder Building and engaging with talent pipelines has been something we have been discussing for years, but it has always surprised that there are so few employers who do it well and even fewer that do it over extended periods. Technology, recruiting and communication have evolved significantly over the last two years, opening up opportunities for companies to devise very sophisticated pipelining and engagement strategies to help address resourcing challenges such as diversity hiring and skill shortages. So who is doing this well, and how are they doing it? My guest this week is Jason Boone, Diversity & Military Outreach Leader at Lockheed Martin. Lockheed Martin has a long-term talent pipeline strategy that sees them engage some communities of talent for 3 to 8 years before hiring. In the interview, we discuss:    ▪   The recruiting challenges at Lockheed Martin    ▪   Investing in the emerging workforce    ▪   Long term engagement strategies to increase diversity    ▪   The role of time and touchpoints in building the brand, creating relationships, driving efficiency and improving offer acceptance    ▪   Content strategies    ▪   Time focused candidate-centric resources.    ▪   The most surprising hiring success    ▪   The role of technology    ▪   Pushing talent across the enterprise    ▪   Mashing up strategies and technologies      Listen to this podcast in Apple Podcasts. Building and engaging with talent pipelines has been something we have been discussing for years, but it has always surprised that there are so few employers who do it well and even fewer that do it over extended periods. Technology, recruiting and communication have evolved significantly over the last two years, opening up opportunities for companies to devise very sophisticated pipelining and engagement strategies to help address resourcing challenges such as diversity hiring and skill shortages.


So who is doing this well, and how are they doing it?


My guest this week is Jason Boone, Diversity & Military Outreach Leader at Lockheed Martin. Lockheed Martin has a long-term talent pipeline strategy that sees them engage some communities of talent for 3 to 8 years before hiring.


In the interview, we discuss:


   ▪   The recruiting challenges at Lockheed Martin


   ▪   Investing in the emerging workforce


   ▪   Long term engagement strategies to increase diversity


   ▪   The role of time and touchpoints in building the brand, creating relationships, driving efficiency and improving offer acceptance


   ▪   Content strategies


   ▪   Time focused candidate-centric resources.


   ▪   The most surprising hiring success


   ▪   The role of technology


   ▪   Pushing talent across the enterprise


   ▪   Mashing up strategies and technologies

    


Listen to this podcast in Apple Podcasts.


]]> 1873 no Future Live: Recruitment Advertising https://www.recruitingfuture.com/ Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing session last week, this week's release is the panel debate on Recruitment Advertising. My highly knowledgeable guests were Ellie Harte, Recruitment Partner Talent Attraction from Atkins and KJ, CEO of Joveo. We are at a real inflection point with recruitment advertising now, and this discussion will give you some clear insights into the strategies and technologies that will shape the future. In the conversation, we discuss:    ▪   The current state of the market    ▪   Shortening attention spans and changing media consumption habits    ▪   The imbalance between supply and demand    ▪   How can employers stand out    ▪   Outcome-based advertising    ▪   Data and predictive analytics    ▪   Understanding target audience and segmentation    ▪   Testing messaging    ▪   The power of authentic content    ▪   Automation    ▪   What future shifts can we expect to see? Listen to this podcast on Apple Podcasts. Fri, 21 May 2021 09:21:32 -0000 Future Live: Recruitment Advertising full Matt Alder Elie Harte from Atkins and KJ from Joveo talk to Matt Alder Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing session last week, this week's release is the panel debate on Recruitment Advertising. My highly knowledgeable guests were Ellie Harte, Recruitment Partner Talent Attraction from Atkins and KJ, CEO of Joveo. We are at a real inflection point with recruitment advertising now, and this discussion will give you some clear insights into the strategies and technologies that will shape the future. In the conversation, we discuss:    ▪   The current state of the market    ▪   Shortening attention spans and changing media consumption habits    ▪   The imbalance between supply and demand    ▪   How can employers stand out    ▪   Outcome-based advertising    ▪   Data and predictive analytics    ▪   Understanding target audience and segmentation    ▪   Testing messaging    ▪   The power of authentic content    ▪   Automation    ▪   What future shifts can we expect to see? Listen to this podcast on Apple Podcasts. Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show.


Following on from the Recruitment Marketing session last week, this week's release is the panel debate on Recruitment Advertising. My highly knowledgeable guests were Ellie Harte, Recruitment Partner Talent Attraction from Atkins and KJ, CEO of Joveo.


We are at a real inflection point with recruitment advertising now, and this discussion will give you some clear insights into the strategies and technologies that will shape the future.


In the conversation, we discuss:


   ▪   The current state of the market


   ▪   Shortening attention spans and changing media consumption habits


   ▪   The imbalance between supply and demand


   ▪   How can employers stand out


   ▪   Outcome-based advertising


   ▪   Data and predictive analytics


   ▪   Understanding target audience and segmentation


   ▪   Testing messaging


   ▪   The power of authentic content


   ▪   Automation


   ▪   What future shifts can we expect to see?


Listen to this podcast on Apple Podcasts.


]]> 1955 no Ep 355: Global Talent Survey https://www.recruitingfuture.com/ There is currently daily speculation about what the future of work will now look like and how employees might be feeling about it. Rather than trading in speculation and assumptions, I wanted to bring you some proper data to help us find out what is actually happening. With that in mind, my guest this week is Jon Wilson, CEO of Totaljobs. Every year Totaljobs work with their international partners in The Network in conjunction with Boston Consulting to produce the largest survey of employees and job seekers in the world. The latest research is built on data gathered from over 200,000 respondents across 190 countries and looks at the pandemic's impact on employment preferences and global talent mobility trends. In the interview, we discuss:    ▪   The methodology behind the research    ▪   Remote work and whether employees expect it to continue    ▪   The advantages and implications of remote work across borders    ▪   Employee experience, what is important to people now    ▪   DE&I    ▪   Sustainability and environmental issues    ▪   Reskilling and career changes    ▪   What happens next Listen to this podcast in Apple Podcasts. Thu, 20 May 2021 11:57:58 -0000 Global Talent Survey full 355 Matt Alder Jon Wilson, CEO of Totaljobs, talks to Matt Alder There is currently daily speculation about what the future of work will now look like and how employees might be feeling about it. Rather than trading in speculation and assumptions, I wanted to bring you some proper data to help us find out what is actually happening. With that in mind, my guest this week is Jon Wilson, CEO of Totaljobs. Every year Totaljobs work with their international partners in The Network in conjunction with Boston Consulting to produce the largest survey of employees and job seekers in the world. The latest research is built on data gathered from over 200,000 respondents across 190 countries and looks at the pandemic's impact on employment preferences and global talent mobility trends. In the interview, we discuss:    ▪   The methodology behind the research    ▪   Remote work and whether employees expect it to continue    ▪   The advantages and implications of remote work across borders    ▪   Employee experience, what is important to people now    ▪   DE&I    ▪   Sustainability and environmental issues    ▪   Reskilling and career changes    ▪   What happens next Listen to this podcast in Apple Podcasts. There is currently daily speculation about what the future of work will now look like and how employees might be feeling about it. Rather than trading in speculation and assumptions, I wanted to bring you some proper data to help us find out what is actually happening.


With that in mind, my guest this week is Jon Wilson, CEO of Totaljobs. Every year Totaljobs work with their international partners in The Network in conjunction with Boston Consulting to produce the largest survey of employees and job seekers in the world. The latest research is built on data gathered from over 200,000 respondents across 190 countries and looks at the pandemic's impact on employment preferences and global talent mobility trends.


In the interview, we discuss:


   ▪   The methodology behind the research


   ▪   Remote work and whether employees expect it to continue


   ▪   The advantages and implications of remote work across borders


   ▪   Employee experience, what is important to people now


   ▪   DE&I


   ▪   Sustainability and environmental issues


   ▪   Reskilling and career changes


   ▪   What happens next



Listen to this podcast in Apple Podcasts.


]]> 1727 no Ep 354: Technology Market Update https://www.recruitingfuture.com/ The last 12 months have been transformational for recruiting technology, with both employers and vendors having to adapt very quickly to the new market realities. So what does the technology landscape now look like in talent acquisition, what are the key trends and what do we need to keep an eye for the future. My guest this week is David Wilson, CEO of industry analysts Fosway Group. Fosway. as ever, have been watching the market closely and have just released an updated version of their influential 9 Box Grid on TA technology. Keep listening to hear David's insights on how technology has evolved in the last 12 months and where it is going. In the interview, we discuss:    ▪   The 9 Box Grid methodology and the type of vendors included    ▪   How vendors have responded to the pandemic    ▪   The pandemic as a catalyst for change in TA technology    ▪   The ATS, CRM, TRM evolution    ▪   Talent mobility and talent marketplaces    ▪   Room for improvement in data analytics    ▪   What will the next 12 months look like Listen to this podcast in Apple Podcasts Wed, 19 May 2021 20:48:27 -0000 Technology Market Update full 354 Matt Alder David Wilson, CEO of Fosway Group, talks to Matt Alder The last 12 months have been transformational for recruiting technology, with both employers and vendors having to adapt very quickly to the new market realities. So what does the technology landscape now look like in talent acquisition, what are the key trends and what do we need to keep an eye for the future. My guest this week is David Wilson, CEO of industry analysts Fosway Group. Fosway. as ever, have been watching the market closely and have just released an updated version of their influential 9 Box Grid on TA technology. Keep listening to hear David's insights on how technology has evolved in the last 12 months and where it is going. In the interview, we discuss:    ▪   The 9 Box Grid methodology and the type of vendors included    ▪   How vendors have responded to the pandemic    ▪   The pandemic as a catalyst for change in TA technology    ▪   The ATS, CRM, TRM evolution    ▪   Talent mobility and talent marketplaces    ▪   Room for improvement in data analytics    ▪   What will the next 12 months look like Listen to this podcast in Apple Podcasts The last 12 months have been transformational for recruiting technology, with both employers and vendors having to adapt very quickly to the new market realities. So what does the technology landscape now look like in talent acquisition, what are the key trends and what do we need to keep an eye for the future.


My guest this week is David Wilson, CEO of industry analysts Fosway Group. Fosway. as ever, have been watching the market closely and have just released an updated version of their influential 9 Box Grid on TA technology. Keep listening to hear David's insights on how technology has evolved in the last 12 months and where it is going.


In the interview, we discuss:


   ▪   The 9 Box Grid methodology and the type of vendors included


   ▪   How vendors have responded to the pandemic


   ▪   The pandemic as a catalyst for change in TA technology


   ▪   The ATS, CRM, TRM evolution


   ▪   Talent mobility and talent marketplaces


   ▪   Room for improvement in data analytics


   ▪   What will the next 12 months look like


Listen to this podcast in Apple Podcasts


]]> 2368 no Future Live: Recruitment Marketing https://www.recruitingfuture.com/ Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring the content to you as a series of podcasts. I'll be releasing these every Friday for the next five weeks, so if you don't want to miss them, make sure you have subscribed to the show. First up is our session on the future recruitment marketing featuring Allyn Bailey from Intel and Chris Forman from Appcast. This was a really lively debate with a big focus on the current inversion we are seeing in the talent market and the transformative effect it is likely to have on recruitment marketing. In the conversation, we discuss:    ▪   The inverted job market and the change it might drive in recruitment marketing.    ▪   What is driving the change in job seeker behaviour?    ▪   A critical need to think differently    ▪   Precision targeting and segmentation    ▪   Recruitment marketers need to be technology wizards.    ▪   The rise of the dedicated recruitment marketing function    ▪   Autonomous matching    ▪   What recruitment marketing will look like in two years     Listen to this podcast on Apple Podcasts. Fri, 14 May 2021 14:01:57 -0000 Future Live: Recruitment Marketing full Matt Alder Allyn Bailey from Intel and Chris Forman from Appcast talk to Matt Alder Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring the content to you as a series of podcasts. I'll be releasing these every Friday for the next five weeks, so if you don't want to miss them, make sure you have subscribed to the show. First up is our session on the future recruitment marketing featuring Allyn Bailey from Intel and Chris Forman from Appcast. This was a really lively debate with a big focus on the current inversion we are seeing in the talent market and the transformative effect it is likely to have on recruitment marketing. In the conversation, we discuss:    ▪   The inverted job market and the change it might drive in recruitment marketing.    ▪   What is driving the change in job seeker behaviour?    ▪   A critical need to think differently    ▪   Precision targeting and segmentation    ▪   Recruitment marketers need to be technology wizards.    ▪   The rise of the dedicated recruitment marketing function    ▪   Autonomous matching    ▪   What recruitment marketing will look like in two years     Listen to this podcast on Apple Podcasts. Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring the content to you as a series of podcasts. I'll be releasing these every Friday for the next five weeks, so if you don't want to miss them, make sure you have subscribed to the show.


First up is our session on the future recruitment marketing featuring Allyn Bailey from Intel and Chris Forman from Appcast. This was a really lively debate with a big focus on the current inversion we are seeing in the talent market and the transformative effect it is likely to have on recruitment marketing.


In the conversation, we discuss:


   ▪   The inverted job market and the change it might drive in recruitment marketing.


   ▪   What is driving the change in job seeker behaviour?


   ▪   A critical need to think differently


   ▪   Precision targeting and segmentation


   ▪   Recruitment marketers need to be technology wizards.


   ▪   The rise of the dedicated recruitment marketing function


   ▪   Autonomous matching


   ▪   What recruitment marketing will look like in two years

   


Listen to this podcast on Apple Podcasts.


]]> 1985 no Ep 353: Do You Have The Authority? https://www.recruitingfuture.com/ Virtual communication has been the mainstay for all of us for nearly 18 months now. As employers consider how they will work post-pandemic, the debate about what stays virtual in the future is going to dominate the next few months. There is always lots of discussion about the negative aspects of endless Zoom or Teams calls, but what would we lose if we return to our old ways of working? To help provide some perspective on this, I have a very special guest. Jackie Weaver became an instant celebrity after a Zoom recording of a chaotic meeting of Handforth Parish Council went viral. As well as cheering us all up during a very long miserable locked down winter, Jackie has used her platform to champion the work of town and parish councils and increase the diversity of their membership. There are some interesting parallels for employers here, and Jackie most definitely does have the authority. In the interview, we discuss:    ▪   That Zoom meeting and instant global internet fame    ▪   The positives of virtual communication    ▪   Engaging with diverse audiences through virtual platforms    ▪   Inclusivity and accessibility    ▪   Virtual, face to face and hybrid    ▪   What can employers learn from what is now happening to parish and town council meetings?    ▪   What Jackie Weaver is doing next Listen to this podcast in Apple Podcasts. Thu, 13 May 2021 12:06:17 -0000 Do You Have The Authority? full 353 Matt Alder Jackie Weaver talks to Matt Alder Virtual communication has been the mainstay for all of us for nearly 18 months now. As employers consider how they will work post-pandemic, the debate about what stays virtual in the future is going to dominate the next few months. There is always lots of discussion about the negative aspects of endless Zoom or Teams calls, but what would we lose if we return to our old ways of working? To help provide some perspective on this, I have a very special guest. Jackie Weaver became an instant celebrity after a Zoom recording of a chaotic meeting of Handforth Parish Council went viral. As well as cheering us all up during a very long miserable locked down winter, Jackie has used her platform to champion the work of town and parish councils and increase the diversity of their membership. There are some interesting parallels for employers here, and Jackie most definitely does have the authority. In the interview, we discuss:    ▪   That Zoom meeting and instant global internet fame    ▪   The positives of virtual communication    ▪   Engaging with diverse audiences through virtual platforms    ▪   Inclusivity and accessibility    ▪   Virtual, face to face and hybrid    ▪   What can employers learn from what is now happening to parish and town council meetings?    ▪   What Jackie Weaver is doing next Listen to this podcast in Apple Podcasts. Virtual communication has been the mainstay for all of us for nearly 18 months now. As employers consider how they will work post-pandemic, the debate about what stays virtual in the future is going to dominate the next few months. There is always lots of discussion about the negative aspects of endless Zoom or Teams calls, but what would we lose if we return to our old ways of working?


To help provide some perspective on this, I have a very special guest. Jackie Weaver became an instant celebrity after a Zoom recording of a chaotic meeting of Handforth Parish Council went viral. As well as cheering us all up during a very long miserable locked down winter, Jackie has used her platform to champion the work of town and parish councils and increase the diversity of their membership. There are some interesting parallels for employers here, and Jackie most definitely does have the authority.


In the interview, we discuss:


   ▪   That Zoom meeting and instant global internet fame


   ▪   The positives of virtual communication


   ▪   Engaging with diverse audiences through virtual platforms


   ▪   Inclusivity and accessibility


   ▪   Virtual, face to face and hybrid


   ▪   What can employers learn from what is now happening to parish and town council meetings?


   ▪   What Jackie Weaver is doing next



Listen to this podcast in Apple Podcasts.

]]> 1222 no Ep 352: Solving The Talent Crisis https://www.recruitingfuture.com/ The challenges for recruiting in hospitality at the moment are unprecedented both in the US and the UK. The jobs market has inverted, and there are currently many more roles than there are people searching for jobs. The extent of this imbalance has taken the industry by surprise and put many companies on the back foot and struggling to reopen fully. So what can employers do to get the talent they need, not just in the hospitality industry but also in other sectors where talent is in short supply. My guest this week is Brandon Batt, Director of People at Savory Restaurant Fund. Savory has several restaurant brands and is being very successful at staffing them despite the current talent market crisis. In the interview, we discuss:    ▪   The current challenges in the hospitality industry    ▪   An unprecedented imbalance in supply and demand    ▪   The importance of thinking creatively    ▪   Focusing on the fundamentals of culture    ▪   What is important to employees    ▪   Telling employee stories and reflecting the EVP    ▪   Equipping employees with the right tools for referrals    ▪   Using recruiting technology to its full extent    ▪   Thinking outside of the ATS    ▪   Communicating with candidates in their chosen channels.    ▪   What does the future look like for recruiting? Listen to this podcast in Apple Podcasts. ` Wed, 12 May 2021 20:09:32 -0000 Solving The Talent Crisis full 352 Matt Alder Brandon Batt, Director of People at Savory Restaurant Fund talks to Matt Alder The challenges for recruiting in hospitality at the moment are unprecedented both in the US and the UK. The jobs market has inverted, and there are currently many more roles than there are people searching for jobs. The extent of this imbalance has taken the industry by surprise and put many companies on the back foot and struggling to reopen fully. So what can employers do to get the talent they need, not just in the hospitality industry but also in other sectors where talent is in short supply. My guest this week is Brandon Batt, Director of People at Savory Restaurant Fund. Savory has several restaurant brands and is being very successful at staffing them despite the current talent market crisis. In the interview, we discuss:    ▪   The current challenges in the hospitality industry    ▪   An unprecedented imbalance in supply and demand    ▪   The importance of thinking creatively    ▪   Focusing on the fundamentals of culture    ▪   What is important to employees    ▪   Telling employee stories and reflecting the EVP    ▪   Equipping employees with the right tools for referrals    ▪   Using recruiting technology to its full extent    ▪   Thinking outside of the ATS    ▪   Communicating with candidates in their chosen channels.    ▪   What does the future look like for recruiting? Listen to this podcast in Apple Podcasts. ` The challenges for recruiting in hospitality at the moment are unprecedented both in the US and the UK. The jobs market has inverted, and there are currently many more roles than there are people searching for jobs. The extent of this imbalance has taken the industry by surprise and put many companies on the back foot and struggling to reopen fully. So what can employers do to get the talent they need, not just in the hospitality industry but also in other sectors where talent is in short supply.


My guest this week is Brandon Batt, Director of People at Savory Restaurant Fund. Savory has several restaurant brands and is being very successful at staffing them despite the current talent market crisis.


In the interview, we discuss:


   ▪   The current challenges in the hospitality industry


   ▪   An unprecedented imbalance in supply and demand


   ▪   The importance of thinking creatively


   ▪   Focusing on the fundamentals of culture


   ▪   What is important to employees


   ▪   Telling employee stories and reflecting the EVP


   ▪   Equipping employees with the right tools for referrals


   ▪   Using recruiting technology to its full extent


   ▪   Thinking outside of the ATS


   ▪   Communicating with candidates in their chosen channels.


   ▪   What does the future look like for recruiting?


Listen to this podcast in Apple Podcasts.

`

]]> 1615 no Ep 351: Health, Wellbeing & Experience https://www.recruitingfuture.com/ Health and wellbeing are now front and centre of the employee experience and fast becoming a critical factor in talent acquisition and retention. This is especially true in the retail industry, whose employees have had to face massive amounts of uncertainty during the pandemic and genuine concerns about their personal safety. Next week retail industry charity retailTRUST is holding an online event to champion the health and wellbeing of the retail workforce following the reopening of non-essential shops across the UK. As part of the build-up to the event, I spoke to Chris Brook-Carter, CEO of retailTRUST and Louise Stonier, Chief People Officer at Pets at Home, about the renewed focus on health and wellbeing in the employee experience. In the interview, we discuss:    ▪   The work of retailTRUST and how it has been supporting the industry during the pandemic    ▪   What is essential to retail employees right now    ▪   The vital importance of transparent and clear communication    ▪   Building a coalition of employers to champion health within the sector    ▪   Retail as a post-pandemic force for good    ▪   How health and wellbeing are now critical for talent acquisition and retention Listen to this podcast in Apple Podcasts. Fri, 07 May 2021 08:27:09 -0000 Health, Wellbeing & Experience full 351 Matt Alder Chris Brook-Carter, CEO of retailTRUST and Louise Stonier, Chief People Officer at Pets at Home talk to Matt Alder Health and wellbeing are now front and centre of the employee experience and fast becoming a critical factor in talent acquisition and retention. This is especially true in the retail industry, whose employees have had to face massive amounts of uncertainty during the pandemic and genuine concerns about their personal safety. Next week retail industry charity retailTRUST is holding an online event to champion the health and wellbeing of the retail workforce following the reopening of non-essential shops across the UK. As part of the build-up to the event, I spoke to Chris Brook-Carter, CEO of retailTRUST and Louise Stonier, Chief People Officer at Pets at Home, about the renewed focus on health and wellbeing in the employee experience. In the interview, we discuss:    ▪   The work of retailTRUST and how it has been supporting the industry during the pandemic    ▪   What is essential to retail employees right now    ▪   The vital importance of transparent and clear communication    ▪   Building a coalition of employers to champion health within the sector    ▪   Retail as a post-pandemic force for good    ▪   How health and wellbeing are now critical for talent acquisition and retention Listen to this podcast in Apple Podcasts. Health and wellbeing are now front and centre of the employee experience and fast becoming a critical factor in talent acquisition and retention.


This is especially true in the retail industry, whose employees have had to face massive amounts of uncertainty during the pandemic and genuine concerns about their personal safety.


Next week retail industry charity retailTRUST is holding an online event to champion the health and wellbeing of the retail workforce following the reopening of non-essential shops across the UK. As part of the build-up to the event, I spoke to Chris Brook-Carter, CEO of retailTRUST and Louise Stonier, Chief People Officer at Pets at Home, about the renewed focus on health and wellbeing in the employee experience.


In the interview, we discuss:


   ▪   The work of retailTRUST and how it has been supporting the industry during the pandemic


   ▪   What is essential to retail employees right now


   ▪   The vital importance of transparent and clear communication


   ▪   Building a coalition of employers to champion health within the sector


   ▪   Retail as a post-pandemic force for good


   ▪   How health and wellbeing are now critical for talent acquisition and retention



Listen to this podcast in Apple Podcasts.


]]> 1417 no Ep 350: The End Of Talent Acquisition? https://www.recruitingfuture.com/ It's becoming increasingly clear to me from the conversations I'm having with talent acquisition professionals worldwide that what happens in the coming months will set a course for a wholesale transformation of our industry. Talent markets are changing, technology is changing, employers are changing, and the very nature of work itself is changing. So how do we navigate these disruptive times? My guest this week is Joe Mullings, Chairman and CEO of the Mullings Groups of Companies. Joe has some very strong and very well informed opinions on what the future looks like for talent acquisition. Take a listen to our conversation, and I would love to know whether you agree or disagree with him. In the interview, we discuss:    ▪   What happens next?    ▪   The challenges of the hybrid workforce    ▪   Disruptive forces in the talent market    ▪   Building a hiring brand    ▪   The golden age of recruiting    ▪   The difference between HR and Talent Acquisition    ▪   Who has the leverage?    ▪   Talent Acquisition versus Talent Access    ▪   Advice for Talent Acquisition and HR professionals Follow this podcast in Apple Podcasts. Wed, 05 May 2021 22:16:37 -0000 The End Of Talent Acquisition? full 350 Matt Alder Joe Mullings, Chairman and CEO of the Mullings Groups of Companies talks to Matt Alder It's becoming increasingly clear to me from the conversations I'm having with talent acquisition professionals worldwide that what happens in the coming months will set a course for a wholesale transformation of our industry. Talent markets are changing, technology is changing, employers are changing, and the very nature of work itself is changing. So how do we navigate these disruptive times? My guest this week is Joe Mullings, Chairman and CEO of the Mullings Groups of Companies. Joe has some very strong and very well informed opinions on what the future looks like for talent acquisition. Take a listen to our conversation, and I would love to know whether you agree or disagree with him. In the interview, we discuss:    ▪   What happens next?    ▪   The challenges of the hybrid workforce    ▪   Disruptive forces in the talent market    ▪   Building a hiring brand    ▪   The golden age of recruiting    ▪   The difference between HR and Talent Acquisition    ▪   Who has the leverage?    ▪   Talent Acquisition versus Talent Access    ▪   Advice for Talent Acquisition and HR professionals Follow this podcast in Apple Podcasts. It's becoming increasingly clear to me from the conversations I'm having with talent acquisition professionals worldwide that what happens in the coming months will set a course for a wholesale transformation of our industry. Talent markets are changing, technology is changing, employers are changing, and the very nature of work itself is changing.


So how do we navigate these disruptive times? My guest this week is Joe Mullings, Chairman and CEO of the Mullings Groups of Companies. Joe has some very strong and very well informed opinions on what the future looks like for talent acquisition. Take a listen to our conversation, and I would love to know whether you agree or disagree with him.


In the interview, we discuss:


   ▪   What happens next?


   ▪   The challenges of the hybrid workforce


   ▪   Disruptive forces in the talent market


   ▪   Building a hiring brand


   ▪   The golden age of recruiting


   ▪   The difference between HR and Talent Acquisition


   ▪   Who has the leverage?


   ▪   Talent Acquisition versus Talent Access


   ▪   Advice for Talent Acquisition and HR professionals



Follow this podcast in Apple Podcasts.


]]> 1920 no Round Up April 2021 https://www.recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 342: Trust & Accountability Ep 343: Scaling Up Ep 344: The Future Of Talent Acquisition Ep 345: How To Work Alone Ep 346: Emotional Wellness Ep 347: Change Management & Adoption Ep 348: Diversity and Disability Ep 349: Automation & Candidate Experience Listen to this podcast on Apple Podcasts Mon, 03 May 2021 21:16:53 -0000 Round Up April 2021 full Matt Alder Recruiting Future Round Up April 2021 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 342: Trust & Accountability Ep 343: Scaling Up Ep 344: The Future Of Talent Acquisition Ep 345: How To Work Alone Ep 346: Emotional Wellness Ep 347: Change Management & Adoption Ep 348: Diversity and Disability Ep 349: Automation & Candidate Experience Listen to this podcast on Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:


Ep 342: Trust & Accountability


Ep 343: Scaling Up


Ep 344: The Future Of Talent Acquisition


Ep 345: How To Work Alone


Ep 346: Emotional Wellness


Ep 347: Change Management & Adoption


Ep 348: Diversity and Disability


Ep 349: Automation & Candidate Experience



Listen to this podcast on Apple Podcasts


]]> 608 no Ep 349: Automation & Candidate Experience https://www.recruitingfuture.com/ As the adoption and sophistication of recruiting automation gather pace, it's essential to understand its constituent parts and the advantages and disadvantages of automating specific recruiting processes. One area of the recruiting experience that doesn't get much attention is interview scheduling. A recently published research report from Cronofy has shed new light on the impact interview scheduling has on the candidate experience. I wanted to explore this in more detail. With that in mind, this episode has a bit of a different format. My first guest is Adam Bird, CEO Cronofy, to talk us through the report's findings. I then expand out the conversation and bring in talent acquisition leaders Izzy Hung, Global Executive Hiring Lead at Forgerock and Ben Gledhill, Head of Resourcing at Thames Water, to get their thoughts on interview scheduling and recruiting automation in general. In the conversation, we discuss:    ▪   The report's methodology and key findings    ▪   The impact of a poor interview scheduling experience on candidate decision making    ▪   Does automation work for all levels of recruiting?    ▪   The impact of the pandemic    ▪   Candidate feedback    ▪   Using technology to facilitate workflows    ▪   Technical integration    ▪   Driving differentiation through tech stacks    ▪   The future for recruiting automation Download the report Listen to this podcast in Apple Podcasts Fri, 30 Apr 2021 12:44:05 -0000 Automation & Candidate Experience full 349 Matt Alder Adam Bird, Ben Gledhill and Isabelle Hung talk to Matt Alder As the adoption and sophistication of recruiting automation gather pace, it's essential to understand its constituent parts and the advantages and disadvantages of automating specific recruiting processes. One area of the recruiting experience that doesn't get much attention is interview scheduling. A recently published research report from Cronofy has shed new light on the impact interview scheduling has on the candidate experience. I wanted to explore this in more detail. With that in mind, this episode has a bit of a different format. My first guest is Adam Bird, CEO Cronofy, to talk us through the report's findings. I then expand out the conversation and bring in talent acquisition leaders Izzy Hung, Global Executive Hiring Lead at Forgerock and Ben Gledhill, Head of Resourcing at Thames Water, to get their thoughts on interview scheduling and recruiting automation in general. In the conversation, we discuss:    ▪   The report's methodology and key findings    ▪   The impact of a poor interview scheduling experience on candidate decision making    ▪   Does automation work for all levels of recruiting?    ▪   The impact of the pandemic    ▪   Candidate feedback    ▪   Using technology to facilitate workflows    ▪   Technical integration    ▪   Driving differentiation through tech stacks    ▪   The future for recruiting automation Download the report Listen to this podcast in Apple Podcasts As the adoption and sophistication of recruiting automation gather pace, it's essential to understand its constituent parts and the advantages and disadvantages of automating specific recruiting processes.


One area of the recruiting experience that doesn't get much attention is interview scheduling. A recently published research report from Cronofy has shed new light on the impact interview scheduling has on the candidate experience. I wanted to explore this in more detail.


With that in mind, this episode has a bit of a different format. My first guest is Adam Bird, CEO Cronofy, to talk us through the report's findings. I then expand out the conversation and bring in talent acquisition leaders Izzy Hung, Global Executive Hiring Lead at Forgerock and Ben Gledhill, Head of Resourcing at Thames Water, to get their thoughts on interview scheduling and recruiting automation in general.


In the conversation, we discuss:


   ▪   The report's methodology and key findings


   ▪   The impact of a poor interview scheduling experience on candidate decision making


   ▪   Does automation work for all levels of recruiting?


   ▪   The impact of the pandemic


   ▪   Candidate feedback


   ▪   Using technology to facilitate workflows


   ▪   Technical integration


   ▪   Driving differentiation through tech stacks


   ▪   The future for recruiting automation


Download the report


Listen to this podcast in Apple Podcasts


]]> 2077 no Ep 348: Diversity and Disability https://www.recruitingfuture.com/ Back in Episode 335, I published an interview where we talked about Neurodiversity in the workplace. The episode generated a lot of interest, and many organisations got in touch with me to share their stories. One that really stood out was a non-profit called Creative Spirit, which helps create integrated employment opportunities for individuals with intellectual and developmental disabilities. Creative Spirit is doing some vital work, and I'm delighted that their Co-Founder Laurel Rossi joins me as my guest this week. In the interview, we discuss:    ▪   Creative Spirit's backstory and purpose    ▪   Being a genuinely inclusive employer and how the pandemic is changing everything    ▪   Busting the myths about employment for people with intellectual and developmental disabilities    ▪   Success stories and shout outs    ▪   Advice to Talent Acquisition Leaders    ▪   How to get involved with Creative Spirit Listen to this podcast in Apple Podcasts Wed, 28 Apr 2021 22:03:15 -0000 Diversity and Disability full 348 Matt Alder Laurel Rossi, Co-Founder of Creative Spirit talks to Matt Alder Back in Episode 335, I published an interview where we talked about Neurodiversity in the workplace. The episode generated a lot of interest, and many organisations got in touch with me to share their stories. One that really stood out was a non-profit called Creative Spirit, which helps create integrated employment opportunities for individuals with intellectual and developmental disabilities. Creative Spirit is doing some vital work, and I'm delighted that their Co-Founder Laurel Rossi joins me as my guest this week. In the interview, we discuss:    ▪   Creative Spirit's backstory and purpose    ▪   Being a genuinely inclusive employer and how the pandemic is changing everything    ▪   Busting the myths about employment for people with intellectual and developmental disabilities    ▪   Success stories and shout outs    ▪   Advice to Talent Acquisition Leaders    ▪   How to get involved with Creative Spirit Listen to this podcast in Apple Podcasts Back in Episode 335, I published an interview where we talked about Neurodiversity in the workplace. The episode generated a lot of interest, and many organisations got in touch with me to share their stories. One that really stood out was a non-profit called Creative Spirit, which helps create integrated employment opportunities for individuals with intellectual and developmental disabilities.


Creative Spirit is doing some vital work, and I'm delighted that their Co-Founder Laurel Rossi joins me as my guest this week.


In the interview, we discuss:


   ▪   Creative Spirit's backstory and purpose


   ▪   Being a genuinely inclusive employer and how the pandemic is changing everything


   ▪   Busting the myths about employment for people with intellectual and developmental disabilities


   ▪   Success stories and shout outs


   ▪   Advice to Talent Acquisition Leaders


   ▪   How to get involved with Creative Spirit



Listen to this podcast in Apple Podcasts


]]> 1155 no Ep 347: Change Management & Adoption https://www.recruitingfuture.com/ The growth in adoption of Recruiting Technology is continuing to speed up exponentially. There is always a lot of focus on the types of software companies should be buying but often not as much focus on the amount of internal change management involved to make the technology work within the organization. So what how should companies be thinking about this, and what kind of strategies should they be building? My guest this week is someone who helps to design change management and adoption strategies on a daily basis. Jen Wilks is VP of Professional Services at Eightfold Ai and has a tremendous amount of knowledge and experience to share on what makes technology implementations successful. In the interview, we discuss:    ▪   Why change management is so important in software implementation    ▪   Achieving executive buy-in    ▪   Pilots and early wins    ▪   Common pitfalls and mistakes    ▪   Communication strategies    ▪   Adoption Planning    ▪   Gamification    ▪   Outcomes and success criteria Listen to this podcast in Apple Podcasts. Fri, 23 Apr 2021 12:15:04 -0000 Change Management & Adoption full 347 Matt Alder Jen Wilks VP of Professional Services at Eightfold Ai talks to Matt Alder The growth in adoption of Recruiting Technology is continuing to speed up exponentially. There is always a lot of focus on the types of software companies should be buying but often not as much focus on the amount of internal change management involved to make the technology work within the organization. So what how should companies be thinking about this, and what kind of strategies should they be building? My guest this week is someone who helps to design change management and adoption strategies on a daily basis. Jen Wilks is VP of Professional Services at Eightfold Ai and has a tremendous amount of knowledge and experience to share on what makes technology implementations successful. In the interview, we discuss:    ▪   Why change management is so important in software implementation    ▪   Achieving executive buy-in    ▪   Pilots and early wins    ▪   Common pitfalls and mistakes    ▪   Communication strategies    ▪   Adoption Planning    ▪   Gamification    ▪   Outcomes and success criteria Listen to this podcast in Apple Podcasts. The growth in adoption of Recruiting Technology is continuing to speed up exponentially. There is always a lot of focus on the types of software companies should be buying but often not as much focus on the amount of internal change management involved to make the technology work within the organization. So what how should companies be thinking about this, and what kind of strategies should they be building?


My guest this week is someone who helps to design change management and adoption strategies on a daily basis. Jen Wilks is VP of Professional Services at Eightfold Ai and has a tremendous amount of knowledge and experience to share on what makes technology implementations successful.


In the interview, we discuss:


   ▪   Why change management is so important in software implementation


   ▪   Achieving executive buy-in


   ▪   Pilots and early wins


   ▪   Common pitfalls and mistakes


   ▪   Communication strategies


   ▪   Adoption Planning


   ▪   Gamification


   ▪   Outcomes and success criteria



Listen to this podcast in Apple Podcasts.

]]> 1296 no Ep 346: Emotional Wellness https://www.recruitingfuture.com/ After the events of the past twelve months, employees' emotional well-being should be right at the top of the agenda for all businesses. So what can employers do to help, and how does the support they give sit right at the heart of their employer brand and values? My guest this week is Dan Anastas, VP of Total Rewards and HR Operations at UI Path. UI Path has made their employees' emotional health a business imperative and uses several different tools and approaches to help them. In the interview, we discuss:    ▪   How the pandemic has affected employee experience    ▪   Emotional health as a crucial part of well being    ▪   How UI Path is supporting its employees    ▪   Thinking about the whole person    ▪   The role of digital tools    ▪   The importance of feedback mechanisms    ▪   Reducing the load    ▪   Emotional health and Employer brand    ▪   The future of work and what is next for UI path Subscribe to this podcast in Apple Podcasts Wed, 21 Apr 2021 19:48:06 -0000 Emotional Wellness full 346 Matt Alder Dan Anastas, VP of Total Rewards and HR Operations at UI Path talks to Matt Alder After the events of the past twelve months, employees' emotional well-being should be right at the top of the agenda for all businesses. So what can employers do to help, and how does the support they give sit right at the heart of their employer brand and values? My guest this week is Dan Anastas, VP of Total Rewards and HR Operations at UI Path. UI Path has made their employees' emotional health a business imperative and uses several different tools and approaches to help them. In the interview, we discuss:    ▪   How the pandemic has affected employee experience    ▪   Emotional health as a crucial part of well being    ▪   How UI Path is supporting its employees    ▪   Thinking about the whole person    ▪   The role of digital tools    ▪   The importance of feedback mechanisms    ▪   Reducing the load    ▪   Emotional health and Employer brand    ▪   The future of work and what is next for UI path Subscribe to this podcast in Apple Podcasts After the events of the past twelve months, employees' emotional well-being should be right at the top of the agenda for all businesses. So what can employers do to help, and how does the support they give sit right at the heart of their employer brand and values?


My guest this week is Dan Anastas, VP of Total Rewards and HR Operations at UI Path. UI Path has made their employees' emotional health a business imperative and uses several different tools and approaches to help them.


In the interview, we discuss:


   ▪   How the pandemic has affected employee experience


   ▪   Emotional health as a crucial part of well being


   ▪   How UI Path is supporting its employees


   ▪   Thinking about the whole person


   ▪   The role of digital tools


   ▪   The importance of feedback mechanisms


   ▪   Reducing the load


   ▪   Emotional health and Employer brand


   ▪   The future of work and what is next for UI path



Subscribe to this podcast in Apple Podcasts

]]> 1323 no Ep 345: How To Work Alone https://itunes.apple.com/podcast/recruiting-future-podcast/id963756980?mt=2&ls=1 Working at home and working alone has always been a challenge at the best of times. When you add in a global pandemic that forces millions of people to become solo home workers with no guidance or planning, it's no wonder things are tough for many people. So what are the secrets to successful solo working, and what is the future of work and the workplace going to look like? My guest this week is broadcaster and journalist Rebecca Seal. Earlier in the year, Rebecca published one of the most useful and timely books I've ever read. It's called " Solo: How to Work Alone (and not lose your mind)" and I'm delighted to able to talk to her about it. So whether you are just trying to get through to the end of the pandemic, trying to work out whether home working is what you want to do in the long term or considering starting up in business on your own, then I guarantee you'll get a lot of value from Rebecca's insights. In the interview, we discuss:    ▪   The challenges of working alone    ▪   Why the last 12 months are not representative of working from home    ▪   The opportunity to take a human-centred approach to business operations    ▪       ▪   Why do we still work in a way designed for the industrial age of the 19th Century?    ▪   The importance of measuring broader outputs than time worked.    ▪   Practical advice for people who are struggling and what can leaders do to help    ▪   The scientific basis of Zoom fatigue    ▪   Virtual worlds    ▪   Why it's too early to make decisions on the future of work.     Listen to this podcast on Apple Podcasts. Thu, 15 Apr 2021 11:53:21 -0000 How To Work Alone full 345 Matt Alder Broadcaster and journalist Rebecca Seal talks to Matt Alder Working at home and working alone has always been a challenge at the best of times. When you add in a global pandemic that forces millions of people to become solo home workers with no guidance or planning, it's no wonder things are tough for many people. So what are the secrets to successful solo working, and what is the future of work and the workplace going to look like? My guest this week is broadcaster and journalist Rebecca Seal. Earlier in the year, Rebecca published one of the most useful and timely books I've ever read. It's called " Solo: How to Work Alone (and not lose your mind)" and I'm delighted to able to talk to her about it. So whether you are just trying to get through to the end of the pandemic, trying to work out whether home working is what you want to do in the long term or considering starting up in business on your own, then I guarantee you'll get a lot of value from Rebecca's insights. In the interview, we discuss:    ▪   The challenges of working alone    ▪   Why the last 12 months are not representative of working from home    ▪   The opportunity to take a human-centred approach to business operations    ▪       ▪   Why do we still work in a way designed for the industrial age of the 19th Century?    ▪   The importance of measuring broader outputs than time worked.    ▪   Practical advice for people who are struggling and what can leaders do to help    ▪   The scientific basis of Zoom fatigue    ▪   Virtual worlds    ▪   Why it's too early to make decisions on the future of work.     Listen to this podcast on Apple Podcasts. Working at home and working alone has always been a challenge at the best of times. When you add in a global pandemic that forces millions of people to become solo home workers with no guidance or planning, it's no wonder things are tough for many people.


So what are the secrets to successful solo working, and what is the future of work and the workplace going to look like?


My guest this week is broadcaster and journalist Rebecca Seal. Earlier in the year, Rebecca published one of the most useful and timely books I've ever read. It's called " Solo: How to Work Alone (and not lose your mind)" and I'm delighted to able to talk to her about it.


So whether you are just trying to get through to the end of the pandemic, trying to work out whether home working is what you want to do in the long term or considering starting up in business on your own, then I guarantee you'll get a lot of value from Rebecca's insights.


In the interview, we discuss:


   ▪   The challenges of working alone


   ▪   Why the last 12 months are not representative of working from home


   ▪   The opportunity to take a human-centred approach to business operations

   ▪   

   ▪   Why do we still work in a way designed for the industrial age of the 19th Century?


   ▪   The importance of measuring broader outputs than time worked.


   ▪   Practical advice for people who are struggling and what can leaders do to help


   ▪   The scientific basis of Zoom fatigue


   ▪   Virtual worlds


   ▪   Why it's too early to make decisions on the future of work.

   


Listen to this podcast on Apple Podcasts.


]]> 2177 no Ep 344: The Future Of Talent Acquisition https://www.recruitingfuture.com/ It's April 2021, and we really are standing at a crossroads in terms of the future of talent acquisition. Labour markets are changing, there is a rapid adoption of new technologies, and there is a reinvention in the way we work. So how best to strategically navigate through these changing times. Well, who better to help point the way than my guest this week. As the preeminent analyst in talent technology, Josh Bersin doesn't need much of an introduction. In the interview, we discuss:    ▪   How the pandemic is affecting talent markets    ▪   Job automation    ▪   The need for constant reskilling    ▪   Talent mobility    ▪   Internal talent marketplaces    ▪   Gig work, deconstructing jobs and the evolution of employment    ▪   Medium and long term trends to be prepared for Listen to this podcast in Apple Podcasts. Tue, 13 Apr 2021 21:40:53 -0000 The Future Of Talent Acquisition full 344 Matt Alder Josh Bersin talks to Matt Alder It's April 2021, and we really are standing at a crossroads in terms of the future of talent acquisition. Labour markets are changing, there is a rapid adoption of new technologies, and there is a reinvention in the way we work. So how best to strategically navigate through these changing times. Well, who better to help point the way than my guest this week. As the preeminent analyst in talent technology, Josh Bersin doesn't need much of an introduction. In the interview, we discuss:    ▪   How the pandemic is affecting talent markets    ▪   Job automation    ▪   The need for constant reskilling    ▪   Talent mobility    ▪   Internal talent marketplaces    ▪   Gig work, deconstructing jobs and the evolution of employment    ▪   Medium and long term trends to be prepared for Listen to this podcast in Apple Podcasts. It's April 2021, and we really are standing at a crossroads in terms of the future of talent acquisition. Labour markets are changing, there is a rapid adoption of new technologies, and there is a reinvention in the way we work.


So how best to strategically navigate through these changing times. Well, who better to help point the way than my guest this week. As the preeminent analyst in talent technology, Josh Bersin doesn't need much of an introduction.


In the interview, we discuss:


   ▪   How the pandemic is affecting talent markets


   ▪   Job automation


   ▪   The need for constant reskilling


   ▪   Talent mobility


   ▪   Internal talent marketplaces


   ▪   Gig work, deconstructing jobs and the evolution of employment


   ▪   Medium and long term trends to be prepared for



Listen to this podcast in Apple Podcasts.



]]> 1660 no Ep 343: Scaling Up https://www.recruitingfuture.com/ I've always found it fascinating to study high growth companies and start-ups that are seriously scaling up. Things move at a million miles an hour, and some serious lessons can be learned about culture, skills development, talent management and talent acquisition. My guest this week is Sandy Scholes, Chief People Officer at Flipp, a fast-growth retail technology company based out of Toronto. Toronto is a highly competitive talent market, and Sandy has some very valuable insights to share on acquiring and retaining the right talent for a scale-up business. In the interview, we discuss:    ▪   The people challenges at Flipp    ▪   How do you build a culture?    ▪   How the pandemic has changed Flipp's approach to employee experience    ▪   Ensuring the right skills are in the business.    ▪   How to stand out and attract talent in a tough market    ▪   Raising the bar on recruiting.    ▪   Career Journeys Listen to this podcast in Apple Podcasts. Sign up for the live Recruiting Future event Fri, 09 Apr 2021 19:41:44 -0000 Scaling Up full 343 Matt Alder Sandy Scholes, Chief People Officer at Flipp talks to Matt Alder I've always found it fascinating to study high growth companies and start-ups that are seriously scaling up. Things move at a million miles an hour, and some serious lessons can be learned about culture, skills development, talent management and talent acquisition. My guest this week is Sandy Scholes, Chief People Officer at Flipp, a fast-growth retail technology company based out of Toronto. Toronto is a highly competitive talent market, and Sandy has some very valuable insights to share on acquiring and retaining the right talent for a scale-up business. In the interview, we discuss:    ▪   The people challenges at Flipp    ▪   How do you build a culture?    ▪   How the pandemic has changed Flipp's approach to employee experience    ▪   Ensuring the right skills are in the business.    ▪   How to stand out and attract talent in a tough market    ▪   Raising the bar on recruiting.    ▪   Career Journeys Listen to this podcast in Apple Podcasts. Sign up for the live Recruiting Future event I've always found it fascinating to study high growth companies and start-ups that are seriously scaling up. Things move at a million miles an hour, and some serious lessons can be learned about culture, skills development, talent management and talent acquisition.


My guest this week is Sandy Scholes, Chief People Officer at Flipp, a fast-growth retail technology company based out of Toronto. Toronto is a highly competitive talent market, and Sandy has some very valuable insights to share on acquiring and retaining the right talent for a scale-up business.


In the interview, we discuss:


   ▪   The people challenges at Flipp


   ▪   How do you build a culture?


   ▪   How the pandemic has changed Flipp's approach to employee experience


   ▪   Ensuring the right skills are in the business.


   ▪   How to stand out and attract talent in a tough market


   ▪   Raising the bar on recruiting.


   ▪   Career Journeys


Listen to this podcast in Apple Podcasts.


Sign up for the live Recruiting Future event


]]> 1634 no Ep 342: Trust & Accountability https://www.recruitingfuture.com/ Trust at work has been in the news a lot recently. Whether it's Zoom fatigue caused by too many pointless meetings, employers using software to spy on employees in their own homes or forced returns to the office, it is clear that our new world of work still doesn't sit comfortably with some employers. So how should we be thinking about trust at work now, and does rethinking our whole approach to accountability hold some of the answers on how we move forward? My guest this week is Carolyn Taylor, a global thought leader on corporate culture change. Carolyn has written a brilliant new book called Accountability@Work, which offers some very practical advice on building a scalable system of accountability that will help everyone who leads a team. In the interview, we discuss:    ▪   Why culture really matters during the pandemic    ▪   Types of trust: reliability, motivation and capability        ▪   Empowerment and equality    ▪   What is accountability    ▪   Being counted on    ▪   Mitigating risk    ▪   Outcomes and learning experiences    ▪   Inclusion and hybrid working    ▪   Our relationship with technology    ▪   Predictions on the future of work Listen to this podcast in Apple Podcasts. Wed, 07 Apr 2021 19:13:49 -0000 Trust & Accountability full 342 Matt Alder Carolyn Taylor, global thought leader on corporate culture change. talks to Matt Alder Trust at work has been in the news a lot recently. Whether it's Zoom fatigue caused by too many pointless meetings, employers using software to spy on employees in their own homes or forced returns to the office, it is clear that our new world of work still doesn't sit comfortably with some employers. So how should we be thinking about trust at work now, and does rethinking our whole approach to accountability hold some of the answers on how we move forward? My guest this week is Carolyn Taylor, a global thought leader on corporate culture change. Carolyn has written a brilliant new book called Accountability@Work, which offers some very practical advice on building a scalable system of accountability that will help everyone who leads a team. In the interview, we discuss:    ▪   Why culture really matters during the pandemic    ▪   Types of trust: reliability, motivation and capability        ▪   Empowerment and equality    ▪   What is accountability    ▪   Being counted on    ▪   Mitigating risk    ▪   Outcomes and learning experiences    ▪   Inclusion and hybrid working    ▪   Our relationship with technology    ▪   Predictions on the future of work Listen to this podcast in Apple Podcasts. Trust at work has been in the news a lot recently. Whether it's Zoom fatigue caused by too many pointless meetings, employers using software to spy on employees in their own homes or forced returns to the office, it is clear that our new world of work still doesn't sit comfortably with some employers.


So how should we be thinking about trust at work now, and does rethinking our whole approach to accountability hold some of the answers on how we move forward?


My guest this week is Carolyn Taylor, a global thought leader on corporate culture change. Carolyn has written a brilliant new book called Accountability@Work, which offers some very practical advice on building a scalable system of accountability that will help everyone who leads a team.


In the interview, we discuss:


   ▪   Why culture really matters during the pandemic


   ▪   Types of trust: reliability, motivation and capability

   

   ▪   Empowerment and equality


   ▪   What is accountability


   ▪   Being counted on


   ▪   Mitigating risk


   ▪   Outcomes and learning experiences


   ▪   Inclusion and hybrid working


   ▪   Our relationship with technology


   ▪   Predictions on the future of work



Listen to this podcast in Apple Podcasts.

]]> 1747 no Round Up March 2021 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 335 Neurodiversity Ep 336: Jobs At Risk Ep 337 – Interview Intelligence Ep 338: Future Brainfood Ep 339: Diversity Hiring Ep 340: Changing Candidate Experience Ep 341: Culture Fit Doesn’t Exist Listen to this podcast on Apple Podcasts Fri, 02 Apr 2021 14:19:53 -0000 Round Up March 2021 full Matt Alder A look back at the interviews published during March Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 335 Neurodiversity Ep 336: Jobs At Risk Ep 337 – Interview Intelligence Ep 338: Future Brainfood Ep 339: Diversity Hiring Ep 340: Changing Candidate Experience Ep 341: Culture Fit Doesn’t Exist Listen to this podcast on Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 335 Neurodiversity


Ep 336: Jobs At Risk


Ep 337 – Interview Intelligence


Ep 338: Future Brainfood


Ep 339: Diversity Hiring


Ep 340: Changing Candidate Experience


Ep 341: Culture Fit Doesn’t Exist



Listen to this podcast on Apple Podcasts




]]> 592 no Ep 341: Culture Fit Doesn't Exist https://www.recruitingfuture.com/ An area that has been of genuine interest to me recently has been company culture and how some of the core ways we used to think about it are being disrupted. Remote working has meant companies are having to think much harder about how they work and showcasing their culture during the recruiting process has become a real challenge. Another significant area of debate has been the use of culture fit as an assessment criteria and whether culture fit even exists. My guest this week is Bret Putter, CEO of Culture Gene and author of several books on company culture. Brett spends a significant amount of his time researching corporate cultures with a strong recent focus on companies that were already working remotely before the pandemic. He has some very valuable insights to share on what company culture now means in our much disrupted times. In the interview, we discuss:    ▪   The definition of culture    ▪   The culture challenges of remote working    ▪   Best practices of remote-first organisations    ▪   Asynchronous communication    ▪   Why there is no such thing as culture fit    ▪   How can employers leverage culture in a virtual recruitment process?    ▪   What long time changes are we likely to see post-pandemic Listen to this podcast in Apple Podcasts. Wed, 31 Mar 2021 21:59:00 -0000 Culture Fit Doesn't Exist full 341 Matt Alder Bret Putter, CEO of Culture Gene talks to Matt Alder An area that has been of genuine interest to me recently has been company culture and how some of the core ways we used to think about it are being disrupted. Remote working has meant companies are having to think much harder about how they work and showcasing their culture during the recruiting process has become a real challenge. Another significant area of debate has been the use of culture fit as an assessment criteria and whether culture fit even exists. My guest this week is Bret Putter, CEO of Culture Gene and author of several books on company culture. Brett spends a significant amount of his time researching corporate cultures with a strong recent focus on companies that were already working remotely before the pandemic. He has some very valuable insights to share on what company culture now means in our much disrupted times. In the interview, we discuss:    ▪   The definition of culture    ▪   The culture challenges of remote working    ▪   Best practices of remote-first organisations    ▪   Asynchronous communication    ▪   Why there is no such thing as culture fit    ▪   How can employers leverage culture in a virtual recruitment process?    ▪   What long time changes are we likely to see post-pandemic Listen to this podcast in Apple Podcasts. An area that has been of genuine interest to me recently has been company culture and how some of the core ways we used to think about it are being disrupted. Remote working has meant companies are having to think much harder about how they work and showcasing their culture during the recruiting process has become a real challenge. Another significant area of debate has been the use of culture fit as an assessment criteria and whether culture fit even exists.


My guest this week is Bret Putter, CEO of Culture Gene and author of several books on company culture. Brett spends a significant amount of his time researching corporate cultures with a strong recent focus on companies that were already working remotely before the pandemic. He has some very valuable insights to share on what company culture now means in our much disrupted times.


In the interview, we discuss:


   ▪   The definition of culture


   ▪   The culture challenges of remote working


   ▪   Best practices of remote-first organisations


   ▪   Asynchronous communication


   ▪   Why there is no such thing as culture fit


   ▪   How can employers leverage culture in a virtual recruitment process?


   ▪   What long time changes are we likely to see post-pandemic



Listen to this podcast in Apple Podcasts.

]]> 1297 no Ep 340: Changing Candidate Experience https://www.recruitingfuture.com/ Candidate Experience has been a regular topic on this podcast as long as this podcast has existed. People often get frustrated that we keep having to talk about it as poor candidate experiences still persist for many. However, improving the candidate experience isn't a single time-limited problem; it is an ongoing process that evolves in line with expectations and technology. With that in mind, talent acquisition teams must treat candidate experience strategically as a science rather than as a one-off project. My guest this week is Kevin Grossman, President of The Talent Board, the organisers of the Candidate Experience Awards. The Candidate Experience Awards have been running for ten years now, and Kevin has a massive amount of valuable data-based insights to share on how the candidate experience challenge has been evolving. In the interview, we discuss:    ▪   The methodology and data behind The Candidate Experience Awards    ▪   Candidate Experience as an ongoing challenge, not a single problem    ▪   Transparency and feedback    ▪   The challenge of sustaining a high-quality experience    ▪   How the pandemic has increased transparency    ▪   The rise of recruiting automation and how it is improving the candidate experience    ▪   Taking a more scientific approach    ▪   How chatbots are filling the communication gap    ▪   Technology doesn't fix flawed processes.    ▪   What might the future look like Listen to this podcast on Apple Podcasts. Fri, 26 Mar 2021 20:21:59 -0000 Changing Candidate Experience full 340 Matt Alder Kevin Grossman, President of The Talent Board, talks to Matt Alder Candidate Experience has been a regular topic on this podcast as long as this podcast has existed. People often get frustrated that we keep having to talk about it as poor candidate experiences still persist for many. However, improving the candidate experience isn't a single time-limited problem; it is an ongoing process that evolves in line with expectations and technology. With that in mind, talent acquisition teams must treat candidate experience strategically as a science rather than as a one-off project. My guest this week is Kevin Grossman, President of The Talent Board, the organisers of the Candidate Experience Awards. The Candidate Experience Awards have been running for ten years now, and Kevin has a massive amount of valuable data-based insights to share on how the candidate experience challenge has been evolving. In the interview, we discuss:    ▪   The methodology and data behind The Candidate Experience Awards    ▪   Candidate Experience as an ongoing challenge, not a single problem    ▪   Transparency and feedback    ▪   The challenge of sustaining a high-quality experience    ▪   How the pandemic has increased transparency    ▪   The rise of recruiting automation and how it is improving the candidate experience    ▪   Taking a more scientific approach    ▪   How chatbots are filling the communication gap    ▪   Technology doesn't fix flawed processes.    ▪   What might the future look like Listen to this podcast on Apple Podcasts. Candidate Experience has been a regular topic on this podcast as long as this podcast has existed. People often get frustrated that we keep having to talk about it as poor candidate experiences still persist for many. However, improving the candidate experience isn't a single time-limited problem; it is an ongoing process that evolves in line with expectations and technology. With that in mind, talent acquisition teams must treat candidate experience strategically as a science rather than as a one-off project.


My guest this week is Kevin Grossman, President of The Talent Board, the organisers of the Candidate Experience Awards. The Candidate Experience Awards have been running for ten years now, and Kevin has a massive amount of valuable data-based insights to share on how the candidate experience challenge has been evolving.


In the interview, we discuss:


   ▪   The methodology and data behind The Candidate Experience Awards


   ▪   Candidate Experience as an ongoing challenge, not a single problem


   ▪   Transparency and feedback


   ▪   The challenge of sustaining a high-quality experience


   ▪   How the pandemic has increased transparency


   ▪   The rise of recruiting automation and how it is improving the candidate experience


   ▪   Taking a more scientific approach


   ▪   How chatbots are filling the communication gap


   ▪   Technology doesn't fix flawed processes.


   ▪   What might the future look like



Listen to this podcast on Apple Podcasts.


]]> 2277 no Ep 339: Diversity Hiring https://www.recruitingfuture.com/ Diversity, Equity and Inclusion are critically important. However, despite much discussion and debate, many employers are still failing to improve their hiring diversity. Those employers that are moving the needle are those that have actionable strategies and leadership accountability. My guest this week is Rachel Hirsch, who is a Recruiter at Frame.io. Frame.io have a genuine focus on diversity equity and inclusion and have tangible results to show for it. In our conversation, Rachel shares the strategy and identifies the key elements that have driven their success. In the interview, we discuss:    ▪   The key recruiting challenges at Frame.io    ▪   How unconscious bias affects diversity in sales leadership    ▪   Narrowing requirements to the things that matter most    ▪   The complications of the pandemic    ▪   Building trust with candidates    ▪   The critical importance of allyship and leadership accountability    ▪   The results have Frame.io seen from its strategy    ▪   What does the future look like Listen to this podcast in Apple Podcasts. Tue, 23 Mar 2021 17:34:59 -0000 Diversity Hiring full 339 Matt Alder Rachel Hirsch from Frame.io. talks to Matt Alder Diversity, Equity and Inclusion are critically important. However, despite much discussion and debate, many employers are still failing to improve their hiring diversity. Those employers that are moving the needle are those that have actionable strategies and leadership accountability. My guest this week is Rachel Hirsch, who is a Recruiter at Frame.io. Frame.io have a genuine focus on diversity equity and inclusion and have tangible results to show for it. In our conversation, Rachel shares the strategy and identifies the key elements that have driven their success. In the interview, we discuss:    ▪   The key recruiting challenges at Frame.io    ▪   How unconscious bias affects diversity in sales leadership    ▪   Narrowing requirements to the things that matter most    ▪   The complications of the pandemic    ▪   Building trust with candidates    ▪   The critical importance of allyship and leadership accountability    ▪   The results have Frame.io seen from its strategy    ▪   What does the future look like Listen to this podcast in Apple Podcasts. Diversity, Equity and Inclusion are critically important. However, despite much discussion and debate, many employers are still failing to improve their hiring diversity. Those employers that are moving the needle are those that have actionable strategies and leadership accountability.


My guest this week is Rachel Hirsch, who is a Recruiter at Frame.io. Frame.io have a genuine focus on diversity equity and inclusion and have tangible results to show for it. In our conversation, Rachel shares the strategy and identifies the key elements that have driven their success.


In the interview, we discuss:


   ▪   The key recruiting challenges at Frame.io


   ▪   How unconscious bias affects diversity in sales leadership


   ▪   Narrowing requirements to the things that matter most


   ▪   The complications of the pandemic


   ▪   Building trust with candidates


   ▪   The critical importance of allyship and leadership accountability


   ▪   The results have Frame.io seen from its strategy


   ▪   What does the future look like


Listen to this podcast in Apple Podcasts.



]]> 1260 no Ep 338: Future Brainfood https://www.recruitingfuture.com/ It's fair to say that trends in recruiting technology are moving quickly. The events of the last 12 months have turbo boasted some aspects of the market and radically disrupted others. So what's changed, what's accelerating and what does the future look like? My guest this week is the perfect person to ask and was the most requested guest in the audience survey that I ran earlier in the year. Hung Lee is the Editor of the leading industry newsletter Recruiting Brainfood and a keen observer of recruiting technology. In the interview, we discuss:    ▪   Changing trends    ▪   The rise of assessment tech    ▪   Interview analytics    ▪   The future of automation    ▪   Ethics    ▪   What happens after the pandemic    ▪   How the way the industry educates itself on technology has changed Listen to this podcast on Apple Podcasts. Wed, 17 Mar 2021 22:43:25 -0000 Future Brainfood full 338 Matt Alder Hung Lee talks to Matt Alder It's fair to say that trends in recruiting technology are moving quickly. The events of the last 12 months have turbo boasted some aspects of the market and radically disrupted others. So what's changed, what's accelerating and what does the future look like? My guest this week is the perfect person to ask and was the most requested guest in the audience survey that I ran earlier in the year. Hung Lee is the Editor of the leading industry newsletter Recruiting Brainfood and a keen observer of recruiting technology. In the interview, we discuss:    ▪   Changing trends    ▪   The rise of assessment tech    ▪   Interview analytics    ▪   The future of automation    ▪   Ethics    ▪   What happens after the pandemic    ▪   How the way the industry educates itself on technology has changed Listen to this podcast on Apple Podcasts. It's fair to say that trends in recruiting technology are moving quickly. The events of the last 12 months have turbo boasted some aspects of the market and radically disrupted others. So what's changed, what's accelerating and what does the future look like?


My guest this week is the perfect person to ask and was the most requested guest in the audience survey that I ran earlier in the year. Hung Lee is the Editor of the leading industry newsletter Recruiting Brainfood and a keen observer of recruiting technology.


In the interview, we discuss:


   ▪   Changing trends


   ▪   The rise of assessment tech


   ▪   Interview analytics


   ▪   The future of automation


   ▪   Ethics


   ▪   What happens after the pandemic


   ▪   How the way the industry educates itself on technology has changed



Listen to this podcast on Apple Podcasts.

]]> 1722 no Ep 337: Interview Intelligence https://www.recruitingfuture.com/ Interviews have always been the central tenant of the hiring process and the one area where it has been most challenging to collect meaningful data. The mass move to video interviewing in the last 12 months has potentially changed everything. So, what data can we now gather, and how can it be analysed to drive actionable improvement in the interview process. My guest this week is Siadhal Magos, the Co-Founder and CEO of Metaview. Metaview is a technology start-up that is helping some well know employers gather data and act on interview intelligence in new and innovative ways. In the interview, we discuss:    ▪   Using data to make sense of interviews at scale    ▪   Two techniques to improve interviews    ▪   Will technology replace traditional interviews?    ▪   What are the critical interview data points?    ▪   The correlation between hiring funnel efficiency and interview rigour    ▪   Bias and inclusivity    ▪   Addressing privacy concerns Listen to this podcast in Apple Podcasts. Fri, 12 Mar 2021 09:58:09 -0000 Interview Intelligence full 337 Matt Alder Siadhal Magos, the Co-Founder and CEO of Metaview talks to Matt Alder Interviews have always been the central tenant of the hiring process and the one area where it has been most challenging to collect meaningful data. The mass move to video interviewing in the last 12 months has potentially changed everything. So, what data can we now gather, and how can it be analysed to drive actionable improvement in the interview process. My guest this week is Siadhal Magos, the Co-Founder and CEO of Metaview. Metaview is a technology start-up that is helping some well know employers gather data and act on interview intelligence in new and innovative ways. In the interview, we discuss:    ▪   Using data to make sense of interviews at scale    ▪   Two techniques to improve interviews    ▪   Will technology replace traditional interviews?    ▪   What are the critical interview data points?    ▪   The correlation between hiring funnel efficiency and interview rigour    ▪   Bias and inclusivity    ▪   Addressing privacy concerns Listen to this podcast in Apple Podcasts. Interviews have always been the central tenant of the hiring process and the one area where it has been most challenging to collect meaningful data. The mass move to video interviewing in the last 12 months has potentially changed everything. So, what data can we now gather, and how can it be analysed to drive actionable improvement in the interview process.


My guest this week is Siadhal Magos, the Co-Founder and CEO of Metaview. Metaview is a technology start-up that is helping some well know employers gather data and act on interview intelligence in new and innovative ways.


In the interview, we discuss:


   ▪   Using data to make sense of interviews at scale


   ▪   Two techniques to improve interviews


   ▪   Will technology replace traditional interviews?


   ▪   What are the critical interview data points?


   ▪   The correlation between hiring funnel efficiency and interview rigour


   ▪   Bias and inclusivity


   ▪   Addressing privacy concerns



Listen to this podcast in Apple Podcasts.


]]> 1882 no Ep 336: Jobs At Risk https://www.recruitingfuture.com/ The future of jobs in an age of AI and automation has been a popular topic on this show. We've tended to talk in quite theoretical terms and never truly considered what practical solutions there might be to the inevitable job displacement. Millions of jobs have already been lost in the pandemic, and the World Economic Forum predicts that an additional 85 million jobs with be lost to automation by 2025. So what type of jobs will disappear, and how do we upskill and transition the large proportion of the workforce who will be affected? My guests this week are Madeleine Gabriel and Karlis Kanders from Nesta, the UK's innovation agency for social good. Nesta has just completed a significant piece of research called Mapping Careers Causeways, which is intended to support job transitions and inform skills policy in a labour market that AI and Automation will forever change. In the interview, we discuss:    ▪   The uncertain future of work    ▪   Which jobs are at risk of automation    ▪   Identifying pathways from high-risk occupations to safer ones    ▪   Why women are twice as likely to be displaced than men    ▪   The three types of core skills that will help people transition    ▪   The critical importance of training    ▪   The role of talent acquisition    ▪   Thinking differently about hiring    ▪   Why the best way to predict the future is to create it Listen to this podcast in Apple Podcasts. Tue, 09 Mar 2021 22:09:00 -0000 Jobs At Risk full 336 Matt Alder Madeleine Gabriel and Karlis Kanders from Nesta talk to Matt Alder The future of jobs in an age of AI and automation has been a popular topic on this show. We've tended to talk in quite theoretical terms and never truly considered what practical solutions there might be to the inevitable job displacement. Millions of jobs have already been lost in the pandemic, and the World Economic Forum predicts that an additional 85 million jobs with be lost to automation by 2025. So what type of jobs will disappear, and how do we upskill and transition the large proportion of the workforce who will be affected? My guests this week are Madeleine Gabriel and Karlis Kanders from Nesta, the UK's innovation agency for social good. Nesta has just completed a significant piece of research called Mapping Careers Causeways, which is intended to support job transitions and inform skills policy in a labour market that AI and Automation will forever change. In the interview, we discuss:    ▪   The uncertain future of work    ▪   Which jobs are at risk of automation    ▪   Identifying pathways from high-risk occupations to safer ones    ▪   Why women are twice as likely to be displaced than men    ▪   The three types of core skills that will help people transition    ▪   The critical importance of training    ▪   The role of talent acquisition    ▪   Thinking differently about hiring    ▪   Why the best way to predict the future is to create it Listen to this podcast in Apple Podcasts. The future of jobs in an age of AI and automation has been a popular topic on this show. We've tended to talk in quite theoretical terms and never truly considered what practical solutions there might be to the inevitable job displacement. Millions of jobs have already been lost in the pandemic, and the World Economic Forum predicts that an additional 85 million jobs with be lost to automation by 2025. So what type of jobs will disappear, and how do we upskill and transition the large proportion of the workforce who will be affected?


My guests this week are Madeleine Gabriel and Karlis Kanders from Nesta, the UK's innovation agency for social good. Nesta has just completed a significant piece of research called Mapping Careers Causeways, which is intended to support job transitions and inform skills policy in a labour market that AI and Automation will forever change.


In the interview, we discuss:


   ▪   The uncertain future of work


   ▪   Which jobs are at risk of automation


   ▪   Identifying pathways from high-risk occupations to safer ones


   ▪   Why women are twice as likely to be displaced than men


   ▪   The three types of core skills that will help people transition


   ▪   The critical importance of training


   ▪   The role of talent acquisition


   ▪   Thinking differently about hiring


   ▪   Why the best way to predict the future is to create it



Listen to this podcast in Apple Podcasts.

]]> 1594 no Ep 335 Neurodiversity https://www.recruitingfuture.com/ Back in 2019, I interviewed Theo Smith about Neurodiversity at work. At the time, I didn't have much of an understanding of Neurodiversity, and it was great to learn from Theo about the challenges neurodivergent people face in the workplace, what employers can do to support them and the enormous benefits this support would bring to everyone. Theo has since teamed up with Professor Amanda Kirby, and they are about to publish a book on Neurodiversity at Work. A couple of weeks ago, I caught up with them to find out more about the book and what talent acquisition professionals can be doing to be more inclusive in recruiting and assessment. In the interview, we discuss:    ▪   What is Neurodiversity    ▪   How do we get the best out of everyone at work?    ▪   Cognitive strengths and cognitive struggles    ▪   Spiky profiles    ▪   Unrealistic job descriptions    ▪   Focusing on what people can do rather than what they can't do    ▪   Making interviews and assessment more inclusive    ▪   How will work change post-pandemic Subscribe to this podcast in Apple Podcast Thu, 04 Mar 2021 23:51:00 -0000 Neurodiversity full 335 Matt Alder Theo Smith and Professor Amanda Kirby talk to Matt Alder Back in 2019, I interviewed Theo Smith about Neurodiversity at work. At the time, I didn't have much of an understanding of Neurodiversity, and it was great to learn from Theo about the challenges neurodivergent people face in the workplace, what employers can do to support them and the enormous benefits this support would bring to everyone. Theo has since teamed up with Professor Amanda Kirby, and they are about to publish a book on Neurodiversity at Work. A couple of weeks ago, I caught up with them to find out more about the book and what talent acquisition professionals can be doing to be more inclusive in recruiting and assessment. In the interview, we discuss:    ▪   What is Neurodiversity    ▪   How do we get the best out of everyone at work?    ▪   Cognitive strengths and cognitive struggles    ▪   Spiky profiles    ▪   Unrealistic job descriptions    ▪   Focusing on what people can do rather than what they can't do    ▪   Making interviews and assessment more inclusive    ▪   How will work change post-pandemic Subscribe to this podcast in Apple Podcast Back in 2019, I interviewed Theo Smith about Neurodiversity at work. At the time, I didn't have much of an understanding of Neurodiversity, and it was great to learn from Theo about the challenges neurodivergent people face in the workplace, what employers can do to support them and the enormous benefits this support would bring to everyone.


Theo has since teamed up with Professor Amanda Kirby, and they are about to publish a book on Neurodiversity at Work. A couple of weeks ago, I caught up with them to find out more about the book and what talent acquisition professionals can be doing to be more inclusive in recruiting and assessment.


In the interview, we discuss:


   ▪   What is Neurodiversity


   ▪   How do we get the best out of everyone at work?


   ▪   Cognitive strengths and cognitive struggles


   ▪   Spiky profiles


   ▪   Unrealistic job descriptions


   ▪   Focusing on what people can do rather than what they can't do


   ▪   Making interviews and assessment more inclusive


   ▪   How will work change post-pandemic



Subscribe to this podcast in Apple Podcast

]]> 1801 no Round Up February 2021 https://www.recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 328: Authentic Hiring Ep 331: Transforming Recruitment Marketing Ep 333: Automation, Simplicity and Experience Ep 332: Careers Site Systems Ep 329: Assessment Lessons From Elite Sport Ep 334: Fair AI Subscribe to this podcast in Apple Podcasts Mon, 01 Mar 2021 13:59:00 -0000 Round Up February 2021 full Matt Alder Round Up February 2021 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 328: Authentic Hiring Ep 331: Transforming Recruitment Marketing Ep 333: Automation, Simplicity and Experience Ep 332: Careers Site Systems Ep 329: Assessment Lessons From Elite Sport Ep 334: Fair AI Subscribe to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:


Ep 328: Authentic Hiring


Ep 331: Transforming Recruitment Marketing


Ep 333: Automation, Simplicity and Experience


Ep 332: Careers Site Systems


Ep 329: Assessment Lessons From Elite Sport


Ep 334: Fair AI


Subscribe to this podcast in Apple Podcasts


]]> 543 no Ep 334: Fair AI https://www.recruitingfuture.com/ The number of talent acquisition technology solutions offering AI continues to grow exponentially. However, we must look at AI's role in recruiting through a critical lens to ensure transparency and that technologies are fair and ethical. If AI is being used to improve the candidate experience and remove bias, how do we make sure it isn't actually making things worse. My guest this week is Barb Hyman, CEO of Predictive Hire, an AI based interviewing solution. Predictive Hire has recently published a paper on Fair AI in recruiting intended to provoke debate and help Talent Acquisition leaders ask the right questions when they are buying a solution. Barb has an HR leadership background which gives her a unique perspective on the dangers and opportunities of the AI revolution. In the interview, we discuss:    ▪   Fair AI in Recruiting    ▪   The importance of vendor self regulation    ▪   Why AI should be unbiased, inclusive, valid and explainable    ▪   Building trust with talent acquisition leaders and candidates    ▪   When AI isn't AI    ▪   Why a human candidate experience is critical Download “Fair AI In Recruitment” Subscribe to this podcast in Apple Podcasts Fri, 26 Feb 2021 20:36:00 -0000 Fair AI full 334 Matt Alder Barb Hyman, CEO of Predictive Hire, talks to Matt Alder The number of talent acquisition technology solutions offering AI continues to grow exponentially. However, we must look at AI's role in recruiting through a critical lens to ensure transparency and that technologies are fair and ethical. If AI is being used to improve the candidate experience and remove bias, how do we make sure it isn't actually making things worse. My guest this week is Barb Hyman, CEO of Predictive Hire, an AI based interviewing solution. Predictive Hire has recently published a paper on Fair AI in recruiting intended to provoke debate and help Talent Acquisition leaders ask the right questions when they are buying a solution. Barb has an HR leadership background which gives her a unique perspective on the dangers and opportunities of the AI revolution. In the interview, we discuss:    ▪   Fair AI in Recruiting    ▪   The importance of vendor self regulation    ▪   Why AI should be unbiased, inclusive, valid and explainable    ▪   Building trust with talent acquisition leaders and candidates    ▪   When AI isn't AI    ▪   Why a human candidate experience is critical Download “Fair AI In Recruitment” Subscribe to this podcast in Apple Podcasts The number of talent acquisition technology solutions offering AI continues to grow exponentially. However, we must look at AI's role in recruiting through a critical lens to ensure transparency and that technologies are fair and ethical. If AI is being used to improve the candidate experience and remove bias, how do we make sure it isn't actually making things worse.


My guest this week is Barb Hyman, CEO of Predictive Hire, an AI based interviewing solution. Predictive Hire has recently published a paper on Fair AI in recruiting intended to provoke debate and help Talent Acquisition leaders ask the right questions when they are buying a solution. Barb has an HR leadership background which gives her a unique perspective on the dangers and opportunities of the AI revolution.


In the interview, we discuss:


   ▪   Fair AI in Recruiting


   ▪   The importance of vendor self regulation


   ▪   Why AI should be unbiased, inclusive, valid and explainable


   ▪   Building trust with talent acquisition leaders and candidates


   ▪   When AI isn't AI


   ▪   Why a human candidate experience is critical


Download “Fair AI In Recruitment”


Subscribe to this podcast in Apple Podcasts

]]> 1526 no Talent Watch: Learning & Performance https://www.recruitingfuture.com/ As regular listeners will know, I often collaborate with HR Technology Analyst Mervyn Dinnen to produce research reports on various aspects of talent technology. Our latest report was published a few weeks ago with support from the learning and performance management platform Bridge. I wanted to bring some of the highlights of our findings to the podcast, so keep listening to hear what we discovered about how the landscape for learning and performance management has been changing during the pandemic. In the episode, we discuss:    ▪   Critical skills gaps    ▪   The challenges of talent mobility    ▪   The importance of specialist and fit for purpose technology    ▪   Training to support remote management    ▪   The employees perspective    ▪   Peer to peer interaction Download the Learning and Performance Management report Subscribe to this podcast in Apple Podcasts Tue, 23 Feb 2021 14:37:00 -0000 Talent Watch: Learning & Performance bonus Matt Alder Mervyn Dinnen talks to Matt Alder about their latest insight report on Learning & Performance Management As regular listeners will know, I often collaborate with HR Technology Analyst Mervyn Dinnen to produce research reports on various aspects of talent technology. Our latest report was published a few weeks ago with support from the learning and performance management platform Bridge. I wanted to bring some of the highlights of our findings to the podcast, so keep listening to hear what we discovered about how the landscape for learning and performance management has been changing during the pandemic. In the episode, we discuss:    ▪   Critical skills gaps    ▪   The challenges of talent mobility    ▪   The importance of specialist and fit for purpose technology    ▪   Training to support remote management    ▪   The employees perspective    ▪   Peer to peer interaction Download the Learning and Performance Management report Subscribe to this podcast in Apple Podcasts As regular listeners will know, I often collaborate with HR Technology Analyst Mervyn Dinnen to produce research reports on various aspects of talent technology.


Our latest report was published a few weeks ago with support from the learning and performance management platform Bridge. I wanted to bring some of the highlights of our findings to the podcast, so keep listening to hear what we discovered about how the landscape for learning and performance management has been changing during the pandemic.


In the episode, we discuss:


   ▪   Critical skills gaps


   ▪   The challenges of talent mobility


   ▪   The importance of specialist and fit for purpose technology


   ▪   Training to support remote management


   ▪   The employees perspective


   ▪   Peer to peer interaction


Download the Learning and Performance Management report


Subscribe to this podcast in Apple Podcasts

]]> 1377 no Ep 333: Automation, Simplicity and Experience https://www.recruitingfuture.com/ The events of 2020 / 2021 will shape how talent acquisition operates for years, especially when it comes to recruiting automation. In the past automation in recruiting has often been dismissed as impersonal and ineffective. However, as technology has developed and strategies have changed the immense value and inevitability of automation is becoming clear.  My guest this week is Jeff Uden, Head of Talent for UK supermarket, Iceland. Like all frontline food retailers, Iceland has faced some unprecedented talent acquisition challenges during the pandemic. Jeff gives us an insight into the innovations these challenges have driven, and Iceland's successful use of automation to radical enhance both the candidate and hiring manager experience. In the interview, we discuss:    ▪   The challenge of hiring 5,500 people in 8 weeks    ▪   Maximising simplicity and efficiency in the recruiting process    ▪   The critical importance of candidate experience    ▪   Automation with a human touch    ▪   Keeping hiring managers empowered    ▪   Return on investment from technology    ▪   Change management and stakeholder engagement    ▪   The future of talent acquisition at Iceland Subscribe to this podcast in Apple Podcasts Wed, 17 Feb 2021 21:42:00 -0000 Automation, Simplicity and Experience full 333 Matt Alder Jeff Uden, Head of Talent for Iceland Group, talks to Matt Alder The events of 2020 / 2021 will shape how talent acquisition operates for years, especially when it comes to recruiting automation. In the past automation in recruiting has often been dismissed as impersonal and ineffective. However, as technology has developed and strategies have changed the immense value and inevitability of automation is becoming clear.  My guest this week is Jeff Uden, Head of Talent for UK supermarket, Iceland. Like all frontline food retailers, Iceland has faced some unprecedented talent acquisition challenges during the pandemic. Jeff gives us an insight into the innovations these challenges have driven, and Iceland's successful use of automation to radical enhance both the candidate and hiring manager experience. In the interview, we discuss:    ▪   The challenge of hiring 5,500 people in 8 weeks    ▪   Maximising simplicity and efficiency in the recruiting process    ▪   The critical importance of candidate experience    ▪   Automation with a human touch    ▪   Keeping hiring managers empowered    ▪   Return on investment from technology    ▪   Change management and stakeholder engagement    ▪   The future of talent acquisition at Iceland Subscribe to this podcast in Apple Podcasts The events of 2020 / 2021 will shape how talent acquisition operates for years, especially when it comes to recruiting automation. In the past automation in recruiting has often been dismissed as impersonal and ineffective. However, as technology has developed and strategies have changed the immense value and inevitability of automation is becoming clear. 


My guest this week is Jeff Uden, Head of Talent for UK supermarket, Iceland. Like all frontline food retailers, Iceland has faced some unprecedented talent acquisition challenges during the pandemic. Jeff gives us an insight into the innovations these challenges have driven, and Iceland's successful use of automation to radical enhance both the candidate and hiring manager experience.


In the interview, we discuss:


   ▪   The challenge of hiring 5,500 people in 8 weeks


   ▪   Maximising simplicity and efficiency in the recruiting process


   ▪   The critical importance of candidate experience


   ▪   Automation with a human touch


   ▪   Keeping hiring managers empowered


   ▪   Return on investment from technology


   ▪   Change management and stakeholder engagement


   ▪   The future of talent acquisition at Iceland


Subscribe to this podcast in Apple Podcasts

]]> 1474 no Ep 332: Careers Site Systems https://www.recruitingfuture.com/ As I said at the start of the last episode reinventing recruitment marketing is a big topic for talent acquisition this year. Long term listeners to the podcast will also know about my deep-held belief that careers sites are the critical element of recruitment marketing that remains very much underutilised. Many forward-thinking employers are now turning to careers site systems to maximise the recruitment marketing benefits of careers site and minimise their development pain points. So what happens when we start thinking about careers sites as sophisticated software solutions rather than one-off creative projects? My guest this week is James Saunders, CEO of Attrax. Over the last few years, James has been one of the pioneers of careers site systems and has a massive amount of knowledge and experience to share. In the interview, we discuss:    ▪   What is a careers site system?    ▪   The focal point of employer branding    ▪   Strategic positioning    ▪   Why employers should invest in their own asset    ▪   The dreaded "log in to apply."    ▪   The core elements of sophisticated careers sites    ▪   Optimising the candidate experience    ▪   Personalisation and AI    ▪   Unique stats and analytics    ▪   Learning from eCommerce    ▪   Future innovations Subscribe to this podcast in Apple Podcasts Thu, 11 Feb 2021 21:29:00 -0000 Ep 332: Careers Site Systems full 332 Matt Alder James Saunders, CEO of Attrax talks to Matt Alder As I said at the start of the last episode reinventing recruitment marketing is a big topic for talent acquisition this year. Long term listeners to the podcast will also know about my deep-held belief that careers sites are the critical element of recruitment marketing that remains very much underutilised. Many forward-thinking employers are now turning to careers site systems to maximise the recruitment marketing benefits of careers site and minimise their development pain points. So what happens when we start thinking about careers sites as sophisticated software solutions rather than one-off creative projects? My guest this week is James Saunders, CEO of Attrax. Over the last few years, James has been one of the pioneers of careers site systems and has a massive amount of knowledge and experience to share. In the interview, we discuss:    ▪   What is a careers site system?    ▪   The focal point of employer branding    ▪   Strategic positioning    ▪   Why employers should invest in their own asset    ▪   The dreaded "log in to apply."    ▪   The core elements of sophisticated careers sites    ▪   Optimising the candidate experience    ▪   Personalisation and AI    ▪   Unique stats and analytics    ▪   Learning from eCommerce    ▪   Future innovations Subscribe to this podcast in Apple Podcasts As I said at the start of the last episode reinventing recruitment marketing is a big topic for talent acquisition this year. Long term listeners to the podcast will also know about my deep-held belief that careers sites are the critical element of recruitment marketing that remains very much underutilised.


Many forward-thinking employers are now turning to careers site systems to maximise the recruitment marketing benefits of careers site and minimise their development pain points.


So what happens when we start thinking about careers sites as sophisticated software solutions rather than one-off creative projects?


My guest this week is James Saunders, CEO of Attrax. Over the last few years, James has been one of the pioneers of careers site systems and has a massive amount of knowledge and experience to share.


In the interview, we discuss:


   ▪   What is a careers site system?


   ▪   The focal point of employer branding


   ▪   Strategic positioning


   ▪   Why employers should invest in their own asset


   ▪   The dreaded "log in to apply."


   ▪   The core elements of sophisticated careers sites


   ▪   Optimising the candidate experience


   ▪   Personalisation and AI


   ▪   Unique stats and analytics


   ▪   Learning from eCommerce


   ▪   Future innovations


Subscribe to this podcast in Apple Podcasts

]]> 1598 no Ep 331: Transforming Recruitment Marketing https://www.recruitingfuture.com/ It's still early in the year, but the reimagining of Recruitment Marketing is already a big topic for 2021. This has been clear in several conversations I've had with talent acquisition leaders and in the results of the audience survey I currently have running. Many employers are looking to transform their recruitment marketing to meet the new challenges they have and leverage emerging techniques and technologies. So what is cutting-edge thinking in recruitment marketing and what steps do talent acquisition teams need to take to unlock the power of what is possible? To give us some insights to answer these questions, I'm delighted to welcome Allyn Bailey, Global Recruitment Marketing Leader at Intel, back to the podcast. Allyn is one of the most progressive thinkers in our industry, and this is genuinely a must-listen interview. In the interview, we discuss:    ▪   Why and how recruitment marketing is transforming    ▪   Data decision mapping    ▪   Collecting target audience data via automation    ▪   Segmenting audiences by behaviour and motivation    ▪   Candidate data infrastructure    ▪   Predictive modelling in recruitment marketing    ▪   Building purposeful engagement plans    ▪   Providing genuine value with content    ▪   Advice to talent acquisition leaders on how to start their transformation    ▪   What does the longer term future look like for recruitment marketing     Subscribe to this podcast in Apple Podcasts Wed, 10 Feb 2021 20:03:00 -0000 Transforming Recruitment Marketing full 331 Matt Alder Allyn Bailey, Global Recruitment Marketing Leader at Intel, talks to Matt Alder It's still early in the year, but the reimagining of Recruitment Marketing is already a big topic for 2021. This has been clear in several conversations I've had with talent acquisition leaders and in the results of the audience survey I currently have running. Many employers are looking to transform their recruitment marketing to meet the new challenges they have and leverage emerging techniques and technologies. So what is cutting-edge thinking in recruitment marketing and what steps do talent acquisition teams need to take to unlock the power of what is possible? To give us some insights to answer these questions, I'm delighted to welcome Allyn Bailey, Global Recruitment Marketing Leader at Intel, back to the podcast. Allyn is one of the most progressive thinkers in our industry, and this is genuinely a must-listen interview. In the interview, we discuss:    ▪   Why and how recruitment marketing is transforming    ▪   Data decision mapping    ▪   Collecting target audience data via automation    ▪   Segmenting audiences by behaviour and motivation    ▪   Candidate data infrastructure    ▪   Predictive modelling in recruitment marketing    ▪   Building purposeful engagement plans    ▪   Providing genuine value with content    ▪   Advice to talent acquisition leaders on how to start their transformation    ▪   What does the longer term future look like for recruitment marketing     Subscribe to this podcast in Apple Podcasts It's still early in the year, but the reimagining of Recruitment Marketing is already a big topic for 2021. This has been clear in several conversations I've had with talent acquisition leaders and in the results of the audience survey I currently have running.


Many employers are looking to transform their recruitment marketing to meet the new challenges they have and leverage emerging techniques and technologies.


So what is cutting-edge thinking in recruitment marketing and what steps do talent acquisition teams need to take to unlock the power of what is possible?


To give us some insights to answer these questions, I'm delighted to welcome Allyn Bailey, Global Recruitment Marketing Leader at Intel, back to the podcast. Allyn is one of the most progressive thinkers in our industry, and this is genuinely a must-listen interview.


In the interview, we discuss:


   ▪   Why and how recruitment marketing is transforming


   ▪   Data decision mapping


   ▪   Collecting target audience data via automation


   ▪   Segmenting audiences by behaviour and motivation


   ▪   Candidate data infrastructure


   ▪   Predictive modelling in recruitment marketing


   ▪   Building purposeful engagement plans


   ▪   Providing genuine value with content


   ▪   Advice to talent acquisition leaders on how to start their transformation


   ▪   What does the longer term future look like for recruitment marketing

   


Subscribe to this podcast in Apple Podcasts

]]> 1796 no Ep 330: Jobs That Don't Exist Yet https://www.recruitingfuture.com/ We are living through a time of immense disruption the full scale of which we don't yet fully understand. The pandemic has caused millions to lose their jobs and changed the business models of entire industries. Understanding the skills now needed in the labour market and the level of reskilling required is further complicated by the rise of artificial intelligence and automation. So what does the future of work now look like and how can companies and individuals navigate the next few years? My guest this week is Dr Michelle Weise, Senior Advisor at Imaginable Futures and author of the book, Long Life Learning - Preparing for jobs that don't even exist yet. Michelle specialises in the future of work and the future of learning and has some incredibly valuable insights to share In the interview, we discuss:    ▪   A more positive vision for the future of work    ▪   The lack of a common skills taxonomy    ▪   Data infrastructure for talent mobility    ▪   Why employers are struggling to articulate the skills they have and recognise the gaps    ▪   The role of technology    ▪   Restructuring the working day to enable reskilling    ▪   Developing an "Education GPS"    ▪   What does the future look like and how can we solve these problems Subscribe to this podcast in Apple Podcasts Fri, 05 Feb 2021 20:36:00 -0000 Jobs That Don't Exist Yet full 330 Matt Alder Dr Michelle Weise, Senior Advisor at Imaginable Futures talks to Matt Alder We are living through a time of immense disruption the full scale of which we don't yet fully understand. The pandemic has caused millions to lose their jobs and changed the business models of entire industries. Understanding the skills now needed in the labour market and the level of reskilling required is further complicated by the rise of artificial intelligence and automation. So what does the future of work now look like and how can companies and individuals navigate the next few years? My guest this week is Dr Michelle Weise, Senior Advisor at Imaginable Futures and author of the book, Long Life Learning - Preparing for jobs that don't even exist yet. Michelle specialises in the future of work and the future of learning and has some incredibly valuable insights to share In the interview, we discuss:    ▪   A more positive vision for the future of work    ▪   The lack of a common skills taxonomy    ▪   Data infrastructure for talent mobility    ▪   Why employers are struggling to articulate the skills they have and recognise the gaps    ▪   The role of technology    ▪   Restructuring the working day to enable reskilling    ▪   Developing an "Education GPS"    ▪   What does the future look like and how can we solve these problems Subscribe to this podcast in Apple Podcasts We are living through a time of immense disruption the full scale of which we don't yet fully understand. The pandemic has caused millions to lose their jobs and changed the business models of entire industries. Understanding the skills now needed in the labour market and the level of reskilling required is further complicated by the rise of artificial intelligence and automation.


So what does the future of work now look like and how can companies and individuals navigate the next few years?


My guest this week is Dr Michelle Weise, Senior Advisor at Imaginable Futures and author of the book, Long Life Learning - Preparing for jobs that don't even exist yet. Michelle specialises in the future of work and the future of learning and has some incredibly valuable insights to share


In the interview, we discuss:


   ▪   A more positive vision for the future of work


   ▪   The lack of a common skills taxonomy


   ▪   Data infrastructure for talent mobility


   ▪   Why employers are struggling to articulate the skills they have and recognise the gaps


   ▪   The role of technology


   ▪   Restructuring the working day to enable reskilling


   ▪   Developing an "Education GPS"


   ▪   What does the future look like and how can we solve these problems



Subscribe to this podcast in Apple Podcasts

]]> 1853 no Ep 329: Assessment Lessons From Elite Sport https://www.recruitingfuture.com/ Understanding and assessing talent is something I don't think we talk about in enough detail in our industry. Advances in both technology and neuroscience are challenging traditional thinking in recruiting if this will be another key topic for me this year. To get the conversation started my guests this week have a simple fascinating story to share. Eric Castien and Andries Van der Leij are the founder and CTO of Brainsfirst. Brainsfirst is a Dutch company that uses cognitive psychology and machine learning to help elite football teams identify future talent. They have brought their learnings into the business world and have some incredible insights to share. In the interview, we discuss:    ▪   Talent identification in elite football    ▪   Studying the link between specific brain function and performance    ▪   Learnability over capability    ▪   How understanding brain skills can drive talent redistribution    ▪   Only assessing skills you can actually quantify    ▪   Seeing a role as a set of desired behaviours    ▪   Focusing on future fit    ▪   Eliminating bias Subscribe to this podcast in Apple Podcasts Fri, 29 Jan 2021 21:19:00 -0000 Assessment Lessons From Elite Sport full 329 Matt Alder Eric Castien and Andries Van der Leij from Brainsfirst talk to Matt Alder Understanding and assessing talent is something I don't think we talk about in enough detail in our industry. Advances in both technology and neuroscience are challenging traditional thinking in recruiting if this will be another key topic for me this year. To get the conversation started my guests this week have a simple fascinating story to share. Eric Castien and Andries Van der Leij are the founder and CTO of Brainsfirst. Brainsfirst is a Dutch company that uses cognitive psychology and machine learning to help elite football teams identify future talent. They have brought their learnings into the business world and have some incredible insights to share. In the interview, we discuss:    ▪   Talent identification in elite football    ▪   Studying the link between specific brain function and performance    ▪   Learnability over capability    ▪   How understanding brain skills can drive talent redistribution    ▪   Only assessing skills you can actually quantify    ▪   Seeing a role as a set of desired behaviours    ▪   Focusing on future fit    ▪   Eliminating bias Subscribe to this podcast in Apple Podcasts Understanding and assessing talent is something I don't think we talk about in enough detail in our industry. Advances in both technology and neuroscience are challenging traditional thinking in recruiting if this will be another key topic for me this year.


To get the conversation started my guests this week have a simple fascinating story to share. Eric Castien and Andries Van der Leij are the founder and CTO of Brainsfirst. Brainsfirst is a Dutch company that uses cognitive psychology and machine learning to help elite football teams identify future talent. They have brought their learnings into the business world and have some incredible insights to share.


In the interview, we discuss:


   ▪   Talent identification in elite football


   ▪   Studying the link between specific brain function and performance


   ▪   Learnability over capability


   ▪   How understanding brain skills can drive talent redistribution


   ▪   Only assessing skills you can actually quantify


   ▪   Seeing a role as a set of desired behaviours


   ▪   Focusing on future fit


   ▪   Eliminating bias



Subscribe to this podcast in Apple Podcasts

]]> 2002 no Ep 328: Authentic Hiring https://www.recruitingfuture.com/ Over the last six months, we have talked a lot about transformation in talent acquisition with a large number of employers working hard to reinvent their strategies to meet the new challenges they face. So what does great talent acquisition now look like in 2021? Well, that's a question I'll be focusing on a lot in the coming weeks and months. My guests this week are Rona Anhalt, and Ed Nathanson, the Chief People Officer and VP of Talent and Talent Branding at disruptive pharmaceutical startup EQRx. Since their launch early last year, EQRx has done fantastic work in talent branding and talent acquisition and really is a benchmark for what hiring strategies should now look like. In the interview, we discuss:    ▪   How EQRx is disrupting the pharmaceutical industry    ▪   The challenges of scaling up talent acquisition in a pandemic    ▪   Building a purpose driven culture    ▪   Diversity, Equality, Fairness and Inclusion    ▪   Culture add over culture fit.    ▪   Superpowers    ▪   Being bold with talent branding    ▪   The power of people stories and authentic interviews    ▪   Candidate experience as the ultimate differentiator    ▪   What they will be focusing on in the next 12 months Subscribe to this podcast in Apple Podcasts Wed, 27 Jan 2021 21:58:00 -0000 Authentic Hiring full 328 Matt Alder Rona Anhalt and Ed Nathanson, the Chief People Officer and VP of Talent and Talent Branding at EQRx, talk to Matt Alder Over the last six months, we have talked a lot about transformation in talent acquisition with a large number of employers working hard to reinvent their strategies to meet the new challenges they face. So what does great talent acquisition now look like in 2021? Well, that's a question I'll be focusing on a lot in the coming weeks and months. My guests this week are Rona Anhalt, and Ed Nathanson, the Chief People Officer and VP of Talent and Talent Branding at disruptive pharmaceutical startup EQRx. Since their launch early last year, EQRx has done fantastic work in talent branding and talent acquisition and really is a benchmark for what hiring strategies should now look like. In the interview, we discuss:    ▪   How EQRx is disrupting the pharmaceutical industry    ▪   The challenges of scaling up talent acquisition in a pandemic    ▪   Building a purpose driven culture    ▪   Diversity, Equality, Fairness and Inclusion    ▪   Culture add over culture fit.    ▪   Superpowers    ▪   Being bold with talent branding    ▪   The power of people stories and authentic interviews    ▪   Candidate experience as the ultimate differentiator    ▪   What they will be focusing on in the next 12 months Subscribe to this podcast in Apple Podcasts Over the last six months, we have talked a lot about transformation in talent acquisition with a large number of employers working hard to reinvent their strategies to meet the new challenges they face.


So what does great talent acquisition now look like in 2021? Well, that's a question I'll be focusing on a lot in the coming weeks and months.


My guests this week are Rona Anhalt, and Ed Nathanson, the Chief People Officer and VP of Talent and Talent Branding at disruptive pharmaceutical startup EQRx. Since their launch early last year, EQRx has done fantastic work in talent branding and talent acquisition and really is a benchmark for what hiring strategies should now look like.


In the interview, we discuss:


   ▪   How EQRx is disrupting the pharmaceutical industry


   ▪   The challenges of scaling up talent acquisition in a pandemic


   ▪   Building a purpose driven culture


   ▪   Diversity, Equality, Fairness and Inclusion


   ▪   Culture add over culture fit.


   ▪   Superpowers


   ▪   Being bold with talent branding


   ▪   The power of people stories and authentic interviews


   ▪   Candidate experience as the ultimate differentiator


   ▪   What they will be focusing on in the next 12 months


Subscribe to this podcast in Apple Podcasts

]]> 2177 no Ep 327: Conversational Intelligence https://www.recruitingfuture.com/ It's only the end of January, and I think we can all clearly see that 2021 will be another challenging year. So what can talent acquisition leaders do to motivate and build resilience in their teams during these incredibly stressful times? My guest this week is Jen Thornton, a former Global Director of HR Operations who is now founder and CEO of 304 Coaching. Jen is an expert in conversational intelligence, something that can help everyone improve the quality and outcomes of their communication. In the interview, we discuss:    ▪   What is Conversational Intelligence    ▪   Applying neuroscience to workplace communication    ▪   Having better conversations    ▪   Motivating Talent Acquisition teams in tough times    ▪   The importance of resilience and coping with change Subscribe to this podcast in Apple Podcasts Fri, 22 Jan 2021 20:29:00 -0000 Conversational Intelligence full 327 Matt Alder Jen Thornton, CEO of 304 Coaching, talks to Matt Alder It's only the end of January, and I think we can all clearly see that 2021 will be another challenging year. So what can talent acquisition leaders do to motivate and build resilience in their teams during these incredibly stressful times? My guest this week is Jen Thornton, a former Global Director of HR Operations who is now founder and CEO of 304 Coaching. Jen is an expert in conversational intelligence, something that can help everyone improve the quality and outcomes of their communication. In the interview, we discuss:    ▪   What is Conversational Intelligence    ▪   Applying neuroscience to workplace communication    ▪   Having better conversations    ▪   Motivating Talent Acquisition teams in tough times    ▪   The importance of resilience and coping with change Subscribe to this podcast in Apple Podcasts It's only the end of January, and I think we can all clearly see that 2021 will be another challenging year. So what can talent acquisition leaders do to motivate and build resilience in their teams during these incredibly stressful times?


My guest this week is Jen Thornton, a former Global Director of HR Operations who is now founder and CEO of 304 Coaching. Jen is an expert in conversational intelligence, something that can help everyone improve the quality and outcomes of their communication.


In the interview, we discuss:


   ▪   What is Conversational Intelligence


   ▪   Applying neuroscience to workplace communication


   ▪   Having better conversations


   ▪   Motivating Talent Acquisition teams in tough times


   ▪   The importance of resilience and coping with change


Subscribe to this podcast in Apple Podcasts

]]> 898 no Ep 326: Getting Automation Right https://www.recruitingfuture.com/ Recruiting Automation will be a topic we explore in a lot of detail over this coming year. The key to any automation strategy is removing friction in a way that saves time and resource but at the same time enhances the experience for candidates, recruiters and hiring managers. I wanted to bring this to life by looking at a very specific recruiting process area, interview scheduling. As we all know, talent acquisition has many nuances, and generic scheduling automation tools can often create more work than they save and damage the candidate experience. So how should we automate and what are the real benefits of doing it properly To help answer this question my guests this week are Adam Bird CEO and Co-Founder of scheduling platform Cronofy and Jon Eyers founder of tech recruitment company Harvey Thomas. In the interview, we discuss:    ▪   Automating interview scheduling in a smart way    ▪   Improving the candidate, recruiters and hiring manager experience    ▪   Factoring recruiting nuances into automation    ▪   Reducing friction to save time and increase value    ▪   Remembering what humans are good at and recognising what computers are good at    ▪   The future of recruiting automation     Subscribe to this podcast in Apple Podcasts Fri, 15 Jan 2021 20:23:00 -0000 Getting Automation Right full 326 Matt Alder Adam Bird CEO and Co-Founder of Cronofy and Jon Eyers founder of Harvey Thomas talk to Matt Alder Recruiting Automation will be a topic we explore in a lot of detail over this coming year. The key to any automation strategy is removing friction in a way that saves time and resource but at the same time enhances the experience for candidates, recruiters and hiring managers. I wanted to bring this to life by looking at a very specific recruiting process area, interview scheduling. As we all know, talent acquisition has many nuances, and generic scheduling automation tools can often create more work than they save and damage the candidate experience. So how should we automate and what are the real benefits of doing it properly To help answer this question my guests this week are Adam Bird CEO and Co-Founder of scheduling platform Cronofy and Jon Eyers founder of tech recruitment company Harvey Thomas. In the interview, we discuss:    ▪   Automating interview scheduling in a smart way    ▪   Improving the candidate, recruiters and hiring manager experience    ▪   Factoring recruiting nuances into automation    ▪   Reducing friction to save time and increase value    ▪   Remembering what humans are good at and recognising what computers are good at    ▪   The future of recruiting automation     Subscribe to this podcast in Apple Podcasts Recruiting Automation will be a topic we explore in a lot of detail over this coming year. The key to any automation strategy is removing friction in a way that saves time and resource but at the same time enhances the experience for candidates, recruiters and hiring managers. I wanted to bring this to life by looking at a very specific recruiting process area, interview scheduling.


As we all know, talent acquisition has many nuances, and generic scheduling automation tools can often create more work than they save and damage the candidate experience. So how should we automate and what are the real benefits of doing it properly


To help answer this question my guests this week are Adam Bird CEO and Co-Founder of scheduling platform Cronofy and Jon Eyers founder of tech recruitment company Harvey Thomas.


In the interview, we discuss:


   ▪   Automating interview scheduling in a smart way


   ▪   Improving the candidate, recruiters and hiring manager experience


   ▪   Factoring recruiting nuances into automation


   ▪   Reducing friction to save time and increase value


   ▪   Remembering what humans are good at and recognising what computers are good at


   ▪   The future of recruiting automation

   


Subscribe to this podcast in Apple Podcasts

]]> 1450 no Round Up: New Year 2021 https://www.recruitingfuture.com/ In this short episode, Matt reflects on the past 12 months and looks forward into 2021. Episodes Mentioned in this Round Up: Ep 321: The End Of Jobs Ep 32: Better Recruitment marketing Please help make the podcast better, fill in the audience survey. Subscribe to this podcast in Apple Podcasts Wed, 13 Jan 2021 22:10:00 -0000 Round Up: New Year 2021 full Matt Alder In this short episode, Matt reflects on the past 12 months and looks forward into 2021. In this short episode, Matt reflects on the past 12 months and looks forward into 2021. Episodes Mentioned in this Round Up: Ep 321: The End Of Jobs Ep 32: Better Recruitment marketing Please help make the podcast better, fill in the audience survey. Subscribe to this podcast in Apple Podcasts In this short episode, Matt reflects on the past 12 months and looks forward into 2021.


Episodes Mentioned in this Round Up:


Ep 321: The End Of Jobs


Ep 32: Better Recruitment marketing


Please help make the podcast better, fill in the audience survey.


Subscribe to this podcast in Apple Podcasts

]]> 444 no Ep 325: Recruiting Leaders https://www.recruitingfuture.com/ Recruiting at the C-Level presents some unique challenges, perhaps the most prominent being the long-standing inequality of the number of women hired at board level. The sudden move to remote recruiting has also significantly disrupted executive search's traditional high touch candidate experience. My guest this week is Venesa Klein, a partner at international search firm Calibre One. Venessa worked as an in house recruiter earlier in her career and has some valuable knowledge and insights to share on the current challenges in executive recruiting and the drive for more equality in the C-Suite. In the interview, we discuss:    ▪   Building an effective in house executive recruiting team    ▪   How high touch candidate experience has adapted to remote    ▪   Is female representation in the C-Suite improving and what are the key issues    ▪   Why internal career pathing is critical to equity at the top    ▪   Being inclusive    ▪   How has 2020 changed the market    ▪   The value of the CHRO Subscribe to this podcast in Apple Podcasts Wed, 23 Dec 2020 14:56:00 -0000 Recruiting Leaders full 325 Matt Alder Venesa Klein, partner at Calibre One, talks to Matt Alder Recruiting at the C-Level presents some unique challenges, perhaps the most prominent being the long-standing inequality of the number of women hired at board level. The sudden move to remote recruiting has also significantly disrupted executive search's traditional high touch candidate experience. My guest this week is Venesa Klein, a partner at international search firm Calibre One. Venessa worked as an in house recruiter earlier in her career and has some valuable knowledge and insights to share on the current challenges in executive recruiting and the drive for more equality in the C-Suite. In the interview, we discuss:    ▪   Building an effective in house executive recruiting team    ▪   How high touch candidate experience has adapted to remote    ▪   Is female representation in the C-Suite improving and what are the key issues    ▪   Why internal career pathing is critical to equity at the top    ▪   Being inclusive    ▪   How has 2020 changed the market    ▪   The value of the CHRO Subscribe to this podcast in Apple Podcasts Recruiting at the C-Level presents some unique challenges, perhaps the most prominent being the long-standing inequality of the number of women hired at board level. The sudden move to remote recruiting has also significantly disrupted executive search's traditional high touch candidate experience.


My guest this week is Venesa Klein, a partner at international search firm Calibre One. Venessa worked as an in house recruiter earlier in her career and has some valuable knowledge and insights to share on the current challenges in executive recruiting and the drive for more equality in the C-Suite.


In the interview, we discuss:


   ▪   Building an effective in house executive recruiting team


   ▪   How high touch candidate experience has adapted to remote


   ▪   Is female representation in the C-Suite improving and what are the key issues


   ▪   Why internal career pathing is critical to equity at the top


   ▪   Being inclusive


   ▪   How has 2020 changed the market


   ▪   The value of the CHRO



Subscribe to this podcast in Apple Podcasts

]]> 1199 no Ep 324: Better Recruitment Marketing https://www.recruitingfuture.com/ I've been involved in recruitment marketing and employer brand for a couple of decades now. I've consistently felt that although there is some outstanding work in this space, the overall quality of output is not as good as it could be. So how can we fix this and who can we learn from to make things better? My guest this week is Nick Thompson, Global Talent Marketing Team Manager at IBM. Nick and the teams that he has worked with have done some brilliant work in recruitment marketing and employer branding in the last few years and have developed ways of working that everyone can learn from In the interview, we discuss:    ▪   How can talent acquisition step up the quality of recruitment marketing and employer branding    ▪   Judging recruitment marketing against other types of marketing.    ▪   Effective methodologies and processes    ▪   Failing fast and iterating    ▪   Understanding your audience    ▪   Giving employees a voice    ▪   The role of technology    ▪   Thoughts and predictions for the future Subscribe to this podcast in Apple Podcast Tue, 22 Dec 2020 22:14:00 -0000 Better Recruitment Marketing full 324 Matt Alder Nick Thompson, Global Talent Marketing Team Manager at IBM talks to Matt Alder I've been involved in recruitment marketing and employer brand for a couple of decades now. I've consistently felt that although there is some outstanding work in this space, the overall quality of output is not as good as it could be. So how can we fix this and who can we learn from to make things better? My guest this week is Nick Thompson, Global Talent Marketing Team Manager at IBM. Nick and the teams that he has worked with have done some brilliant work in recruitment marketing and employer branding in the last few years and have developed ways of working that everyone can learn from In the interview, we discuss:    ▪   How can talent acquisition step up the quality of recruitment marketing and employer branding    ▪   Judging recruitment marketing against other types of marketing.    ▪   Effective methodologies and processes    ▪   Failing fast and iterating    ▪   Understanding your audience    ▪   Giving employees a voice    ▪   The role of technology    ▪   Thoughts and predictions for the future Subscribe to this podcast in Apple Podcast I've been involved in recruitment marketing and employer brand for a couple of decades now. I've consistently felt that although there is some outstanding work in this space, the overall quality of output is not as good as it could be. So how can we fix this and who can we learn from to make things better?


My guest this week is Nick Thompson, Global Talent Marketing Team Manager at IBM. Nick and the teams that he has worked with have done some brilliant work in recruitment marketing and employer branding in the last few years and have developed ways of working that everyone can learn from


In the interview, we discuss:


   ▪   How can talent acquisition step up the quality of recruitment marketing and employer branding


   ▪   Judging recruitment marketing against other types of marketing.


   ▪   Effective methodologies and processes


   ▪   Failing fast and iterating


   ▪   Understanding your audience


   ▪   Giving employees a voice


   ▪   The role of technology


   ▪   Thoughts and predictions for the future



Subscribe to this podcast in Apple Podcast

]]> 1848 no Ep 323: Solving Talent Challenges https://www.recruitingfuture.com/ The past nine months have thrown up multiple challenges for talent acquisition leaders. While technology isn't ever the whole answer, it has been interesting to see how employers have been using emerging recruiting technologies to help address the unique problems 2020 has created. My guest this week is Michael Watson, Senior Director of Talent Transformation Advisory at Eightfold.ai. Michael has previously been a TA Leader and some great insights to share in terms of driving practical value from AI technology. In the interview, we discuss:    ▪   The current challenges for talent acquisition    ▪   Using technology to separate the signal from the noise    ▪   What value does AI bring to talent acquisition?    ▪   Using technology to reduce bias    ▪   Enhancing human interaction by automating repeatable tasks    ▪   Mobility and retention    ▪   Building meaningful engagement    ▪   What's next for recruiting technology Subscribe to this podcast in Apple Podcasts Fri, 18 Dec 2020 17:01:00 -0000 Solving Talent Challenges full 323 Matt Alder Michael Watson, Senior Director of Talent Transformation Advisory at Eightfold talks to Matt Alder The past nine months have thrown up multiple challenges for talent acquisition leaders. While technology isn't ever the whole answer, it has been interesting to see how employers have been using emerging recruiting technologies to help address the unique problems 2020 has created. My guest this week is Michael Watson, Senior Director of Talent Transformation Advisory at Eightfold.ai. Michael has previously been a TA Leader and some great insights to share in terms of driving practical value from AI technology. In the interview, we discuss:    ▪   The current challenges for talent acquisition    ▪   Using technology to separate the signal from the noise    ▪   What value does AI bring to talent acquisition?    ▪   Using technology to reduce bias    ▪   Enhancing human interaction by automating repeatable tasks    ▪   Mobility and retention    ▪   Building meaningful engagement    ▪   What's next for recruiting technology Subscribe to this podcast in Apple Podcasts The past nine months have thrown up multiple challenges for talent acquisition leaders. While technology isn't ever the whole answer, it has been interesting to see how employers have been using emerging recruiting technologies to help address the unique problems 2020 has created.


My guest this week is Michael Watson, Senior Director of Talent Transformation Advisory at Eightfold.ai. Michael has previously been a TA Leader and some great insights to share in terms of driving practical value from AI technology.


In the interview, we discuss:


   ▪   The current challenges for talent acquisition


   ▪   Using technology to separate the signal from the noise


   ▪   What value does AI bring to talent acquisition?


   ▪   Using technology to reduce bias


   ▪   Enhancing human interaction by automating repeatable tasks


   ▪   Mobility and retention


   ▪   Building meaningful engagement


   ▪   What's next for recruiting technology



Subscribe to this podcast in Apple Podcasts


]]> 1475 no Ep 322: The Transformation Of Careers Sites https://www.recruitingfuture.com/ Careers Sites continue to be a much-neglected aspect of recruitment marketing. The fact that they receive so little attention has always been a pet hate of mine. Careers Sites are critical. They are also being required to do more heavy lifting than ever before, with the ever-increasing levels of interest employers are getting in their open jobs, ongoing talent shortages in specific markets and the need to showcase effective, authentic employer brands. So what can employers do to make their careers sites fit for purpose? My guest this week is Bas Van de Haterd, a consultant and leading global expert on careers site. Bas publishes some annual research in this area and has some hugely valuable insights to share. In the interview, we discuss:    ▪   How the market has developed    ▪   What makes a good careers site    ▪   The importance of total experience    ▪   Why you shouldn't let your ATS dictate your application experience    ▪   Careers Site Systems and middleware    ▪   Who is doing this well?    ▪   What to focus on first    ▪   The future of careers sites Subscribe to this podcast in Apple Podcasts Thu, 17 Dec 2020 17:28:00 -0000 The Transformation Of Careers Sites full 322 Matt Alder Bas Van de Haterd talks to Matt Alder Careers Sites continue to be a much-neglected aspect of recruitment marketing. The fact that they receive so little attention has always been a pet hate of mine. Careers Sites are critical. They are also being required to do more heavy lifting than ever before, with the ever-increasing levels of interest employers are getting in their open jobs, ongoing talent shortages in specific markets and the need to showcase effective, authentic employer brands. So what can employers do to make their careers sites fit for purpose? My guest this week is Bas Van de Haterd, a consultant and leading global expert on careers site. Bas publishes some annual research in this area and has some hugely valuable insights to share. In the interview, we discuss:    ▪   How the market has developed    ▪   What makes a good careers site    ▪   The importance of total experience    ▪   Why you shouldn't let your ATS dictate your application experience    ▪   Careers Site Systems and middleware    ▪   Who is doing this well?    ▪   What to focus on first    ▪   The future of careers sites Subscribe to this podcast in Apple Podcasts Careers Sites continue to be a much-neglected aspect of recruitment marketing. The fact that they receive so little attention has always been a pet hate of mine. Careers Sites are critical. They are also being required to do more heavy lifting than ever before, with the ever-increasing levels of interest employers are getting in their open jobs, ongoing talent shortages in specific markets and the need to showcase effective, authentic employer brands.


So what can employers do to make their careers sites fit for purpose? My guest this week is Bas Van de Haterd, a consultant and leading global expert on careers site. Bas publishes some annual research in this area and has some hugely valuable insights to share.


In the interview, we discuss:


   ▪   How the market has developed


   ▪   What makes a good careers site


   ▪   The importance of total experience


   ▪   Why you shouldn't let your ATS dictate your application experience


   ▪   Careers Site Systems and middleware


   ▪   Who is doing this well?


   ▪   What to focus on first


   ▪   The future of careers sites


Subscribe to this podcast in Apple Podcasts

]]> 1549 no Ep 321: The End Of Jobs https://www.recruitingfuture.com/ The Future Of Work has always been a popular topic on this podcast; however, it is also a topic that needs some serious recalibration in light of the events of 2020. Remote working, flexible working and automation are just three of many areas that have seen an utterly unpredicted acceleration in the last few months. So what does the future of work now look like and how should talent acquisition leaders be preparing for it? My guest this week is Jeff Wald, serial entrepreneur and co-founder of WorkMarket. Jeff has recently published a brilliant book on the future of work which is based on historical analysis and robust data. I have to say that this is one of my favourite ever conservations that I had on this topic. It's a must-listen. In the interview, we discuss:    ▪   Why Jeff wrote his book    ▪   How to learn from past historical shifts in work and jobs    ▪   Fluid always-on work from anywhere jobs and the pressures that come with them.    ▪   Remote work versus flexible work    ▪   What is an agile corporation?    ▪   Technology, automation and the future of jobs    ▪   What do talent acquisition leaders need to be doing right now?    ▪   The Future Of Work Prize    ▪   What does the near term future of work look like Subscribe this podcast in Apple Podcasts Fri, 11 Dec 2020 12:22:00 -0000 The End Of Jobs full 321 Matt Alder Jeff Wald, serial entrepreneur and co-founder of WorkMarket talks to Matt Alder The Future Of Work has always been a popular topic on this podcast; however, it is also a topic that needs some serious recalibration in light of the events of 2020. Remote working, flexible working and automation are just three of many areas that have seen an utterly unpredicted acceleration in the last few months. So what does the future of work now look like and how should talent acquisition leaders be preparing for it? My guest this week is Jeff Wald, serial entrepreneur and co-founder of WorkMarket. Jeff has recently published a brilliant book on the future of work which is based on historical analysis and robust data. I have to say that this is one of my favourite ever conservations that I had on this topic. It's a must-listen. In the interview, we discuss:    ▪   Why Jeff wrote his book    ▪   How to learn from past historical shifts in work and jobs    ▪   Fluid always-on work from anywhere jobs and the pressures that come with them.    ▪   Remote work versus flexible work    ▪   What is an agile corporation?    ▪   Technology, automation and the future of jobs    ▪   What do talent acquisition leaders need to be doing right now?    ▪   The Future Of Work Prize    ▪   What does the near term future of work look like Subscribe this podcast in Apple Podcasts The Future Of Work has always been a popular topic on this podcast; however, it is also a topic that needs some serious recalibration in light of the events of 2020. Remote working, flexible working and automation are just three of many areas that have seen an utterly unpredicted acceleration in the last few months. So what does the future of work now look like and how should talent acquisition leaders be preparing for it?


My guest this week is Jeff Wald, serial entrepreneur and co-founder of WorkMarket. Jeff has recently published a brilliant book on the future of work which is based on historical analysis and robust data. I have to say that this is one of my favourite ever conservations that I had on this topic. It's a must-listen.


In the interview, we discuss:


   ▪   Why Jeff wrote his book


   ▪   How to learn from past historical shifts in work and jobs


   ▪   Fluid always-on work from anywhere jobs and the pressures that come with them.


   ▪   Remote work versus flexible work


   ▪   What is an agile corporation?


   ▪   Technology, automation and the future of jobs


   ▪   What do talent acquisition leaders need to be doing right now?


   ▪   The Future Of Work Prize


   ▪   What does the near term future of work look like



Subscribe this podcast in Apple Podcasts

]]> 1329 no Ep 320: Culture & Wellness https://www.recruitingfuture.com/ With work stress levels at all-time highs and remote working set to continue at scale for the foreseeable future, one of the essentials things that 2020 has given us focus on is the necessity to build and scale cultures for both productivity and wellbeing. My guest this week is Ruth Penfold, People Practice Lead at Launchpad, a start-up accelerator focused on clean energy. Ruth has helped codify culture in several high growth companies and has a personal mission to improve wellness and wellbeing at work. In the interview, we discuss:    ▪   Bringing your whole self to work    ▪   Building, codifying and scaling culture    ▪   Honesty    ▪   How cultures evolve    ▪   Co-creating the culture story with employees    ▪   Wellbeing and productivity    ▪   How leaders need to show up for themselves Subscribe to this podcast in Apple Podcasts Wed, 09 Dec 2020 22:16:00 -0000 Culture & Wellness full 320 Matt Alder Ruth Penfold, People Practice Lead at Launchpad talks to Matt Alder With work stress levels at all-time highs and remote working set to continue at scale for the foreseeable future, one of the essentials things that 2020 has given us focus on is the necessity to build and scale cultures for both productivity and wellbeing. My guest this week is Ruth Penfold, People Practice Lead at Launchpad, a start-up accelerator focused on clean energy. Ruth has helped codify culture in several high growth companies and has a personal mission to improve wellness and wellbeing at work. In the interview, we discuss:    ▪   Bringing your whole self to work    ▪   Building, codifying and scaling culture    ▪   Honesty    ▪   How cultures evolve    ▪   Co-creating the culture story with employees    ▪   Wellbeing and productivity    ▪   How leaders need to show up for themselves Subscribe to this podcast in Apple Podcasts With work stress levels at all-time highs and remote working set to continue at scale for the foreseeable future, one of the essentials things that 2020 has given us focus on is the necessity to build and scale cultures for both productivity and wellbeing.


My guest this week is Ruth Penfold, People Practice Lead at Launchpad, a start-up accelerator focused on clean energy. Ruth has helped codify culture in several high growth companies and has a personal mission to improve wellness and wellbeing at work.


In the interview, we discuss:


   ▪   Bringing your whole self to work


   ▪   Building, codifying and scaling culture


   ▪   Honesty


   ▪   How cultures evolve


   ▪   Co-creating the culture story with employees


   ▪   Wellbeing and productivity


   ▪   How leaders need to show up for themselves



Subscribe to this podcast in Apple Podcasts

]]> 2036 no Ep 319: Driving Diversity With AI https://www.recruitingfuture.com/ As employers increase their efforts to improve diversity in their hiring, there is a growing debate about the role technology can play in solving diversity challenges. It is evident that tech isn't a silver bullet here with something that is very much a human problem; however, there are certainly ways that technologies such as AI can help to identify the scale of the problem. My guest this week is Mahe Bayireddi, CEO and Co-Founder of Phenom. Mahe is a thought leader in the AI space and has some valuable insights to share on the role it can play in diversity, equity and inclusion. In the interview, we discuss:    ▪   Bias in recruiting    ▪   Why D&I issues can't be solved with AI    ▪   When AI makes things worse    ▪   How AI can create an awareness of bias that can be used to change human thought processes    ▪   Leadership, accountability and the importance of C Suite goals    ▪   Redesigning talent and reimagining work for the future Register for Phenom's IAMHR event here Subscribe to this podcast in Apple Podcasts Fri, 04 Dec 2020 13:07:00 -0000 Driving Diversity With AI full 319 Matt Alder Mahe Bayireddi, CEO and Co-Founder of Phenom talks to Matt Alder As employers increase their efforts to improve diversity in their hiring, there is a growing debate about the role technology can play in solving diversity challenges. It is evident that tech isn't a silver bullet here with something that is very much a human problem; however, there are certainly ways that technologies such as AI can help to identify the scale of the problem. My guest this week is Mahe Bayireddi, CEO and Co-Founder of Phenom. Mahe is a thought leader in the AI space and has some valuable insights to share on the role it can play in diversity, equity and inclusion. In the interview, we discuss:    ▪   Bias in recruiting    ▪   Why D&I issues can't be solved with AI    ▪   When AI makes things worse    ▪   How AI can create an awareness of bias that can be used to change human thought processes    ▪   Leadership, accountability and the importance of C Suite goals    ▪   Redesigning talent and reimagining work for the future Register for Phenom's IAMHR event here Subscribe to this podcast in Apple Podcasts As employers increase their efforts to improve diversity in their hiring, there is a growing debate about the role technology can play in solving diversity challenges. It is evident that tech isn't a silver bullet here with something that is very much a human problem; however, there are certainly ways that technologies such as AI can help to identify the scale of the problem.


My guest this week is Mahe Bayireddi, CEO and Co-Founder of Phenom. Mahe is a thought leader in the AI space and has some valuable insights to share on the role it can play in diversity, equity and inclusion.


In the interview, we discuss:


   ▪   Bias in recruiting


   ▪   Why D&I issues can't be solved with AI


   ▪   When AI makes things worse


   ▪   How AI can create an awareness of bias that can be used to change human thought processes


   ▪   Leadership, accountability and the importance of C Suite goals


   ▪   Redesigning talent and reimagining work for the future


Register for Phenom's IAMHR event here



Subscribe to this podcast in Apple Podcasts

]]> 1554 no Ep 318: Hire By Design https://www.recruitingfuture.com/ Back in May, I spoke to author Scott Berkun about Design Thinking, and we touched on some of the ways it can be used in talent acquisition. I now wanted to dig a bit deeper into some of the practicalities of this and explore the value that design thinking can bring to recruiting. My guest this week is Jodi Brandstetter, talent strategy consultant and author of the book Hire By Design. Jodi has previously worked as a Director of Talent Acquisition and has some great experience of applying design thinking to recruiting challenges. In the interview, we discuss:    ▪   The current state of the market    ▪   What is design thinking?    ▪   How can design thinking be applied to talent acquisition?    ▪   The importance of empathy    ▪   Improving the candidate experience    ▪   Journey mapping    ▪   The role of technology    ▪   What should talent acquisition leaders be doing now to prepare for the future Subscribe to this podcast in Apple Podcasts Thu, 03 Dec 2020 11:23:00 -0000 Hire By Design full 318 Matt Alder Jodi Brandstetter, talent strategy consultant and author talks to Matt Alder Back in May, I spoke to author Scott Berkun about Design Thinking, and we touched on some of the ways it can be used in talent acquisition. I now wanted to dig a bit deeper into some of the practicalities of this and explore the value that design thinking can bring to recruiting. My guest this week is Jodi Brandstetter, talent strategy consultant and author of the book Hire By Design. Jodi has previously worked as a Director of Talent Acquisition and has some great experience of applying design thinking to recruiting challenges. In the interview, we discuss:    ▪   The current state of the market    ▪   What is design thinking?    ▪   How can design thinking be applied to talent acquisition?    ▪   The importance of empathy    ▪   Improving the candidate experience    ▪   Journey mapping    ▪   The role of technology    ▪   What should talent acquisition leaders be doing now to prepare for the future Subscribe to this podcast in Apple Podcasts Back in May, I spoke to author Scott Berkun about Design Thinking, and we touched on some of the ways it can be used in talent acquisition. I now wanted to dig a bit deeper into some of the practicalities of this and explore the value that design thinking can bring to recruiting.


My guest this week is Jodi Brandstetter, talent strategy consultant and author of the book Hire By Design. Jodi has previously worked as a Director of Talent Acquisition and has some great experience of applying design thinking to recruiting challenges.


In the interview, we discuss:


   ▪   The current state of the market


   ▪   What is design thinking?


   ▪   How can design thinking be applied to talent acquisition?


   ▪   The importance of empathy


   ▪   Improving the candidate experience


   ▪   Journey mapping


   ▪   The role of technology


   ▪   What should talent acquisition leaders be doing now to prepare for the future



Subscribe to this podcast in Apple Podcasts


]]> 1310 no Ep 317: Employee Burnout To say that 2020 has been a tough year would be somewhat of an understatement. The health and economic challenges have put massive pressure on everyone and changed working life dramatically. Unsurprisingly some recent research from employee engagement specialists Glint reports a 33% rise in employees reporting burnout. So what can employers do to deal with this burnout crisis and what support are employees asking for? To answer these questions and talk about their research, my guest this week is Steven Buck, Head of People Science at Glint. In the interview, we discuss:    ▪   What is employee burnout?    ▪   The decline in connectedness and belonging    ▪   What can employers do to help?    ▪   No one size fits all solutions.    ▪   Wellbeing and work/life balance    ▪   Building habits around conversations fed by good data.    ▪   What is the role of HR Technology? Subscribe to this podcast in Apple Podcasts Fri, 27 Nov 2020 16:17:00 -0000 Employee Burnout full 317 Matt Alder Steven Buck, Head of People Science at Glint talks to Matt Alder To say that 2020 has been a tough year would be somewhat of an understatement. The health and economic challenges have put massive pressure on everyone and changed working life dramatically. Unsurprisingly some recent research from employee engagement specialists Glint reports a 33% rise in employees reporting burnout. So what can employers do to deal with this burnout crisis and what support are employees asking for? To answer these questions and talk about their research, my guest this week is Steven Buck, Head of People Science at Glint. In the interview, we discuss:    ▪   What is employee burnout?    ▪   The decline in connectedness and belonging    ▪   What can employers do to help?    ▪   No one size fits all solutions.    ▪   Wellbeing and work/life balance    ▪   Building habits around conversations fed by good data.    ▪   What is the role of HR Technology? Subscribe to this podcast in Apple Podcasts To say that 2020 has been a tough year would be somewhat of an understatement. The health and economic challenges have put massive pressure on everyone and changed working life dramatically. Unsurprisingly some recent research from employee engagement specialists Glint reports a 33% rise in employees reporting burnout.


So what can employers do to deal with this burnout crisis and what support are employees asking for? To answer these questions and talk about their research, my guest this week is Steven Buck, Head of People Science at Glint.


In the interview, we discuss:


   ▪   What is employee burnout?


   ▪   The decline in connectedness and belonging


   ▪   What can employers do to help?


   ▪   No one size fits all solutions.


   ▪   Wellbeing and work/life balance


   ▪   Building habits around conversations fed by good data.


   ▪   What is the role of HR Technology?



Subscribe to this podcast in Apple Podcasts


]]> 1221 no Ep 316: Recruiting Utopia https://www.recruitingfuture.com/ Recruiting transformations are currently underway in many companies to solve both the problems of the present and create a vision of the future. Change is tough, and it's always good to hear from talent acquisitions leaders who have been successful in innovating their company's approach to recruiting. My guest this week is Trent Cotton, Director of Talent Acquisition at BBVA.  Trent has successful transformed BBVA's approach to talent acquisition with the heavy influence of agile methodology and design thinking. He is now seeking Recruiting Utopia and has the vision to get there. This is a must-listen interview for everyone. In the interview, we discuss:    ▪   Adopting Agile and Design Thinking in talent acquisition    ▪   The development of Sprint Recruiting    ▪   Priorities and feedback loops    ▪   The four principles of Sprint Recruiting    ▪   WIP limits on candidate submissions    ▪   Managing the change    ▪   The role of recruiting technology    ▪   What is Recruiting Utopia and how might we get there Subscribe to this podcast in Apple Podcasts Thu, 26 Nov 2020 14:30:00 -0000 Recruiting Utopia full 316 Matt Alder Trent Cotton, Director of Talent Acquisition at BBVA, talks to Matt Alder Recruiting transformations are currently underway in many companies to solve both the problems of the present and create a vision of the future. Change is tough, and it's always good to hear from talent acquisitions leaders who have been successful in innovating their company's approach to recruiting. My guest this week is Trent Cotton, Director of Talent Acquisition at BBVA.  Trent has successful transformed BBVA's approach to talent acquisition with the heavy influence of agile methodology and design thinking. He is now seeking Recruiting Utopia and has the vision to get there. This is a must-listen interview for everyone. In the interview, we discuss:    ▪   Adopting Agile and Design Thinking in talent acquisition    ▪   The development of Sprint Recruiting    ▪   Priorities and feedback loops    ▪   The four principles of Sprint Recruiting    ▪   WIP limits on candidate submissions    ▪   Managing the change    ▪   The role of recruiting technology    ▪   What is Recruiting Utopia and how might we get there Subscribe to this podcast in Apple Podcasts Recruiting transformations are currently underway in many companies to solve both the problems of the present and create a vision of the future. Change is tough, and it's always good to hear from talent acquisitions leaders who have been successful in innovating their company's approach to recruiting.


My guest this week is Trent Cotton, Director of Talent Acquisition at BBVA.  Trent has successful transformed BBVA's approach to talent acquisition with the heavy influence of agile methodology and design thinking. He is now seeking Recruiting Utopia and has the vision to get there. This is a must-listen interview for everyone.


In the interview, we discuss:


   ▪   Adopting Agile and Design Thinking in talent acquisition


   ▪   The development of Sprint Recruiting


   ▪   Priorities and feedback loops


   ▪   The four principles of Sprint Recruiting


   ▪   WIP limits on candidate submissions


   ▪   Managing the change


   ▪   The role of recruiting technology


   ▪   What is Recruiting Utopia and how might we get there



Subscribe to this podcast in Apple Podcasts

]]> 2184 no Ep 315: Employer Branding Trends https://www.recruitingfuture.com/ Employer Branding, it's a been a topic we've mentioned in passing a lot on the show this year, but unusually we haven't done a deep dive into it for a quite a while. So what are the current trends in employer branding, how are the events of this dystopian year shaping what employers are doing and what should employer brand strategies for the future look like? My guest this week is the perfect person to answer all of these questions. David Thompson is a highly experienced employer brand consultant and the founder of Employer Branding Made Easy. Keep listening to hear his thoughts on the present state and future direction of employer branding. In the interview, we discuss:    ▪   Employer brand trends that are being accelerated by the pandemic    ▪   Three key areas where employer brand is now having an impact    ▪   The importance of great stories and how to tell them    ▪   Keeping employees engaged by strengthening emotional ties    ▪   Managing reputation    ▪   Where should employer brand sit within organisations?    ▪   Do we overcomplicate employer brand?    ▪   How should employers be shaping their employer brand strategies for the future? Subscribe to this podcast in Apple Podcasts Tue, 24 Nov 2020 20:06:00 -0000 Employer Branding Trends full 315 Matt Alder Employer Brand Consultant David Thompson talks to Matt Alder Employer Branding, it's a been a topic we've mentioned in passing a lot on the show this year, but unusually we haven't done a deep dive into it for a quite a while. So what are the current trends in employer branding, how are the events of this dystopian year shaping what employers are doing and what should employer brand strategies for the future look like? My guest this week is the perfect person to answer all of these questions. David Thompson is a highly experienced employer brand consultant and the founder of Employer Branding Made Easy. Keep listening to hear his thoughts on the present state and future direction of employer branding. In the interview, we discuss:    ▪   Employer brand trends that are being accelerated by the pandemic    ▪   Three key areas where employer brand is now having an impact    ▪   The importance of great stories and how to tell them    ▪   Keeping employees engaged by strengthening emotional ties    ▪   Managing reputation    ▪   Where should employer brand sit within organisations?    ▪   Do we overcomplicate employer brand?    ▪   How should employers be shaping their employer brand strategies for the future? Subscribe to this podcast in Apple Podcasts Employer Branding, it's a been a topic we've mentioned in passing a lot on the show this year, but unusually we haven't done a deep dive into it for a quite a while. So what are the current trends in employer branding, how are the events of this dystopian year shaping what employers are doing and what should employer brand strategies for the future look like?


My guest this week is the perfect person to answer all of these questions. David Thompson is a highly experienced employer brand consultant and the founder of Employer Branding Made Easy. Keep listening to hear his thoughts on the present state and future direction of employer branding.


In the interview, we discuss:


   ▪   Employer brand trends that are being accelerated by the pandemic


   ▪   Three key areas where employer brand is now having an impact


   ▪   The importance of great stories and how to tell them


   ▪   Keeping employees engaged by strengthening emotional ties


   ▪   Managing reputation


   ▪   Where should employer brand sit within organisations?


   ▪   Do we overcomplicate employer brand?


   ▪   How should employers be shaping their employer brand strategies for the future?



Subscribe to this podcast in Apple Podcasts


]]> 1554 no Ep 314: Recruiting Unbound https://www.recruitingfuture.com/ The changing relationship between talent acquisition and talent management is something we've been talking about a lot in 2020. With accelerated digital transformation causing a skill crisis for many employers, the role of learning across the talent acquisition journey is increasingly important. Upskilling recruiters and hiring managers is an obvious part of this, but what about the potential for employers to use digital learning systems to upskill talent pools of potential hires. To explore this in more detail, my guest this week is Peter Gold, Manager of Recruiting Solutions EMEA for Cornerstone On Demand. Cornerstone is doing some pioneering work in this area, and with over 30 years of experience in recruiting, Peter has a lot of insights to share. In the interview, we discuss:    ▪   Recruiting resilience    ▪   The changing relationship between skills and talent acquisition    ▪   Skills matching and gap analysis via machine learning    ▪   Upskilling talent pools    ▪   Moving to a buy and build model of talent acquisition    ▪   Providing learning content on a limited budget    ▪   Hiring Heroes    ▪   Predictions for the future of talent acquisition Subscribe to this podcast in Apple Podcasts Fri, 20 Nov 2020 14:27:00 -0000 Recruiting Unbound full 314 Matt Alder Peter Gold, Manager of Recruiting Solutions EMEA for Cornerstone On Demand talks to Matt Alder The changing relationship between talent acquisition and talent management is something we've been talking about a lot in 2020. With accelerated digital transformation causing a skill crisis for many employers, the role of learning across the talent acquisition journey is increasingly important. Upskilling recruiters and hiring managers is an obvious part of this, but what about the potential for employers to use digital learning systems to upskill talent pools of potential hires. To explore this in more detail, my guest this week is Peter Gold, Manager of Recruiting Solutions EMEA for Cornerstone On Demand. Cornerstone is doing some pioneering work in this area, and with over 30 years of experience in recruiting, Peter has a lot of insights to share. In the interview, we discuss:    ▪   Recruiting resilience    ▪   The changing relationship between skills and talent acquisition    ▪   Skills matching and gap analysis via machine learning    ▪   Upskilling talent pools    ▪   Moving to a buy and build model of talent acquisition    ▪   Providing learning content on a limited budget    ▪   Hiring Heroes    ▪   Predictions for the future of talent acquisition Subscribe to this podcast in Apple Podcasts The changing relationship between talent acquisition and talent management is something we've been talking about a lot in 2020. With accelerated digital transformation causing a skill crisis for many employers, the role of learning across the talent acquisition journey is increasingly important. Upskilling recruiters and hiring managers is an obvious part of this, but what about the potential for employers to use digital learning systems to upskill talent pools of potential hires.


To explore this in more detail, my guest this week is Peter Gold, Manager of Recruiting Solutions EMEA for Cornerstone On Demand. Cornerstone is doing some pioneering work in this area, and with over 30 years of experience in recruiting, Peter has a lot of insights to share.


In the interview, we discuss:


   ▪   Recruiting resilience


   ▪   The changing relationship between skills and talent acquisition


   ▪   Skills matching and gap analysis via machine learning


   ▪   Upskilling talent pools


   ▪   Moving to a buy and build model of talent acquisition


   ▪   Providing learning content on a limited budget


   ▪   Hiring Heroes


   ▪   Predictions for the future of talent acquisition


Subscribe to this podcast in Apple Podcasts

]]> 1323 no Ep 313: Are You AI Ready? https://www.recruitingfuture.com/ The world of work has changed more this year than any of us could have ever imagined back in January. However in the all the discussion around working from home the future of flexible working we are often not taking into account the radical changes that technology and Artificial Intelligence will bring to jobs and the workplace over the next few years. The implications for talent acquisition and talent management are enormous as companies will need to continuously find and develop new skills as well as managing the evolving relationship between humans and ever more intelligent machines. My guest this week is Amanda Fajak, Executive Director at Walking The Talk. Walking the Talk have recently published some research on employers cultural readiness for the transformations AI will drive, and Amanda has some interesting insights, and actionable advice to share In the interview, we discuss:    ▪   What changes is AI driving for companies and workplaces?    ▪   Digitization versus Digital Transformation    ▪   The dangers of compartmentalization    ▪   Relationship between humans and AI    ▪   What role should an employer play in someone's career?    ▪   Transforming and shaping skills    ▪   Why talent acquisition needs to play catch up    ▪   The importance of caring and the implications for leadership     Download the report - “Is your culture Digital & AI-ready?”     Subscribe to this podcast in Apple Podcasts Wed, 18 Nov 2020 21:39:00 -0000 Are You AI Ready full 313 Matt Alder Amanda Fajak, Executive Director at Walking The Talk, talks to Matt Alder The world of work has changed more this year than any of us could have ever imagined back in January. However in the all the discussion around working from home the future of flexible working we are often not taking into account the radical changes that technology and Artificial Intelligence will bring to jobs and the workplace over the next few years. The implications for talent acquisition and talent management are enormous as companies will need to continuously find and develop new skills as well as managing the evolving relationship between humans and ever more intelligent machines. My guest this week is Amanda Fajak, Executive Director at Walking The Talk. Walking the Talk have recently published some research on employers cultural readiness for the transformations AI will drive, and Amanda has some interesting insights, and actionable advice to share In the interview, we discuss:    ▪   What changes is AI driving for companies and workplaces?    ▪   Digitization versus Digital Transformation    ▪   The dangers of compartmentalization    ▪   Relationship between humans and AI    ▪   What role should an employer play in someone's career?    ▪   Transforming and shaping skills    ▪   Why talent acquisition needs to play catch up    ▪   The importance of caring and the implications for leadership     Download the report - “Is your culture Digital & AI-ready?”     Subscribe to this podcast in Apple Podcasts The world of work has changed more this year than any of us could have ever imagined back in January. However in the all the discussion around working from home the future of flexible working we are often not taking into account the radical changes that technology and Artificial Intelligence will bring to jobs and the workplace over the next few years.


The implications for talent acquisition and talent management are enormous as companies will need to continuously find and develop new skills as well as managing the evolving relationship between humans and ever more intelligent machines.


My guest this week is Amanda Fajak, Executive Director at Walking The Talk. Walking the Talk have recently published some research on employers cultural readiness for the transformations AI will drive, and Amanda has some interesting insights, and actionable advice to share


In the interview, we discuss:


   ▪   What changes is AI driving for companies and workplaces?


   ▪   Digitization versus Digital Transformation


   ▪   The dangers of compartmentalization


   ▪   Relationship between humans and AI


   ▪   What role should an employer play in someone's career?


   ▪   Transforming and shaping skills


   ▪   Why talent acquisition needs to play catch up


   ▪   The importance of caring and the implications for leadership


    Download the report - “Is your culture Digital & AI-ready?”

   


Subscribe to this podcast in Apple Podcasts

]]> 1255 no Ep 312: Rethinking Recruitment Marketing https://www.recruitingfuture.com/ In my opinion, one of the most significant changes we are likely to see in Talent Acquisition next year is a rethinking of recruitment marketing. Programmatic advertising, career site systems and a sophisticated foundation of data and analytics are all going to part of this change. So what should talent acquisition leaders be considering in their recruitment marketing strategies and what changes in talent markets are marketing data currently showing us? My guest this week is Chris Forman, CEO of Appcast. Appcast has access to a vast dataset that gives them a unique view of global recruitment marketing efficacy, and Chris has some incredibly valuable insights to share. In our conversation, we discuss:    •   Definitions of programmatic advertising    •   What is the data telling us about current labour market trends?    •   The new focus of the war for talent    •   What does effective recruitment marketing look like    •   The number one signal of recruitment marketing success    •   How employers can increase their application conversion rates    •   Short-form and native apply assisted applications.    •   Evolving content strategies    •   Language, diversity and inclusion    •   Authentic, impactful video    •   What do the next 18 months have in store for talent acquisition? Subscribe to this podcast in Apple Podcasts Fri, 13 Nov 2020 11:24:00 -0000 Rethinking Recruitment Marketing full 312 Matt Alder Chris Forman, CEO of Appcast, talks to Matt Alder In my opinion, one of the most significant changes we are likely to see in Talent Acquisition next year is a rethinking of recruitment marketing. Programmatic advertising, career site systems and a sophisticated foundation of data and analytics are all going to part of this change. So what should talent acquisition leaders be considering in their recruitment marketing strategies and what changes in talent markets are marketing data currently showing us? My guest this week is Chris Forman, CEO of Appcast. Appcast has access to a vast dataset that gives them a unique view of global recruitment marketing efficacy, and Chris has some incredibly valuable insights to share. In our conversation, we discuss:    •   Definitions of programmatic advertising    •   What is the data telling us about current labour market trends?    •   The new focus of the war for talent    •   What does effective recruitment marketing look like    •   The number one signal of recruitment marketing success    •   How employers can increase their application conversion rates    •   Short-form and native apply assisted applications.    •   Evolving content strategies    •   Language, diversity and inclusion    •   Authentic, impactful video    •   What do the next 18 months have in store for talent acquisition? Subscribe to this podcast in Apple Podcasts In my opinion, one of the most significant changes we are likely to see in Talent Acquisition next year is a rethinking of recruitment marketing. Programmatic advertising, career site systems and a sophisticated foundation of data and analytics are all going to part of this change.


So what should talent acquisition leaders be considering in their recruitment marketing strategies and what changes in talent markets are marketing data currently showing us?


My guest this week is Chris Forman, CEO of Appcast. Appcast has access to a vast dataset that gives them a unique view of global recruitment marketing efficacy, and Chris has some incredibly valuable insights to share.


In our conversation, we discuss:


   •   Definitions of programmatic advertising


   •   What is the data telling us about current labour market trends?


   •   The new focus of the war for talent


   •   What does effective recruitment marketing look like


   •   The number one signal of recruitment marketing success


   •   How employers can increase their application conversion rates


   •   Short-form and native apply assisted applications.


   •   Evolving content strategies


   •   Language, diversity and inclusion


   •   Authentic, impactful video


   •   What do the next 18 months have in store for talent acquisition?



Subscribe to this podcast in Apple Podcasts

]]> 1692 no Ep 311: Authentic Diversity https://www.recruitingfuture.com/ 2020 has seen more focus than ever before on diversity, equity and inclusion. Despite this though many employers are still struggling to make tangible progress in these areas. So why are diversity strategies failing and how should companies be changing their thinking. To help answer this question based on her considerable experience and expertise in organisational diversity, my guest this week is Michelle Silverthorn, CEO of Inclusion Nation and author of the book "Authentic Diversity". In the interview, we discuss:    •   Michelle's backstory and the reasons she wrote her book    •   Why the old rules of diversity don't work    •   The problems with "just making the business case."    •   Talking about race    •   Being comprehensive with diversity data    •   The importance of prioritising, establishing goals and taking bold actions    •   Vital accountability    •   Inclusivity and allowing differences to shine    •   Michelle's very powerful personal story about empathy and community Subscribe to this podcast in Apple Podcasts Thu, 12 Nov 2020 23:49:51 -0000 Authentic Diversity full 311 Matt Alder Michelle Silverthorn, CEO of Inclusion Nation and author of the book "Authentic Diversity" talks to Matt Alder 2020 has seen more focus than ever before on diversity, equity and inclusion. Despite this though many employers are still struggling to make tangible progress in these areas. So why are diversity strategies failing and how should companies be changing their thinking. To help answer this question based on her considerable experience and expertise in organisational diversity, my guest this week is Michelle Silverthorn, CEO of Inclusion Nation and author of the book "Authentic Diversity". In the interview, we discuss:    •   Michelle's backstory and the reasons she wrote her book    •   Why the old rules of diversity don't work    •   The problems with "just making the business case."    •   Talking about race    •   Being comprehensive with diversity data    •   The importance of prioritising, establishing goals and taking bold actions    •   Vital accountability    •   Inclusivity and allowing differences to shine    •   Michelle's very powerful personal story about empathy and community Subscribe to this podcast in Apple Podcasts 2020 has seen more focus than ever before on diversity, equity and inclusion. Despite this though many employers are still struggling to make tangible progress in these areas. So why are diversity strategies failing and how should companies be changing their thinking.


To help answer this question based on her considerable experience and expertise in organisational diversity, my guest this week is Michelle Silverthorn, CEO of Inclusion Nation and author of the book "Authentic Diversity".


In the interview, we discuss:


   •   Michelle's backstory and the reasons she wrote her book


   •   Why the old rules of diversity don't work


   •   The problems with "just making the business case."


   •   Talking about race


   •   Being comprehensive with diversity data


   •   The importance of prioritising, establishing goals and taking bold actions


   •   Vital accountability


   •   Inclusivity and allowing differences to shine


   •   Michelle's very powerful personal story about empathy and community



Subscribe to this podcast in Apple Podcasts


]]> 1558 no Ep 310: Being Effective With Video https://www.recruitingfuture.com/ Over the last few weeks, the show has been focusing on the long term strategic changes talent acquisition leaders are making to ensure their teams are fit for purpose in 2021, and this will continue to be the theme of the podcast moving forward. However, I wanted to take a quick break from it in this episode and focus on some very practical advice. Lockdowns and remote working mean that video communications are now playing a hugely increased role in all of our lives. So how can you make sure you are presenting yourself in the best light (quite literally) and what elements of personal video production could you adopt to make sure you are effect when presenting to colleagues, candidates or customers. My guest this week is the king of professional do it yourself video production, Stephen O’Donnell. Many of you will know Stephen from the video content he creates and the excellent advice he shares. Whether you are looking to stand out on a Zoom call, use video to promote your vacancies or deliver a memorable presentation at a virtual conference, there are insights here for everyone. In the interview, we discuss:    •   Why invest time and money in personal video production?    •   The basics: cameras, sound and lighting    •   The difference in skills between presenting on stage and presenting on video    •   Using graphics and multi-camera setups    •   Standing out and having presence.    •   Harnessing video to improve quality of hire    •   Benefits and opportunities from live streaming    •   The future of face to face events Subscribe to this podcast in Apple Podcasts Fri, 06 Nov 2020 16:50:00 -0000 Being Effective With Video full 310 Matt Alder Stephen O'Donell talks to Matt Alder Over the last few weeks, the show has been focusing on the long term strategic changes talent acquisition leaders are making to ensure their teams are fit for purpose in 2021, and this will continue to be the theme of the podcast moving forward. However, I wanted to take a quick break from it in this episode and focus on some very practical advice. Lockdowns and remote working mean that video communications are now playing a hugely increased role in all of our lives. So how can you make sure you are presenting yourself in the best light (quite literally) and what elements of personal video production could you adopt to make sure you are effect when presenting to colleagues, candidates or customers. My guest this week is the king of professional do it yourself video production, Stephen O’Donnell. Many of you will know Stephen from the video content he creates and the excellent advice he shares. Whether you are looking to stand out on a Zoom call, use video to promote your vacancies or deliver a memorable presentation at a virtual conference, there are insights here for everyone. In the interview, we discuss:    •   Why invest time and money in personal video production?    •   The basics: cameras, sound and lighting    •   The difference in skills between presenting on stage and presenting on video    •   Using graphics and multi-camera setups    •   Standing out and having presence.    •   Harnessing video to improve quality of hire    •   Benefits and opportunities from live streaming    •   The future of face to face events Subscribe to this podcast in Apple Podcasts Over the last few weeks, the show has been focusing on the long term strategic changes talent acquisition leaders are making to ensure their teams are fit for purpose in 2021, and this will continue to be the theme of the podcast moving forward. However, I wanted to take a quick break from it in this episode and focus on some very practical advice.


Lockdowns and remote working mean that video communications are now playing a hugely increased role in all of our lives. So how can you make sure you are presenting yourself in the best light (quite literally) and what elements of personal video production could you adopt to make sure you are effect when presenting to colleagues, candidates or customers.


My guest this week is the king of professional do it yourself video production, Stephen O’Donnell. Many of you will know Stephen from the video content he creates and the excellent advice he shares. Whether you are looking to stand out on a Zoom call, use video to promote your vacancies or deliver a memorable presentation at a virtual conference, there are insights here for everyone.


In the interview, we discuss:


   •   Why invest time and money in personal video production?


   •   The basics: cameras, sound and lighting


   •   The difference in skills between presenting on stage and presenting on video


   •   Using graphics and multi-camera setups


   •   Standing out and having presence.


   •   Harnessing video to improve quality of hire


   •   Benefits and opportunities from live streaming


   •   The future of face to face events



Subscribe to this podcast in Apple Podcasts

]]> 2057 no Ep 309: The Distributed Future Of Work https://www.recruitingfuture.com/ Remote working, flexible working and distributed working were all big topics last year in a debate that has jumped forward ten years during 2020. So what does the future of work now look like? How will remote working develop as we move forward and how can employers build culture and a sense of belonging with a distributed workforce. My guest this week is Tami Rosen a Senior HR Executive with leadership expertise at startups and Fortune 100 companies, including Atlassian, Apple, and Goldman Sachs. Tami recently took an instrumental role in developing a framework for the future of work called "TEAM Anywhere" and has a vast amount of knowledge to share on remote and distributed working. In the interview, we discuss:    •   Why a company's people strategy is its business strategy    •   Being people-centric, not office-centric    •   The continuum of distributed working    •   Balance work and life remotely    •   Opening up global talent pools    •   The importance of collaborative moment for connection and belonging    •   Building culture in a distributed workforce    •   Asynchronous working    •   The need for better tools    •   Hopes for the future Subscribe to this podcast in Apple Podcasts Fri, 30 Oct 2020 18:28:00 -0000 The Distributed Future Of Work full 309 Matt Alder Senior HR Executive Tami Rosen talks to Matt Alder Remote working, flexible working and distributed working were all big topics last year in a debate that has jumped forward ten years during 2020. So what does the future of work now look like? How will remote working develop as we move forward and how can employers build culture and a sense of belonging with a distributed workforce. My guest this week is Tami Rosen a Senior HR Executive with leadership expertise at startups and Fortune 100 companies, including Atlassian, Apple, and Goldman Sachs. Tami recently took an instrumental role in developing a framework for the future of work called "TEAM Anywhere" and has a vast amount of knowledge to share on remote and distributed working. In the interview, we discuss:    •   Why a company's people strategy is its business strategy    •   Being people-centric, not office-centric    •   The continuum of distributed working    •   Balance work and life remotely    •   Opening up global talent pools    •   The importance of collaborative moment for connection and belonging    •   Building culture in a distributed workforce    •   Asynchronous working    •   The need for better tools    •   Hopes for the future Subscribe to this podcast in Apple Podcasts Remote working, flexible working and distributed working were all big topics last year in a debate that has jumped forward ten years during 2020. So what does the future of work now look like? How will remote working develop as we move forward and how can employers build culture and a sense of belonging with a distributed workforce.


My guest this week is Tami Rosen a Senior HR Executive with leadership expertise at startups and Fortune 100 companies, including Atlassian, Apple, and Goldman Sachs. Tami recently took an instrumental role in developing a framework for the future of work called "TEAM Anywhere" and has a vast amount of knowledge to share on remote and distributed working.


In the interview, we discuss:


   •   Why a company's people strategy is its business strategy


   •   Being people-centric, not office-centric


   •   The continuum of distributed working


   •   Balance work and life remotely


   •   Opening up global talent pools


   •   The importance of collaborative moment for connection and belonging


   •   Building culture in a distributed workforce


   •   Asynchronous working


   •   The need for better tools


   •   Hopes for the future



Subscribe to this podcast in Apple Podcasts

]]> 1178 no Ep 308: Unlocking Investment https://www.recruitingfuture.com/ Talent Acquisition has changed dramatically this year, and many employers are now finding that their TA tech stacks are not fit for purpose moving forward. However, in such an economically uncertain environment, unlocking the investment required to update technologies is a real challenge. So what can talent acquisition leaders do to build compelling business cases for investment to develop their technology strategies for the future? My guest this week is Tony de Graaf, Hiring Success Director EMEA at SmartRecruiters. As well as working on the technology vendor side of the industry, Tony has himself been a Talent acquisition leader and has some very valuable insights to share on building internal business cases for recruiting technology investment. In the interview, we discuss:    •   The current state of the market    •   What are talent acquisition leaders focusing on for 2021    •   The need for investment when the willingness to invest is low    •   Building business cases around transformation    •   Savings and business outcomes    •   Technology, sourcing, people and efficiency    •   Identifying hidden costs and making savings via tech stack consolidation    •   Converting process optimisation in cost savings    •   Why time to hire and cost per hire are not appropriate metrics to track    •   What with talent acquisition look like in 2 years Subscribe to this podcast in Apple Podcasts Thu, 29 Oct 2020 23:24:03 -0000 Unlocking Investment full 308 Matt Alder Tony de Graaf, Hiring Success Director EMEA at SmartRecruiters talks to Matt Alder Talent Acquisition has changed dramatically this year, and many employers are now finding that their TA tech stacks are not fit for purpose moving forward. However, in such an economically uncertain environment, unlocking the investment required to update technologies is a real challenge. So what can talent acquisition leaders do to build compelling business cases for investment to develop their technology strategies for the future? My guest this week is Tony de Graaf, Hiring Success Director EMEA at SmartRecruiters. As well as working on the technology vendor side of the industry, Tony has himself been a Talent acquisition leader and has some very valuable insights to share on building internal business cases for recruiting technology investment. In the interview, we discuss:    •   The current state of the market    •   What are talent acquisition leaders focusing on for 2021    •   The need for investment when the willingness to invest is low    •   Building business cases around transformation    •   Savings and business outcomes    •   Technology, sourcing, people and efficiency    •   Identifying hidden costs and making savings via tech stack consolidation    •   Converting process optimisation in cost savings    •   Why time to hire and cost per hire are not appropriate metrics to track    •   What with talent acquisition look like in 2 years Subscribe to this podcast in Apple Podcasts Talent Acquisition has changed dramatically this year, and many employers are now finding that their TA tech stacks are not fit for purpose moving forward. However, in such an economically uncertain environment, unlocking the investment required to update technologies is a real challenge.


So what can talent acquisition leaders do to build compelling business cases for investment to develop their technology strategies for the future?


My guest this week is Tony de Graaf, Hiring Success Director EMEA at SmartRecruiters. As well as working on the technology vendor side of the industry, Tony has himself been a Talent acquisition leader and has some very valuable insights to share on building internal business cases for recruiting technology investment.


In the interview, we discuss:


   •   The current state of the market


   •   What are talent acquisition leaders focusing on for 2021


   •   The need for investment when the willingness to invest is low


   •   Building business cases around transformation


   •   Savings and business outcomes


   •   Technology, sourcing, people and efficiency


   •   Identifying hidden costs and making savings via tech stack consolidation


   •   Converting process optimisation in cost savings


   •   Why time to hire and cost per hire are not appropriate metrics to track


   •   What with talent acquisition look like in 2 years



Subscribe to this podcast in Apple Podcasts



]]> 1740 no Ep 307: Transforming Talent Acquisition https://www.recruitingfuture.com/ In previous episodes of the show, we've talked about the reinvention of talent acquisition and what it takes to be world-class. Behind any significant reinvention lies a transformation process of people, practices and purpose. So how are employers approaching recruiting transformation and what is the best way to ensure success. My guest this week is Diane Circo, Head of Talent Acquisition at Siemens US. Siemens has been executing a significant transformation in talent acquisition, and Diane has valuable insights to share about co-creation, innovation and technology. In the interview, we discuss:    •   The drivers behind recruiting transformation at Siemens    •   Automating repetitive and transactional work    •   Design thinking in delivery excellence    •   Opportunity and urgency in 2020    •   Using technology to reimagine the hiring manager process    •   The importance of a robust well-segmented tech stack    •   Why candidate experience is now critical    •   Innovations and the future Subscribe to this podcast in Apple podcasts Mon, 26 Oct 2020 15:13:07 -0000 Transforming Talent Acquisition full 307 Matt Alder Diane Circo, Head of Talent Acquisition at Siemens US, talks to Matt Alder In previous episodes of the show, we've talked about the reinvention of talent acquisition and what it takes to be world-class. Behind any significant reinvention lies a transformation process of people, practices and purpose. So how are employers approaching recruiting transformation and what is the best way to ensure success. My guest this week is Diane Circo, Head of Talent Acquisition at Siemens US. Siemens has been executing a significant transformation in talent acquisition, and Diane has valuable insights to share about co-creation, innovation and technology. In the interview, we discuss:    •   The drivers behind recruiting transformation at Siemens    •   Automating repetitive and transactional work    •   Design thinking in delivery excellence    •   Opportunity and urgency in 2020    •   Using technology to reimagine the hiring manager process    •   The importance of a robust well-segmented tech stack    •   Why candidate experience is now critical    •   Innovations and the future Subscribe to this podcast in Apple podcasts In previous episodes of the show, we've talked about the reinvention of talent acquisition and what it takes to be world-class. Behind any significant reinvention lies a transformation process of people, practices and purpose. So how are employers approaching recruiting transformation and what is the best way to ensure success.


My guest this week is Diane Circo, Head of Talent Acquisition at Siemens US. Siemens has been executing a significant transformation in talent acquisition, and Diane has valuable insights to share about co-creation, innovation and technology.


In the interview, we discuss:


   •   The drivers behind recruiting transformation at Siemens


   •   Automating repetitive and transactional work


   •   Design thinking in delivery excellence


   •   Opportunity and urgency in 2020


   •   Using technology to reimagine the hiring manager process


   •   The importance of a robust well-segmented tech stack


   •   Why candidate experience is now critical


   •   Innovations and the future


Subscribe to this podcast in Apple podcasts


]]> 1351 no Ep 306: World Class Talent Acquisition https://www.recruitingfuture.com/ As we move towards 2021, it's increasingly evident that a paradigm shift is taking place in talent acquisition. Forced remote hiring has added rocket fuel to technology adoption, and the deep recession is driving new strategic thinking around purpose, people and process. So what does world class talent acquisition now look like and what kind of competitive advantages does it bring. My guest this week is Harry Osle, Principal and CHRO at The Hackett Group. The Hackett Group is a strategic consultancy which benchmarks best practice within enterprises, and Harry has some unique research-driven insights to share on talent acquisition and the future of work. In the interview, we discuss:    •   How the pandemic has put HR front and centre    •   Workplace, Workspace and Workmates    •   Productivity in the new world of work    •   The impact on Talent Acquisition    •   Increased digitalisation and digital transformation    •   Why world class companies are able to spend less on a per hire basis    •   Driving value by keeping hires longer    •   Practical advice on how to be world class at talent acquisition Subscribe to this podcast in Apple Podcasts Fri, 23 Oct 2020 20:26:00 -0000 World Class Talent Acquisition full 306 Matt Alder Harry Osle, Principal and CHRO at The Hackett Group talks to Matt Alder As we move towards 2021, it's increasingly evident that a paradigm shift is taking place in talent acquisition. Forced remote hiring has added rocket fuel to technology adoption, and the deep recession is driving new strategic thinking around purpose, people and process. So what does world class talent acquisition now look like and what kind of competitive advantages does it bring. My guest this week is Harry Osle, Principal and CHRO at The Hackett Group. The Hackett Group is a strategic consultancy which benchmarks best practice within enterprises, and Harry has some unique research-driven insights to share on talent acquisition and the future of work. In the interview, we discuss:    •   How the pandemic has put HR front and centre    •   Workplace, Workspace and Workmates    •   Productivity in the new world of work    •   The impact on Talent Acquisition    •   Increased digitalisation and digital transformation    •   Why world class companies are able to spend less on a per hire basis    •   Driving value by keeping hires longer    •   Practical advice on how to be world class at talent acquisition Subscribe to this podcast in Apple Podcasts As we move towards 2021, it's increasingly evident that a paradigm shift is taking place in talent acquisition. Forced remote hiring has added rocket fuel to technology adoption, and the deep recession is driving new strategic thinking around purpose, people and process. So what does world class talent acquisition now look like and what kind of competitive advantages does it bring.


My guest this week is Harry Osle, Principal and CHRO at The Hackett Group. The Hackett Group is a strategic consultancy which benchmarks best practice within enterprises, and Harry has some unique research-driven insights to share on talent acquisition and the future of work.


In the interview, we discuss:


   •   How the pandemic has put HR front and centre


   •   Workplace, Workspace and Workmates


   •   Productivity in the new world of work


   •   The impact on Talent Acquisition


   •   Increased digitalisation and digital transformation


   •   Why world class companies are able to spend less on a per hire basis


   •   Driving value by keeping hires longer


   •   Practical advice on how to be world class at talent acquisition



Subscribe to this podcast in Apple Podcasts

]]> 1479 no Ep 305: Skills For The Future https://recruitingfuture.com/2020/10/ep-305-skills-for-the-future Skills are very much on the agenda at the moment as many employers review their talent strategies to ensure they are adequately preparing for the future. Having the right skills is also vital for talent acquisition professionals with the profound changes we have seen in recruiting approaches and processes likely to become permanent. My guest this week is Catalina Schveninger, Chief People Officer at Futurelearn. Catalina has a dual background in talent acquisition and learning and development, so is very well placed to talk about the skills talent acquisition teams will need in the future and how talent acquisition professionals can acquire them. In the interview, we discuss:    •   The increasing demands of learners around the world    •   Has the pandemic changed the way employers think about skills?    •   Total talent thinking, what is the role for Talent Acquisition?    •   Futurelearn's Course on Online Recruitment and Onboarding    •   The skills Talent Acquisition teams need right now.    •   What does the future of Talent look like? Futurelearn’s course on Virtual Recruiting and Onboarding Subscribe to this podcast in Apple Podcasts Fri, 16 Oct 2020 09:15:00 -0000 Skills For The Future full 305 Matt Alder Catalina Schveninger, Chief People Officer at Futurelearn talks to Matt Alder Skills are very much on the agenda at the moment as many employers review their talent strategies to ensure they are adequately preparing for the future. Having the right skills is also vital for talent acquisition professionals with the profound changes we have seen in recruiting approaches and processes likely to become permanent. My guest this week is Catalina Schveninger, Chief People Officer at Futurelearn. Catalina has a dual background in talent acquisition and learning and development, so is very well placed to talk about the skills talent acquisition teams will need in the future and how talent acquisition professionals can acquire them. In the interview, we discuss:    •   The increasing demands of learners around the world    •   Has the pandemic changed the way employers think about skills?    •   Total talent thinking, what is the role for Talent Acquisition?    •   Futurelearn's Course on Online Recruitment and Onboarding    •   The skills Talent Acquisition teams need right now.    •   What does the future of Talent look like? Futurelearn’s course on Virtual Recruiting and Onboarding Subscribe to this podcast in Apple Podcasts Skills are very much on the agenda at the moment as many employers review their talent strategies to ensure they are adequately preparing for the future. Having the right skills is also vital for talent acquisition professionals with the profound changes we have seen in recruiting approaches and processes likely to become permanent.


My guest this week is Catalina Schveninger, Chief People Officer at Futurelearn. Catalina has a dual background in talent acquisition and learning and development, so is very well placed to talk about the skills talent acquisition teams will need in the future and how talent acquisition professionals can acquire them.


In the interview, we discuss:


   •   The increasing demands of learners around the world


   •   Has the pandemic changed the way employers think about skills?


   •   Total talent thinking, what is the role for Talent Acquisition?


   •   Futurelearn's Course on Online Recruitment and Onboarding


   •   The skills Talent Acquisition teams need right now.


   •   What does the future of Talent look like?


Futurelearn’s course on Virtual Recruiting and Onboarding


Subscribe to this podcast in Apple Podcasts

]]> 1503 no Ep 304: The Employment Outlook https://recruitingfuture.com/2020/10/ep-304-the-employment-outlook/ With many countries facing a second wave of COVID 19, taking a long term view on the outlook for work and employment is difficult. However, several months into this global crisis, crucial labour market trends are emerging, which will shape the future of talent acquisition. 
My guest this week is Neil Carberry, CEO of The Recruitment & Employment Confederation. The REC is doing a vast amount of work to understand the changes in the labour market and advise talent acquisition leaders and recruiting firms on the likely future. In our conversation, Neil shares some valuable perspectives on the challenges that lie ahead. In the interview, we discuss:    •   The current state of global labour markets    •   Hiring hotspots where the jobs market is recovering    •   The long term impact of the pandemic on the shape of employment    •   Creating career pathways into in-demand jobs    •   The recruiting implications of a mixed model of remote working    •   The role of recruiters in rebuilding economies    •   How has the increase in tech adoption affected talent acquisition in the long term    •   Similarities and differences in global markets    •   What should talent acquisition be focusing on for the next six months Subscribe to this podcast in Apple Podcasts Wed, 14 Oct 2020 17:03:36 -0000 The Employment Outlook full 304 Matt Alder Neil Carberry, CEO of The Recruitment & Employment Confederation talks to Matt Alder With many countries facing a second wave of COVID 19, taking a long term view on the outlook for work and employment is difficult. However, several months into this global crisis, crucial labour market trends are emerging, which will shape the future of talent acquisition. 
My guest this week is Neil Carberry, CEO of The Recruitment & Employment Confederation. The REC is doing a vast amount of work to understand the changes in the labour market and advise talent acquisition leaders and recruiting firms on the likely future. In our conversation, Neil shares some valuable perspectives on the challenges that lie ahead. In the interview, we discuss:    •   The current state of global labour markets    •   Hiring hotspots where the jobs market is recovering    •   The long term impact of the pandemic on the shape of employment    •   Creating career pathways into in-demand jobs    •   The recruiting implications of a mixed model of remote working    •   The role of recruiters in rebuilding economies    •   How has the increase in tech adoption affected talent acquisition in the long term    •   Similarities and differences in global markets    •   What should talent acquisition be focusing on for the next six months Subscribe to this podcast in Apple Podcasts With many countries facing a second wave of COVID 19, taking a long term view on the outlook for work and employment is difficult. However, several months into this global crisis, crucial labour market trends are emerging, which will shape the future of talent acquisition.


My guest this week is Neil Carberry, CEO of The Recruitment & Employment Confederation. The REC is doing a vast amount of work to understand the changes in the labour market and advise talent acquisition leaders and recruiting firms on the likely future. In our conversation, Neil shares some valuable perspectives on the challenges that lie ahead.


In the interview, we discuss:


   •   The current state of global labour markets


   •   Hiring hotspots where the jobs market is recovering


   •   The long term impact of the pandemic on the shape of employment


   •   Creating career pathways into in-demand jobs


   •   The recruiting implications of a mixed model of remote working


   •   The role of recruiters in rebuilding economies


   •   How has the increase in tech adoption affected talent acquisition in the long term


   •   Similarities and differences in global markets


   •   What should talent acquisition be focusing on for the next six months


Subscribe to this podcast in Apple Podcasts


]]> 1999 no Ep 303: Forever Employable https://recruitingfuture.com/2020/10/ep-303-forever-employable/ Personal branding is something we've been talking about for at least a decade now, and it sometimes feels that much of advice that is shared is unrealistic and somewhat divorced from most people's reality. With the global economic crisis causing many people to rethink their long-held career plans, arguably personal branding has never been more critical, and some fresh thinking and new ideas are desperately needed. My guest this week is consultant, author and speaker Jeff Gothelf. Jeff's new book "Forever Employable" is fantastic and offers advice and insights on personal branding that are relevant, realistic and achievable. This interview is a must-listen for everyone in the difficult times we are currently going through. In the interview, we discuss:    •   The story behind "Forever Employable"    •   Personal branding in 2020    •   The end of corporate loyalty    •   Creating a safety net of opportunity    •   Planting your flag and building a personal platform    •   Standing out from the noise via humility and vulnerability    •   Are preconceived ideas about talent making employers miss out on valuable skills    •   What does the future of work look like and what tools do we need Subscribe to this podcast in Apple Podcasts Thu, 08 Oct 2020 06:00:00 -0000 Forever Employable full 303 Matt Alder Author Jeff Gothelf talks to Matt Alder Personal branding is something we've been talking about for at least a decade now, and it sometimes feels that much of advice that is shared is unrealistic and somewhat divorced from most people's reality. With the global economic crisis causing many people to rethink their long-held career plans, arguably personal branding has never been more critical, and some fresh thinking and new ideas are desperately needed. My guest this week is consultant, author and speaker Jeff Gothelf. Jeff's new book "Forever Employable" is fantastic and offers advice and insights on personal branding that are relevant, realistic and achievable. This interview is a must-listen for everyone in the difficult times we are currently going through. In the interview, we discuss:    •   The story behind "Forever Employable"    •   Personal branding in 2020    •   The end of corporate loyalty    •   Creating a safety net of opportunity    •   Planting your flag and building a personal platform    •   Standing out from the noise via humility and vulnerability    •   Are preconceived ideas about talent making employers miss out on valuable skills    •   What does the future of work look like and what tools do we need Subscribe to this podcast in Apple Podcasts Personal branding is something we've been talking about for at least a decade now, and it sometimes feels that much of advice that is shared is unrealistic and somewhat divorced from most people's reality.


With the global economic crisis causing many people to rethink their long-held career plans, arguably personal branding has never been more critical, and some fresh thinking and new ideas are desperately needed.


My guest this week is consultant, author and speaker Jeff Gothelf. Jeff's new book "Forever Employable" is fantastic and offers advice and insights on personal branding that are relevant, realistic and achievable. This interview is a must-listen for everyone in the difficult times we are currently going through.


In the interview, we discuss:


   •   The story behind "Forever Employable"


   •   Personal branding in 2020


   •   The end of corporate loyalty


   •   Creating a safety net of opportunity


   •   Planting your flag and building a personal platform


   •   Standing out from the noise via humility and vulnerability


   •   Are preconceived ideas about talent making employers miss out on valuable skills


   •   What does the future of work look like and what tools do we need



Subscribe to this podcast in Apple Podcasts


]]> 1557 no Ep 302: Target Audience https://recruitingfuture.com/2020/10/ep-302-target-audience/ I've been advocating for broader adoption of established digital marketing practices in recruitment marketing for a long time now. With many talent acquisition teams now having to deliver results with reduced resources, understanding targeting and measurement in marketing has arguably never been more important. My guest this week is David Larsen, Global Talent & Employer Brand Lead at Knauf. David has a really interesting background, having worked at Google and also spent time as an entrepreneur starting up and successfully exiting from a tech company. David has some great thoughts and insights to share on the role digital marketing should be playing in talent acquisition moving, forward particular in terms of how employers define and understand their target audiences. In the interview, we discuss:    •   The lessons David has learned about talent acquisition during his career to date.    •   The talent acquisition challenges at Knauf    •   Applying digital marketing practices to recruitment marketing    •   Defining and understanding target audiences    •   Truly understanding an EVP    •   Gaining competitive advantage    •   Adapting processes and communication for different audiences    •   Technology as a lever of cost and efficiency    •   Quantitive analysis of candidate journeys    •   The future of recruitment marketing     Subscribe to this podcast in Apple Podcasts Tue, 06 Oct 2020 11:23:46 -0000 Target Audience full 302 Matt Alder David Larsen, Global Talent & Employer Brand Lead at Knauf talks to Matt Alder I've been advocating for broader adoption of established digital marketing practices in recruitment marketing for a long time now. With many talent acquisition teams now having to deliver results with reduced resources, understanding targeting and measurement in marketing has arguably never been more important. My guest this week is David Larsen, Global Talent & Employer Brand Lead at Knauf. David has a really interesting background, having worked at Google and also spent time as an entrepreneur starting up and successfully exiting from a tech company. David has some great thoughts and insights to share on the role digital marketing should be playing in talent acquisition moving, forward particular in terms of how employers define and understand their target audiences. In the interview, we discuss:    •   The lessons David has learned about talent acquisition during his career to date.    •   The talent acquisition challenges at Knauf    •   Applying digital marketing practices to recruitment marketing    •   Defining and understanding target audiences    •   Truly understanding an EVP    •   Gaining competitive advantage    •   Adapting processes and communication for different audiences    •   Technology as a lever of cost and efficiency    •   Quantitive analysis of candidate journeys    •   The future of recruitment marketing     Subscribe to this podcast in Apple Podcasts I've been advocating for broader adoption of established digital marketing practices in recruitment marketing for a long time now. With many talent acquisition teams now having to deliver results with reduced resources, understanding targeting and measurement in marketing has arguably never been more important.


My guest this week is David Larsen, Global Talent & Employer Brand Lead at Knauf. David has a really interesting background, having worked at Google and also spent time as an entrepreneur starting up and successfully exiting from a tech company. David has some great thoughts and insights to share on the role digital marketing should be playing in talent acquisition moving, forward particular in terms of how employers define and understand their target audiences.


In the interview, we discuss:


   •   The lessons David has learned about talent acquisition during his career to date.


   •   The talent acquisition challenges at Knauf


   •   Applying digital marketing practices to recruitment marketing


   •   Defining and understanding target audiences


   •   Truly understanding an EVP


   •   Gaining competitive advantage


   •   Adapting processes and communication for different audiences


   •   Technology as a lever of cost and efficiency


   •   Quantitive analysis of candidate journeys


   •   The future of recruitment marketing

   


Subscribe to this podcast in Apple Podcasts



]]> 1472 no Round Up September 2020 https://recruitingfuture.com/2020/10/round-up-august-2020/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 300: On the Frontline Ep 294: Global Recruiting Ep 296: Engagement and Mobility Ep 297: Introvert Friendly Workplaces Ep 298: The Productivity Puzzle Ep 299: Talent Acquisition Has Changed Subscribe to this podcast in Apple Podcasts Sun, 04 Oct 2020 12:19:00 -0000 Round Up September 2020 full Matt Alder Round Up looks back at all the interviews on The Recruiting Future Podcast published during September Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 300: On the Frontline Ep 294: Global Recruiting Ep 296: Engagement and Mobility Ep 297: Introvert Friendly Workplaces Ep 298: The Productivity Puzzle Ep 299: Talent Acquisition Has Changed Subscribe to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:


Ep 300: On the Frontline


Ep 294: Global Recruiting


Ep 296: Engagement and Mobility


Ep 297: Introvert Friendly Workplaces


Ep 298: The Productivity Puzzle


Ep 299: Talent Acquisition Has Changed


Subscribe to this podcast in Apple Podcasts

]]> 576 no Ep 301: From Panic To Progress https://recruitingfuture.com/2020/10/ep-301-from-panic-to-progress/ Over the past few months, I've spoken to numerous talent acquisition leaders about their experiences during the pandemic and their strategies for a changed future. In this episode, I wanted to bring in the views of two strategic technology and service providers to give us their perspectives on the future based on what they are seeing and hearing across the portfolio of employers they work with. My guests this week are Nicola Sullivan Solutions Director at Meet & Engage and Pag Miles Global Head Of Alliances at Alexander Mann Solutions. Both of them have some fantastic insights to share, and this really is a must-listen interview for anyone who is trying to understand the current state of the market or who is working on their future talent acquisition strategy. In the interview, we discuss:    •   What support have employers needed in the last six months?    •   Panic, Protect, Prepare, Progress    •   Automation to support applicant volumes    •   Employers priorities for 2021    •   Improving experiences with technology    •   Virtualised Onboarding and Re-Boarding    •   Panic buying and tech stack reviews    •   Virtual internships    •   2020's legacy in terms of talent acquisition and HR technology Subscribe to this podcast in Apple Podcasts Thu, 01 Oct 2020 10:44:00 -0000 From Panic To Progress full 301 Matt Alder Nicola Sullivan Solutions Director at Meet & Engage and Pag Miles Global Head Of Alliances at Alexander Mann Solutions talk to Matt Alder Over the past few months, I've spoken to numerous talent acquisition leaders about their experiences during the pandemic and their strategies for a changed future. In this episode, I wanted to bring in the views of two strategic technology and service providers to give us their perspectives on the future based on what they are seeing and hearing across the portfolio of employers they work with. My guests this week are Nicola Sullivan Solutions Director at Meet & Engage and Pag Miles Global Head Of Alliances at Alexander Mann Solutions. Both of them have some fantastic insights to share, and this really is a must-listen interview for anyone who is trying to understand the current state of the market or who is working on their future talent acquisition strategy. In the interview, we discuss:    •   What support have employers needed in the last six months?    •   Panic, Protect, Prepare, Progress    •   Automation to support applicant volumes    •   Employers priorities for 2021    •   Improving experiences with technology    •   Virtualised Onboarding and Re-Boarding    •   Panic buying and tech stack reviews    •   Virtual internships    •   2020's legacy in terms of talent acquisition and HR technology Subscribe to this podcast in Apple Podcasts Over the past few months, I've spoken to numerous talent acquisition leaders about their experiences during the pandemic and their strategies for a changed future. In this episode, I wanted to bring in the views of two strategic technology and service providers to give us their perspectives on the future based on what they are seeing and hearing across the portfolio of employers they work with.


My guests this week are Nicola Sullivan Solutions Director at Meet & Engage and Pag Miles Global Head Of Alliances at Alexander Mann Solutions. Both of them have some fantastic insights to share, and this really is a must-listen interview for anyone who is trying to understand the current state of the market or who is working on their future talent acquisition strategy.


In the interview, we discuss:


   •   What support have employers needed in the last six months?


   •   Panic, Protect, Prepare, Progress


   •   Automation to support applicant volumes


   •   Employers priorities for 2021


   •   Improving experiences with technology


   •   Virtualised Onboarding and Re-Boarding


   •   Panic buying and tech stack reviews


   •   Virtual internships


   •   2020's legacy in terms of talent acquisition and HR technology



Subscribe to this podcast in Apple Podcasts

]]> 1989 no Ep 300: On the Frontline https://recruitingfuture.com/2020/09/ep-300-on-the-frontline/ A few months ago, the podcast passed 1 million downloads, and it feels fantastic to get to this next milestone of 300 episodes. A big thank you to everyone for all the support you give me, whether that's through listening, sponsoring or appearing on the show. This podcast would not exist without you, and I'm incredibly grateful. Unlike the 100th episode where I published a whitepaper or the 200th episode which I recorded live at RecFest, I'm no doing anything special to mark this triple century. Instead, I'm focusing on continuing to create valuable content as well as shaping my plans to take the show to 400 episodes and beyond. I'll be sharing more details on those in the coming weeks. With the pandemic shaping the content of the last 52 episodes, it seems very appropriate in this episode to talk to Nicola McQueen, the CEO of NHS Professionals. NHS Professionals is owned by The Department of Health in the UK and is responsible for providing the NHS with a flexible workforce of Doctors and Nurses. This really is the frontline of recruiting during the pandemic, and I'm grateful to Nicola for sharing the story as well as some lessons learnt around rapid change and agile workforce deployment that all employers can learn from. In the interview, we discuss:    •   The role of NHS Professionals    •   Stand Up, Step Forward & Save Lives    •   The unprecedented challenges of recruiting during a pandemic    •   Reducing onboarding from 4 weeks to 24 hours    •   Change and motivation    •   Long term talent pipeline engagement    •   The importance of being bold    •   Agile workforce deployment    •   What comes next     Subscribe to this podcast in Apple Podcasts Mon, 28 Sep 2020 14:00:00 -0000 On The Frontline full 300 Matt Alder Nicola McQueen, CEO of NHS Professionals, talks to Matt Alder A few months ago, the podcast passed 1 million downloads, and it feels fantastic to get to this next milestone of 300 episodes. A big thank you to everyone for all the support you give me, whether that's through listening, sponsoring or appearing on the show. This podcast would not exist without you, and I'm incredibly grateful. Unlike the 100th episode where I published a whitepaper or the 200th episode which I recorded live at RecFest, I'm no doing anything special to mark this triple century. Instead, I'm focusing on continuing to create valuable content as well as shaping my plans to take the show to 400 episodes and beyond. I'll be sharing more details on those in the coming weeks. With the pandemic shaping the content of the last 52 episodes, it seems very appropriate in this episode to talk to Nicola McQueen, the CEO of NHS Professionals. NHS Professionals is owned by The Department of Health in the UK and is responsible for providing the NHS with a flexible workforce of Doctors and Nurses. This really is the frontline of recruiting during the pandemic, and I'm grateful to Nicola for sharing the story as well as some lessons learnt around rapid change and agile workforce deployment that all employers can learn from. In the interview, we discuss:    •   The role of NHS Professionals    •   Stand Up, Step Forward & Save Lives    •   The unprecedented challenges of recruiting during a pandemic    •   Reducing onboarding from 4 weeks to 24 hours    •   Change and motivation    •   Long term talent pipeline engagement    •   The importance of being bold    •   Agile workforce deployment    •   What comes next     Subscribe to this podcast in Apple Podcasts A few months ago, the podcast passed 1 million downloads, and it feels fantastic to get to this next milestone of 300 episodes. A big thank you to everyone for all the support you give me, whether that's through listening, sponsoring or appearing on the show. This podcast would not exist without you, and I'm incredibly grateful.


Unlike the 100th episode where I published a whitepaper or the 200th episode which I recorded live at RecFest, I'm no doing anything special to mark this triple century. Instead, I'm focusing on continuing to create valuable content as well as shaping my plans to take the show to 400 episodes and beyond. I'll be sharing more details on those in the coming weeks.


With the pandemic shaping the content of the last 52 episodes, it seems very appropriate in this episode to talk to Nicola McQueen, the CEO of NHS Professionals. NHS Professionals is owned by The Department of Health in the UK and is responsible for providing the NHS with a flexible workforce of Doctors and Nurses. This really is the frontline of recruiting during the pandemic, and I'm grateful to Nicola for sharing the story as well as some lessons learnt around rapid change and agile workforce deployment that all employers can learn from.


In the interview, we discuss:


   •   The role of NHS Professionals


   •   Stand Up, Step Forward & Save Lives


   •   The unprecedented challenges of recruiting during a pandemic


   •   Reducing onboarding from 4 weeks to 24 hours


   •   Change and motivation


   •   Long term talent pipeline engagement


   •   The importance of being bold


   •   Agile workforce deployment


   •   What comes next

   


Subscribe to this podcast in Apple Podcasts

]]> 1367 no Ep 299: Talent Acquisition Has Changed https://recruitingfuture.com/2020/09/ep-299-talent-ac%E2%80%A6tion-has-changed/ Talent acquisition has been forced to change more during 2020 than at any other time in its history as a function. It's now several months since the pandemic turned everything upside down, and I think it is an important time to reflect on the impact of the changes that have been made and their sustainability into the future. My guest this week is Himanshu Aggarwal, Chief Growth Officer at SHL. Himanshu works with talent acquisition leaders all over the world and has vast insights into the challenges they are facing and the changes they are making. In the interview, we discuss:    •   How the pandemic has changed talent acquisition    •   The rapid acceleration of adoption recruiting technology    •   How candidate experience is changing    •   Is the kind of talent employers are looking for changing?    •   Identifying the behaviours needed for effective remote working    •   How is virtual recruiting impacting quality of hires?    •   The importance of using technology that has been built for hiring    •   Science and data Subscribe to this podcast in Apple Podcasts Thu, 24 Sep 2020 12:25:00 -0000 Talent Acquisition Has Changed full 299 Matt Alder Himanshu Aggarwal, Chief Growth Officer at SHL, talks to Matt Alder Talent acquisition has been forced to change more during 2020 than at any other time in its history as a function. It's now several months since the pandemic turned everything upside down, and I think it is an important time to reflect on the impact of the changes that have been made and their sustainability into the future. My guest this week is Himanshu Aggarwal, Chief Growth Officer at SHL. Himanshu works with talent acquisition leaders all over the world and has vast insights into the challenges they are facing and the changes they are making. In the interview, we discuss:    •   How the pandemic has changed talent acquisition    •   The rapid acceleration of adoption recruiting technology    •   How candidate experience is changing    •   Is the kind of talent employers are looking for changing?    •   Identifying the behaviours needed for effective remote working    •   How is virtual recruiting impacting quality of hires?    •   The importance of using technology that has been built for hiring    •   Science and data Subscribe to this podcast in Apple Podcasts Talent acquisition has been forced to change more during 2020 than at any other time in its history as a function. It's now several months since the pandemic turned everything upside down, and I think it is an important time to reflect on the impact of the changes that have been made and their sustainability into the future.


My guest this week is Himanshu Aggarwal, Chief Growth Officer at SHL. Himanshu works with talent acquisition leaders all over the world and has vast insights into the challenges they are facing and the changes they are making.


In the interview, we discuss:


   •   How the pandemic has changed talent acquisition


   •   The rapid acceleration of adoption recruiting technology


   •   How candidate experience is changing


   •   Is the kind of talent employers are looking for changing?


   •   Identifying the behaviours needed for effective remote working


   •   How is virtual recruiting impacting quality of hires?


   •   The importance of using technology that has been built for hiring


   •   Science and data



Subscribe to this podcast in Apple Podcasts

]]> 1357 no Ep 298: The Productivity Puzzle https://recruitingfuture.com/2020/09/ep-298-the-productivity-puzzle/ The accelerated digital transformation of 2020 is driving significant additional adoption of recruiting and HR technology. But is technology making us more productive and how might things develop as we move in 2021? My guest this week is Tim Ringo, a highly experienced HR and technology consultant and author of the new book The Productivity Puzzle. In our conversation, Tim shares some highly knowledgeable insights into the relationship between humans, technology and productivity. In the interview, we discuss:    •   The evolution of the productivity paradox    •   Investing and aligning people with technology    •   How is the pandemic changing productivity?    •   Turbocharging humans with smart technology    •   Changing the slow speed of adoption in recruiting and HR tech    •   Making technology human-centric    •   Advice to Talent Acquisition and HR leaders on what to focus on Subscribe to this podcast in Apple Podcasts Tue, 22 Sep 2020 15:53:00 -0000 The Productivity Puzzle full 298 Matt Alder Matt Alder talks to Tim Ringo, a highly experienced HR and technology consultant and author of the new book The Productivity Puzzle. The accelerated digital transformation of 2020 is driving significant additional adoption of recruiting and HR technology. But is technology making us more productive and how might things develop as we move in 2021? My guest this week is Tim Ringo, a highly experienced HR and technology consultant and author of the new book The Productivity Puzzle. In our conversation, Tim shares some highly knowledgeable insights into the relationship between humans, technology and productivity. In the interview, we discuss:    •   The evolution of the productivity paradox    •   Investing and aligning people with technology    •   How is the pandemic changing productivity?    •   Turbocharging humans with smart technology    •   Changing the slow speed of adoption in recruiting and HR tech    •   Making technology human-centric    •   Advice to Talent Acquisition and HR leaders on what to focus on Subscribe to this podcast in Apple Podcasts The accelerated digital transformation of 2020 is driving significant additional adoption of recruiting and HR technology. But is technology making us more productive and how might things develop as we move in 2021?


My guest this week is Tim Ringo, a highly experienced HR and technology consultant and author of the new book The Productivity Puzzle. In our conversation, Tim shares some highly knowledgeable insights into the relationship between humans, technology and productivity.


In the interview, we discuss:


   •   The evolution of the productivity paradox


   •   Investing and aligning people with technology


   •   How is the pandemic changing productivity?


   •   Turbocharging humans with smart technology


   •   Changing the slow speed of adoption in recruiting and HR tech


   •   Making technology human-centric


   •   Advice to Talent Acquisition and HR leaders on what to focus on


Subscribe to this podcast in Apple Podcasts

]]> 1191 no Ep 295: Recruiting Goes Digital https://www.recruitingfuture.com/ All over the world employers have had remote recruiting and remote onboarding imposed on them. Recruiting has gone through a forced accelerated digital transformation, and it's now becoming clear that things will never completely go back to the way they were before. So what should talent acquisition leaders be doing to make this shift a sophisticated strategic revolution to make recruiting better for everyone? Well, some of the answers can found by learning lessons from digital disruption in other industries. My guest this week is Arjan Spies, Arjan is taking lessons from e-commerce and applying them to recruiting in innovative ways. In the interview, we discuss:    •   Solving the challenges of remote recruiting    •   Automated assessment instead of resumes    •   Putting hiring managers through assessments and sharing the results with candidates    •   Selling the opportunity remotely.    •   Removing human error with technology    •   Labour market intelligence and marketing automation    •   The challenges of getting culture across in remote onboarding    •   The future of work and talent acquisition Subscribe to this podcast in Apple Podcasts Thu, 17 Sep 2020 20:34:00 -0000 Recruiting Goes Digital full 295 Matt Alder Arjan Spies, talks to Matt Alder All over the world employers have had remote recruiting and remote onboarding imposed on them. Recruiting has gone through a forced accelerated digital transformation, and it's now becoming clear that things will never completely go back to the way they were before. So what should talent acquisition leaders be doing to make this shift a sophisticated strategic revolution to make recruiting better for everyone? Well, some of the answers can found by learning lessons from digital disruption in other industries. My guest this week is Arjan Spies, Arjan is taking lessons from e-commerce and applying them to recruiting in innovative ways. In the interview, we discuss:    •   Solving the challenges of remote recruiting    •   Automated assessment instead of resumes    •   Putting hiring managers through assessments and sharing the results with candidates    •   Selling the opportunity remotely.    •   Removing human error with technology    •   Labour market intelligence and marketing automation    •   The challenges of getting culture across in remote onboarding    •   The future of work and talent acquisition Subscribe to this podcast in Apple Podcasts All over the world employers have had remote recruiting and remote onboarding imposed on them. Recruiting has gone through a forced accelerated digital transformation, and it's now becoming clear that things will never completely go back to the way they were before.


So what should talent acquisition leaders be doing to make this shift a sophisticated strategic revolution to make recruiting better for everyone?

Well, some of the answers can found by learning lessons from digital disruption in other industries.


My guest this week is Arjan Spies, Arjan is taking lessons from e-commerce and applying them to recruiting in innovative ways.


In the interview, we discuss:


   •   Solving the challenges of remote recruiting


   •   Automated assessment instead of resumes


   •   Putting hiring managers through assessments and sharing the results with candidates


   •   Selling the opportunity remotely.


   •   Removing human error with technology


   •   Labour market intelligence and marketing automation


   •   The challenges of getting culture across in remote onboarding


   •   The future of work and talent acquisition



Subscribe to this podcast in Apple Podcasts

]]> 1517 no Ep 297: Introvert Friendly Workplaces Building inclusive workplaces that make everyone feel that they belong is something all employers should be focusing on. One topic that I don't hear talked about very often in our industry though is the difference in working styles between introverts and extraverts. So how can employers make sure their working practices, communication and talent acquisition strategies are working for everyone My guest this week is Jennifer Kahnweiler, an author speaker and consultant who is hailed as a "champion for introverts" Her latest book explores how employers can unlock the potential of all of their talent by making workplaces more introvert-friendly. In the interview, we discuss:    •   The difference between introverts and extroverts in the context of work    •   Differing communication styles    •   Working from home and working alone    •   Being visible and being heard    •   What are employers doing to be more inclusive for introverts?    •   The impact of the pandemic on communication    •   Avoiding bias in interviewing and hiring Subscribe to this podcast in Apple Podcasts Thu, 17 Sep 2020 12:01:00 -0000 Introvert Friendly Workplaces full 297 Matt Alder Jennifer Kahnweiler talks to Matt Alder Building inclusive workplaces that make everyone feel that they belong is something all employers should be focusing on. One topic that I don't hear talked about very often in our industry though is the difference in working styles between introverts and extraverts. So how can employers make sure their working practices, communication and talent acquisition strategies are working for everyone My guest this week is Jennifer Kahnweiler, an author speaker and consultant who is hailed as a "champion for introverts" Her latest book explores how employers can unlock the potential of all of their talent by making workplaces more introvert-friendly. In the interview, we discuss:    •   The difference between introverts and extroverts in the context of work    •   Differing communication styles    •   Working from home and working alone    •   Being visible and being heard    •   What are employers doing to be more inclusive for introverts?    •   The impact of the pandemic on communication    •   Avoiding bias in interviewing and hiring Subscribe to this podcast in Apple Podcasts Building inclusive workplaces that make everyone feel that they belong is something all employers should be focusing on. One topic that I don't hear talked about very often in our industry though is the difference in working styles between introverts and extraverts. So how can employers make sure their working practices, communication and talent acquisition strategies are working for everyone


My guest this week is Jennifer Kahnweiler, an author speaker and consultant who is hailed as a "champion for introverts" Her latest book explores how employers can unlock the potential of all of their talent by making workplaces more introvert-friendly.


In the interview, we discuss:


   •   The difference between introverts and extroverts in the context of work


   •   Differing communication styles


   •   Working from home and working alone


   •   Being visible and being heard


   •   What are employers doing to be more inclusive for introverts?


   •   The impact of the pandemic on communication


   •   Avoiding bias in interviewing and hiring



Subscribe to this podcast in Apple Podcasts


]]> 1534 no Ep 296: Engagement and Mobility https://www.recruitingfuture.com/ A crisis is always a catalyst for change, and the events of 2020 have the potential to drive some of the fastest and most significant change we have ever seen in talent acquisition. Long term effects and implications are still difficult to judge, particularly with such a mixed market picture and many employers still dealing with the initial fall out of a forced digital transformation in recruiting. It is clear though that engagement and mobility are two powerful themes for the future as talent acquisition leaders reset and develop strategies for 2021 My guest this week is Gareth Flynn, Managing Director of TQ Solutions. Gareth is working at the cutting edge of change in talent acquisition and helping some of Australia’s biggest employers develop talent strategies and operating models for the changed future. In the interview, we discuss:    •   How talent acquisition has evolved in the past and where it is heading now    •   Refocusing on talent engagement and mobility    •   Total talent    •   The role of technology    •   Transitioning the talent acquisition service model    •   The vital importance of organisational mindset and accountability    •   Talent maturity model    •   The future and the importance of taking a long term view Subscribe to this podcast in Apple Podcasts Thu, 10 Sep 2020 21:07:00 -0000 Engagement and Mobility full 296 Matt Alder Gareth Flynn, Managing Director of TQ Solutions talks to Matt Alder A crisis is always a catalyst for change, and the events of 2020 have the potential to drive some of the fastest and most significant change we have ever seen in talent acquisition. Long term effects and implications are still difficult to judge, particularly with such a mixed market picture and many employers still dealing with the initial fall out of a forced digital transformation in recruiting. It is clear though that engagement and mobility are two powerful themes for the future as talent acquisition leaders reset and develop strategies for 2021 My guest this week is Gareth Flynn, Managing Director of TQ Solutions. Gareth is working at the cutting edge of change in talent acquisition and helping some of Australia’s biggest employers develop talent strategies and operating models for the changed future. In the interview, we discuss:    •   How talent acquisition has evolved in the past and where it is heading now    •   Refocusing on talent engagement and mobility    •   Total talent    •   The role of technology    •   Transitioning the talent acquisition service model    •   The vital importance of organisational mindset and accountability    •   Talent maturity model    •   The future and the importance of taking a long term view Subscribe to this podcast in Apple Podcasts A crisis is always a catalyst for change, and the events of 2020 have the potential to drive some of the fastest and most significant change we have ever seen in talent acquisition. Long term effects and implications are still difficult to judge, particularly with such a mixed market picture and many employers still dealing with the initial fall out of a forced digital transformation in recruiting.


It is clear though that engagement and mobility are two powerful themes for the future as talent acquisition leaders reset and develop strategies for 2021


My guest this week is Gareth Flynn, Managing Director of TQ Solutions. Gareth is working at the cutting edge of change in talent acquisition and helping some of Australia’s biggest employers develop talent strategies and operating models for the changed future.


In the interview, we discuss:


   •   How talent acquisition has evolved in the past and where it is heading now


   •   Refocusing on talent engagement and mobility


   •   Total talent


   •   The role of technology


   •   Transitioning the talent acquisition service model


   •   The vital importance of organisational mindset and accountability


   •   Talent maturity model


   •   The future and the importance of taking a long term view


Subscribe to this podcast in Apple Podcasts

]]> 1815 no Ep 294: Global Recruiting https://www.recruitingfuture.com/ One of the interesting debates in recent weeks has been whether the explosive growth in remote working will open up global pools of talent to employers in ways we've not seen before. Recruiting across borders can present many challenges, so what should employers be taking into account and planning for? My guest this week is Lucy Williams, the former Head of Talent Acquisition at Visa for Central Europe, The Middle East and Africa. Lucy has extensive experience of recruiting across several continents and has some very insightful learnings and advice to share. In the interview, we discuss:    •   The challenges of recruiting in a different geography    •   International internal mobility    •   Managing hiring manager expectations    •   Different hiring practices and recruiting challenges    •   Building an employer brand strategy in multiple countries    •   Job boards and recruitment marketing     Subscribe to this podcast in Apple podcasts Wed, 02 Sep 2020 21:04:00 -0000 Global Recruiting full 294 Matt Alder Lucy Williams, the former Head of Talent Acquisition at Visa for Central Europe, The Middle East and Africa talks to Matt Alder One of the interesting debates in recent weeks has been whether the explosive growth in remote working will open up global pools of talent to employers in ways we've not seen before. Recruiting across borders can present many challenges, so what should employers be taking into account and planning for? My guest this week is Lucy Williams, the former Head of Talent Acquisition at Visa for Central Europe, The Middle East and Africa. Lucy has extensive experience of recruiting across several continents and has some very insightful learnings and advice to share. In the interview, we discuss:    •   The challenges of recruiting in a different geography    •   International internal mobility    •   Managing hiring manager expectations    •   Different hiring practices and recruiting challenges    •   Building an employer brand strategy in multiple countries    •   Job boards and recruitment marketing     Subscribe to this podcast in Apple podcasts One of the interesting debates in recent weeks has been whether the explosive growth in remote working will open up global pools of talent to employers in ways we've not seen before. Recruiting across borders can present many challenges, so what should employers be taking into account and planning for?


My guest this week is Lucy Williams, the former Head of Talent Acquisition at Visa for Central Europe, The Middle East and Africa. Lucy has extensive experience of recruiting across several continents and has some very insightful learnings and advice to share.


In the interview, we discuss:


   •   The challenges of recruiting in a different geography


   •   International internal mobility


   •   Managing hiring manager expectations


   •   Different hiring practices and recruiting challenges


   •   Building an employer brand strategy in multiple countries


   •   Job boards and recruitment marketing

   


Subscribe to this podcast in Apple podcasts

]]> 1017 no August Round Up https://www.recruitingfuture.com/ Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 288: Talent Engagement Ep 289: Values, Brand & Culture Ep 290: Employer Branding in 2020 Ep 291: The Extended Workforce Ep 292 The Human Cloud Ep 293: Recruiting Future Live Subscribe to this podcast in Apple Podcasts Mon, 31 Aug 2020 20:23:00 -0000 August Round Up full Matt Alder Round Up looks back at all the interviews on The Recruiting Future Podcast published during August Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 288: Talent Engagement Ep 289: Values, Brand & Culture Ep 290: Employer Branding in 2020 Ep 291: The Extended Workforce Ep 292 The Human Cloud Ep 293: Recruiting Future Live Subscribe to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:

Ep 288: Talent Engagement

Ep 289: Values, Brand & Culture

Ep 290: Employer Branding in 2020

Ep 291: The Extended Workforce

Ep 292 The Human Cloud

Ep 293: Recruiting Future Live


Subscribe to this podcast in Apple Podcasts

]]> 582 no Ep 293: Recruiting Future Live https://www.recruitingfuture.com/ Last month we recorded a live version of the show as part of The Recruiting Automation Conference organised by recruiting tech vendor Wade and Wendy. The theme of this virtual conference was diversity and inclusion, and I was delighted to get to do another interview with recent podcast guest Anna Chalon Director or Recruiting and Diversity and Inclusion at Frame.io. In the interview, we discuss:    •   Understanding stereotypes and challenging preconceived ideas    •   Four steps to improving D&I within your organisation    •   Building an inclusive culture    •   Dealing with unconscious bias    •   Recruitment marketing for diverse hiring    •   Increasing diversity in referrals    •   Diverse interview panels    •   Culture add versus culture fit.    •   Measuring and reporting    •   What improvements have Frame.io seen happen as a result of their focus on D&I Subscribe to this podcast in Apple Podcasts Fri, 28 Aug 2020 16:00:00 -0000 Recruiting Future Live full 293 Matt Alder Anna Chalon, Director of Recruiting and D&I at Frame.io, talks to Matt Alder in special live episode of the show Last month we recorded a live version of the show as part of The Recruiting Automation Conference organised by recruiting tech vendor Wade and Wendy. The theme of this virtual conference was diversity and inclusion, and I was delighted to get to do another interview with recent podcast guest Anna Chalon Director or Recruiting and Diversity and Inclusion at Frame.io. In the interview, we discuss:    •   Understanding stereotypes and challenging preconceived ideas    •   Four steps to improving D&I within your organisation    •   Building an inclusive culture    •   Dealing with unconscious bias    •   Recruitment marketing for diverse hiring    •   Increasing diversity in referrals    •   Diverse interview panels    •   Culture add versus culture fit.    •   Measuring and reporting    •   What improvements have Frame.io seen happen as a result of their focus on D&I Subscribe to this podcast in Apple Podcasts Last month we recorded a live version of the show as part of The Recruiting Automation Conference organised by recruiting tech vendor Wade and Wendy. The theme of this virtual conference was diversity and inclusion, and I was delighted to get to do another interview with recent podcast guest Anna Chalon Director or Recruiting and Diversity and Inclusion at Frame.io.


In the interview, we discuss:


   •   Understanding stereotypes and challenging preconceived ideas


   •   Four steps to improving D&I within your organisation


   •   Building an inclusive culture


   •   Dealing with unconscious bias


   •   Recruitment marketing for diverse hiring


   •   Increasing diversity in referrals


   •   Diverse interview panels


   •   Culture add versus culture fit.


   •   Measuring and reporting


   •   What improvements have Frame.io seen happen as a result of their focus on D&I



Subscribe to this podcast in Apple Podcasts

]]> 1285 no Ep 292 The Human Cloud https://www.recruitingfuture.com/ Unsurprisingly, the changing labour market is a hot topic at the moment. In the last episode of the show, we discussed a shifting emphasis towards developing an extended workforce that is task-focused rather than focusing on headcount. In this episode, I wanted to explore this a bit further by digging into the broader implications for talent acquisition and staffing as well as looking at talent market places and likely future innovations. My guest this week is the perfect person to guide us through the complexity of our changing times. I'm delighted to welcome Tim Pröhm Vice President Digital Product Development at Kelly OCG back to the show. In the interview, we discuss:    •   The current state of recruiting automation    •   The shift from sourcing to screening    •   What is the Human Cloud?    •   How the pandemic is opening up global talent pools    •   Task and skills-based hiring    •   On-demand talent markets    •   Real-time hiring and its broader implications for talent acquisition and staffing.    •   What technology strategy decisions should employers be making in 2020    •   What does the future of recruiting technology look like Subscribe to this podcast in Apple Podcasts Tue, 25 Aug 2020 19:54:00 -0000 The Human Cloud full 292 Matt Alder Tim Pröhm Vice President Digital Product Development at Kelly OCG talks to Matt Alder Unsurprisingly, the changing labour market is a hot topic at the moment. In the last episode of the show, we discussed a shifting emphasis towards developing an extended workforce that is task-focused rather than focusing on headcount. In this episode, I wanted to explore this a bit further by digging into the broader implications for talent acquisition and staffing as well as looking at talent market places and likely future innovations. My guest this week is the perfect person to guide us through the complexity of our changing times. I'm delighted to welcome Tim Pröhm Vice President Digital Product Development at Kelly OCG back to the show. In the interview, we discuss:    •   The current state of recruiting automation    •   The shift from sourcing to screening    •   What is the Human Cloud?    •   How the pandemic is opening up global talent pools    •   Task and skills-based hiring    •   On-demand talent markets    •   Real-time hiring and its broader implications for talent acquisition and staffing.    •   What technology strategy decisions should employers be making in 2020    •   What does the future of recruiting technology look like Subscribe to this podcast in Apple Podcasts Unsurprisingly, the changing labour market is a hot topic at the moment. In the last episode of the show, we discussed a shifting emphasis towards developing an extended workforce that is task-focused rather than focusing on headcount. In this episode, I wanted to explore this a bit further by digging into the broader implications for talent acquisition and staffing as well as looking at talent market places and likely future innovations.


My guest this week is the perfect person to guide us through the complexity of our changing times. I'm delighted to welcome Tim Pröhm Vice President Digital Product Development at Kelly OCG back to the show.


In the interview, we discuss:


   •   The current state of recruiting automation


   •   The shift from sourcing to screening


   •   What is the Human Cloud?


   •   How the pandemic is opening up global talent pools


   •   Task and skills-based hiring


   •   On-demand talent markets


   •   Real-time hiring and its broader implications for talent acquisition and staffing.


   •   What technology strategy decisions should employers be making in 2020


   •   What does the future of recruiting technology look like


Subscribe to this podcast in Apple Podcasts

]]> 1368 no Ep 291: The Extended Workforce https://recruitingfuture.com/2020/08/ep-291-the-extended-workforce We have been talking about the rise of the gig economy for several years now but perhaps not properly considering its full implications. The labour market is now reshaping itself rapidly, and there are clear signs that many employers are looking at developing an extended workforce that is task-focused rather than focusing on headcount. The impacts for talent acquisition, talent management and employer branding are significant, and the role of technology will be crucial. My guest this week is Jens Audenaert Division Vice President / General Manager for WorkMarket at ADP. ADP has been doing a considerable amount of research into the nuances of the extended workforce, and Jens has some valuable insights to share In the interview, we discuss:    •   The challenges employers are facing in 2020    •   Leveraging and extended flexible workforce    •   How employers can future proof themselves    •   How do employer branding strategy need to adapt in the face of a changing labour market    •   Total Talent Management, Total Talent Acquisition and Total Talent Brand    •   The logistics of managing an extended workforce    •   The role of technology    •   Ways the workforce will evolve in the coming years. Subscribe to this podcast in Apple Podcasts Thu, 20 Aug 2020 19:07:00 -0000 The Extended Workforce full 291 Matt Alder Jens Audenaert Division Vice President & General Manager for WorkMarket at ADP talk to Matt Alder We have been talking about the rise of the gig economy for several years now but perhaps not properly considering its full implications. The labour market is now reshaping itself rapidly, and there are clear signs that many employers are looking at developing an extended workforce that is task-focused rather than focusing on headcount. The impacts for talent acquisition, talent management and employer branding are significant, and the role of technology will be crucial. My guest this week is Jens Audenaert Division Vice President / General Manager for WorkMarket at ADP. ADP has been doing a considerable amount of research into the nuances of the extended workforce, and Jens has some valuable insights to share In the interview, we discuss:    •   The challenges employers are facing in 2020    •   Leveraging and extended flexible workforce    •   How employers can future proof themselves    •   How do employer branding strategy need to adapt in the face of a changing labour market    •   Total Talent Management, Total Talent Acquisition and Total Talent Brand    •   The logistics of managing an extended workforce    •   The role of technology    •   Ways the workforce will evolve in the coming years. Subscribe to this podcast in Apple Podcasts We have been talking about the rise of the gig economy for several years now but perhaps not properly considering its full implications. The labour market is now reshaping itself rapidly, and there are clear signs that many employers are looking at developing an extended workforce that is task-focused rather than focusing on headcount. The impacts for talent acquisition, talent management and employer branding are significant, and the role of technology will be crucial.


My guest this week is Jens Audenaert Division Vice President / General Manager for WorkMarket at ADP. ADP has been doing a considerable amount of research into the nuances of the extended workforce, and Jens has some valuable insights to share


In the interview, we discuss:


   •   The challenges employers are facing in 2020


   •   Leveraging and extended flexible workforce


   •   How employers can future proof themselves


   •   How do employer branding strategy need to adapt in the face of a changing labour market


   •   Total Talent Management, Total Talent Acquisition and Total Talent Brand


   •   The logistics of managing an extended workforce


   •   The role of technology


   •   Ways the workforce will evolve in the coming years.



Subscribe to this podcast in Apple Podcasts


]]> 1694 no Ep 290: Employer Branding in 2020 https://www.recruitingfuture.com/ One of the topics we were talking about back in March was what effect the pandemic would have on the way employers have to think about employer brand. It's now the middle August and employer brand is something many employers having to consider carefully against a backdrop of mass layoffs and industries that may be changed forever by what is happening. My guest this week is Kristen Weirick who, until very recently, was Global Head of Talent Acquisition and Chief Diversity Officer at United Airlines. The global airline industry has taken a hammering in the last few months, and Kristen shares her valuable insights into what employers should be doing during these challenging times. In the interview, we discuss:    •   The impact of COVID on the airline industry    •   Re-imagining processes and capability building    •   Why the way companies behave now will have employer brand implications for years to come.    •   Making difficult decisions in a transparent way    •   What should employers be doing to ensure their employer brand is in the best possible place    •   Diversity and Inclusion at an inflection point    •   What are the likely long term changes for talent acquisition and how will these affect the TA teams of the future Subscribe to this podcast in Apple Podcasts Fri, 14 Aug 2020 12:57:00 -0000 Employer Branding in 2020 full 290 Matt Alder Kristen Weirick talks to Matt Alder One of the topics we were talking about back in March was what effect the pandemic would have on the way employers have to think about employer brand. It's now the middle August and employer brand is something many employers having to consider carefully against a backdrop of mass layoffs and industries that may be changed forever by what is happening. My guest this week is Kristen Weirick who, until very recently, was Global Head of Talent Acquisition and Chief Diversity Officer at United Airlines. The global airline industry has taken a hammering in the last few months, and Kristen shares her valuable insights into what employers should be doing during these challenging times. In the interview, we discuss:    •   The impact of COVID on the airline industry    •   Re-imagining processes and capability building    •   Why the way companies behave now will have employer brand implications for years to come.    •   Making difficult decisions in a transparent way    •   What should employers be doing to ensure their employer brand is in the best possible place    •   Diversity and Inclusion at an inflection point    •   What are the likely long term changes for talent acquisition and how will these affect the TA teams of the future Subscribe to this podcast in Apple Podcasts One of the topics we were talking about back in March was what effect the pandemic would have on the way employers have to think about employer brand.


It's now the middle August and employer brand is something many employers having to consider carefully against a backdrop of mass layoffs and industries that may be changed forever by what is happening.


My guest this week is Kristen Weirick who, until very recently, was Global Head of Talent Acquisition and Chief Diversity Officer at United Airlines. The global airline industry has taken a hammering in the last few months, and Kristen shares her valuable insights into what employers should be doing during these challenging times.


In the interview, we discuss:


   •   The impact of COVID on the airline industry


   •   Re-imagining processes and capability building


   •   Why the way companies behave now will have employer brand implications for years to come.


   •   Making difficult decisions in a transparent way


   •   What should employers be doing to ensure their employer brand is in the best possible place


   •   Diversity and Inclusion at an inflection point


   •   What are the likely long term changes for talent acquisition and how will these affect the TA teams of the future



Subscribe to this podcast in Apple Podcasts

]]> 1351 no Ep 289: Values, Brand & Culture https://www.recruitingfuture.com/ In challenging times, it is essential that talent acquisition leaders fully understand the interrelation of employer brand, culture, values and how an organisation services its customers. This is a crucial way that talent acquisition and employer branding functions can illustrate how they create value and help achieve the business objectives of their organisation. My guest this week is Diana George, an expert in helping employers understand the relationship between talent, values, company culture and customer service. In the interview, we discuss:    •   Recruiting to match talent to values    •   What is culture    •   The Importance of listening    •   Relationship between values, culture and customer service    •   How COVID-19 is driving change    •   Building a culture that is inclusive and diverse    •   Areas of focus for the future How Do You Create A Company Culture that Transforms? Subscribe to this podcast in Apple Podcasts Tue, 11 Aug 2020 21:35:00 -0000 Values, Brand & Culture full 289 Matt Alder Diana George from By George HR Solutions talks to Matt Alder In challenging times, it is essential that talent acquisition leaders fully understand the interrelation of employer brand, culture, values and how an organisation services its customers. This is a crucial way that talent acquisition and employer branding functions can illustrate how they create value and help achieve the business objectives of their organisation. My guest this week is Diana George, an expert in helping employers understand the relationship between talent, values, company culture and customer service. In the interview, we discuss:    •   Recruiting to match talent to values    •   What is culture    •   The Importance of listening    •   Relationship between values, culture and customer service    •   How COVID-19 is driving change    •   Building a culture that is inclusive and diverse    •   Areas of focus for the future How Do You Create A Company Culture that Transforms? Subscribe to this podcast in Apple Podcasts In challenging times, it is essential that talent acquisition leaders fully understand the interrelation of employer brand, culture, values and how an organisation services its customers. This is a crucial way that talent acquisition and employer branding functions can illustrate how they create value and help achieve the business objectives of their organisation.


My guest this week is Diana George, an expert in helping employers understand the relationship between talent, values, company culture and customer service.


In the interview, we discuss:


   •   Recruiting to match talent to values


   •   What is culture


   •   The Importance of listening


   •   Relationship between values, culture and customer service


   •   How COVID-19 is driving change


   •   Building a culture that is inclusive and diverse


   •   Areas of focus for the future


How Do You Create A Company Culture that Transforms?


Subscribe to this podcast in Apple Podcasts

]]> 1264 no Ep 288: Talent Engagement https://www.recruitingfuture.com/ Finding and persuading people with highly specialised skills to make the move and join your organisation is something that remains a big challenge. So how do you build and engage long term pipelines of talent and how is technology changing the way talent engagement works? My guest this week is Marvin Smith, Enterprise Talent Sourcing Lead at Lockheed Martin. Marvin was one the very first people I saw talk about talent communities and talent engagement and is a genuine expert practitioner in this aspect of talent acquisition. In the interview, we discuss:    •   The recruiting challenges at Lockheed Martin    •   Engaging over career lifetimes    •   Identifying highly specialised talent pools and building long term segmented pipelines    •   What do effective talent communities look like in 2020    •   Providing relevant, valuable and extremely personalised content    •   The role of technology in talent engagement    •   What does the future look like and what tools do we need to develop Subscribe to this podcast in Apple Podcasts Wed, 05 Aug 2020 05:27:00 -0000 Talent Engagement full 288 Matt Alder Marvin Smith, Enterprise Talent Sourcing Lead at Lockheed Martin talks to Matt Alder Finding and persuading people with highly specialised skills to make the move and join your organisation is something that remains a big challenge. So how do you build and engage long term pipelines of talent and how is technology changing the way talent engagement works? My guest this week is Marvin Smith, Enterprise Talent Sourcing Lead at Lockheed Martin. Marvin was one the very first people I saw talk about talent communities and talent engagement and is a genuine expert practitioner in this aspect of talent acquisition. In the interview, we discuss:    •   The recruiting challenges at Lockheed Martin    •   Engaging over career lifetimes    •   Identifying highly specialised talent pools and building long term segmented pipelines    •   What do effective talent communities look like in 2020    •   Providing relevant, valuable and extremely personalised content    •   The role of technology in talent engagement    •   What does the future look like and what tools do we need to develop Subscribe to this podcast in Apple Podcasts Finding and persuading people with highly specialised skills to make the move and join your organisation is something that remains a big challenge. So how do you build and engage long term pipelines of talent and how is technology changing the way talent engagement works?


My guest this week is Marvin Smith, Enterprise Talent Sourcing Lead at Lockheed Martin. Marvin was one the very first people I saw talk about talent communities and talent engagement and is a genuine expert practitioner in this aspect of talent acquisition.


In the interview, we discuss:


   •   The recruiting challenges at Lockheed Martin


   •   Engaging over career lifetimes


   •   Identifying highly specialised talent pools and building long term segmented pipelines


   •   What do effective talent communities look like in 2020


   •   Providing relevant, valuable and extremely personalised content


   •   The role of technology in talent engagement


   •   What does the future look like and what tools do we need to develop



Subscribe to this podcast in Apple Podcasts

]]> 2232 no Ep 287 - Belonging & Inclusion https://www.recruitingfuture.com/ A global pandemic, economic dislocation and Black Lives Matter: three signs of how life is undergoing rapid change in 2020, and all of them are having a significant impact on what people are looking for in an employer. One of the key aspects of navigating these changes successfully is helping people to feel part of their organisations. But not everyone feels like they belong. For example, the nonprofit Center for Talent Innovation has found that White men have the highest median belonging scores of any gender or racial group, but Black and Asian women score the lowest. My guest this week is Ritu Mohanka, Head of Strategy & Business Development EMEA at Glint. Glint has just released results from 900,000 of its customers' employees, showing the sense of 'belonging' in a company is more closely linked to employee happiness than ever before. In our conversation, we talk about the challenges around belonging and identify practical ways employers can create a proper platform for genuine inclusivity. In the interview, we discuss: Ritu's story and her recent inclusion on the 2020 EMpower 100 Ethnic Minority Executives list The effect the pandemic is having on employee's sense of belonging. The relationship between belonging, performance and productivity  Why culture is more important than ever  Inclusivity and being heard Creating a safe space for uncomfortable conversations Active listening and being heard Empowering managers with high quality and timely data What does the future look like in terms of belonging and inclusion Subscribe this podcast in Apple Podcasts Wed, 29 Jul 2020 05:27:00 -0000 Belonging & Inclusion full 287 Matt Alder Ritu Mohanka, Head of Strategy & Business Development EMEA talks to Matt Alder A global pandemic, economic dislocation and Black Lives Matter: three signs of how life is undergoing rapid change in 2020, and all of them are having a significant impact on what people are looking for in an employer. One of the key aspects of navigating these changes successfully is helping people to feel part of their organisations. But not everyone feels like they belong. For example, the nonprofit Center for Talent Innovation has found that White men have the highest median belonging scores of any gender or racial group, but Black and Asian women score the lowest. My guest this week is Ritu Mohanka, Head of Strategy & Business Development EMEA at Glint. Glint has just released results from 900,000 of its customers' employees, showing the sense of 'belonging' in a company is more closely linked to employee happiness than ever before. In our conversation, we talk about the challenges around belonging and identify practical ways employers can create a proper platform for genuine inclusivity. In the interview, we discuss: Ritu's story and her recent inclusion on the 2020 EMpower 100 Ethnic Minority Executives list The effect the pandemic is having on employee's sense of belonging. The relationship between belonging, performance and productivity  Why culture is more important than ever  Inclusivity and being heard Creating a safe space for uncomfortable conversations Active listening and being heard Empowering managers with high quality and timely data What does the future look like in terms of belonging and inclusion Subscribe this podcast in Apple Podcasts A global pandemic, economic dislocation and Black Lives Matter: three signs of how life is undergoing rapid change in 2020, and all of them are having a significant impact on what people are looking for in an employer.


One of the key aspects of navigating these changes successfully is helping people to feel part of their organisations. But not everyone feels like they belong. For example, the nonprofit Center for Talent Innovation has found that White men have the highest median belonging scores of any gender or racial group, but Black and Asian women score the lowest.


My guest this week is Ritu Mohanka, Head of Strategy & Business Development EMEA at Glint. Glint has just released results from 900,000 of its customers' employees, showing the sense of 'belonging' in a company is more closely linked to employee happiness than ever before. In our conversation, we talk about the challenges around belonging and identify practical ways employers can create a proper platform for genuine inclusivity.


In the interview, we discuss:


  • Ritu's story and her recent inclusion on the 2020 EMpower 100 Ethnic Minority Executives list
  • The effect the pandemic is having on employee's sense of belonging.
  • The relationship between belonging, performance and productivity
  •  Why culture is more important than ever
  •  Inclusivity and being heard
  • Creating a safe space for uncomfortable conversations
  • Active listening and being heard
  • Empowering managers with high quality and timely data
  • What does the future look like in terms of belonging and inclusion


Subscribe this podcast in Apple Podcasts

]]> 1426 no Ep 286: Robotic Process Automation https://www.recruitingfuture.com/ The events of 2020 are accelerating recruiting automation at a pace none of us could have previously predicted. One of the problems with the current approaches to automation in talent acquisition is that things tend to be vendor lead, and finding a vendor who fully aligned to all of your needs can be a challenge. In Episode 283, I discussed the importance of building a strategy for automation and having a helicopter view of all of the elements. However, it is only possible for TA Leaders to take that helicopter view if they have an understanding of the critical building blocks of automation. My guest this week is Leigh Pullen, Co-Founder and CEO at CiGen a Robotic Process Automation services company based in Melbourne Australia. Robotic Process Automation or RPA as it is better known is something everyone in talent acquisition needs to understand. In the interview, we discuss:    •   What is Robotic Process Automation?    •   Current HR use cases for RPA    •   Combining RPA with Machine Learning, Natural Language Processing and Artificial Intelligence    •   Humans vs Robots    •   What will RPA make possible in the future    •   The impact on jobs Subscribe to this podcast in Apple Podcasts Thu, 23 Jul 2020 21:59:00 -0000 Robotic Process Automation full 286 Matt Alder Leigh Pullen, Co-Founder and CEO at Ciigen talks to Matt Alder The events of 2020 are accelerating recruiting automation at a pace none of us could have previously predicted. One of the problems with the current approaches to automation in talent acquisition is that things tend to be vendor lead, and finding a vendor who fully aligned to all of your needs can be a challenge. In Episode 283, I discussed the importance of building a strategy for automation and having a helicopter view of all of the elements. However, it is only possible for TA Leaders to take that helicopter view if they have an understanding of the critical building blocks of automation. My guest this week is Leigh Pullen, Co-Founder and CEO at CiGen a Robotic Process Automation services company based in Melbourne Australia. Robotic Process Automation or RPA as it is better known is something everyone in talent acquisition needs to understand. In the interview, we discuss:    •   What is Robotic Process Automation?    •   Current HR use cases for RPA    •   Combining RPA with Machine Learning, Natural Language Processing and Artificial Intelligence    •   Humans vs Robots    •   What will RPA make possible in the future    •   The impact on jobs Subscribe to this podcast in Apple Podcasts The events of 2020 are accelerating recruiting automation at a pace none of us could have previously predicted. One of the problems with the current approaches to automation in talent acquisition is that things tend to be vendor lead, and finding a vendor who fully aligned to all of your needs can be a challenge.


In Episode 283, I discussed the importance of building a strategy for automation and having a helicopter view of all of the elements. However, it is only possible for TA Leaders to take that helicopter view if they have an understanding of the critical building blocks of automation.


My guest this week is Leigh Pullen, Co-Founder and CEO at CiGen a Robotic Process Automation services company based in Melbourne Australia. Robotic Process Automation or RPA as it is better known is something everyone in talent acquisition needs to understand.


In the interview, we discuss:


   •   What is Robotic Process Automation?


   •   Current HR use cases for RPA


   •   Combining RPA with Machine Learning, Natural Language Processing and Artificial Intelligence


   •   Humans vs Robots


   •   What will RPA make possible in the future


   •   The impact on jobs



Subscribe to this podcast in Apple Podcasts

]]> 1235 no Ep 285: The Evolution Of Executive Recruiting https://recruitingfuture.com/ Executive recruiting has always been seen as somewhat separate to the rest of talent acquisition. Search firms have traditionally dominated the market, and digital transformation in this area has historically been very slow. However, a growing number of employers now have their own in house executive recruiting functions and the COVID 19 pandemic is changing everything. My guest this week is Adriana Quevedo, Director of Executive Search and On-Boarding at Intel. Adriana has spent the last eight years helping to develop in house executive recruiting at Intel and has some great insights and advice to share. In the interview with discuss:    •   The challenges of executive recruiting    •   How Intel's in house function has evolved, and the lessons learnt    •   Advice on setting up an in house function    •   The importance of benchmarking and networking with industry peers    •   Dramatically reducing reliance on search firms.    •   Combining science and art to secure the right hires    •   How COVID 19 is effecting executive recruiting and onboarding    •   Providing a white glove experience virtually    •   Diversity and Inclusion    •   What's next for executive recruiting at Intel Subscribe to this podcast in Apple Podcasts Tue, 21 Jul 2020 23:12:00 -0000 The Evolution Of Executive Recruiting full 285 Matt Alder Adriana Quevedo, Director of Executive Search and On-Boarding at Intel talks to Matt Alder Executive recruiting has always been seen as somewhat separate to the rest of talent acquisition. Search firms have traditionally dominated the market, and digital transformation in this area has historically been very slow. However, a growing number of employers now have their own in house executive recruiting functions and the COVID 19 pandemic is changing everything. My guest this week is Adriana Quevedo, Director of Executive Search and On-Boarding at Intel. Adriana has spent the last eight years helping to develop in house executive recruiting at Intel and has some great insights and advice to share. In the interview with discuss:    •   The challenges of executive recruiting    •   How Intel's in house function has evolved, and the lessons learnt    •   Advice on setting up an in house function    •   The importance of benchmarking and networking with industry peers    •   Dramatically reducing reliance on search firms.    •   Combining science and art to secure the right hires    •   How COVID 19 is effecting executive recruiting and onboarding    •   Providing a white glove experience virtually    •   Diversity and Inclusion    •   What's next for executive recruiting at Intel Subscribe to this podcast in Apple Podcasts Executive recruiting has always been seen as somewhat separate to the rest of talent acquisition. Search firms have traditionally dominated the market, and digital transformation in this area has historically been very slow. However, a growing number of employers now have their own in house executive recruiting functions and the COVID 19 pandemic is changing everything.


My guest this week is Adriana Quevedo, Director of Executive Search and On-Boarding at Intel. Adriana has spent the last eight years helping to develop in house executive recruiting at Intel and has some great insights and advice to share.


In the interview with discuss:


   •   The challenges of executive recruiting


   •   How Intel's in house function has evolved, and the lessons learnt


   •   Advice on setting up an in house function


   •   The importance of benchmarking and networking with industry peers


   •   Dramatically reducing reliance on search firms.


   •   Combining science and art to secure the right hires


   •   How COVID 19 is effecting executive recruiting and onboarding


   •   Providing a white glove experience virtually


   •   Diversity and Inclusion


   •   What's next for executive recruiting at Intel


Subscribe to this podcast in Apple Podcasts


]]> 1830 no Ep 284: Employability Since the start of the pandemic unemployment is rising all over the world at an unprecedented rate. Even if the labour market does bounce back quickly, things are likely to look very different with many industries currently going through an accelerated digital transformation. So what can be done to address the increasingly urgent issue of employability, how should employers be thinking about talent and are there any lessons that we can learn from the previous economic crisis? My guest this week is Colin Donnery, Director at Turas Nua, Ireland's leading provider of employability services which has helped over 40,000 people back into the workforce in the last four years. In the interview, we discuss: :    •   How the current crisis is different for jobs than previous recessions    •   The impact of AI and automation on labour markets    •   The disproportionate effect on young people    •   Tools and techniques to get people back to work    •   Skills for the new economy    •   Digitising advocacy and guidance and the importance of human interventions    •   How employers need to change their thinking to access valuable pools of talent Subscribe to this podcast in Apple Podcasts Fri, 17 Jul 2020 20:51:00 -0000 Employability full 284 Matt Alder Colin Donnery, Director at Turas Nua talks to Matt Alder Since the start of the pandemic unemployment is rising all over the world at an unprecedented rate. Even if the labour market does bounce back quickly, things are likely to look very different with many industries currently going through an accelerated digital transformation. So what can be done to address the increasingly urgent issue of employability, how should employers be thinking about talent and are there any lessons that we can learn from the previous economic crisis? My guest this week is Colin Donnery, Director at Turas Nua, Ireland's leading provider of employability services which has helped over 40,000 people back into the workforce in the last four years. In the interview, we discuss: :    •   How the current crisis is different for jobs than previous recessions    •   The impact of AI and automation on labour markets    •   The disproportionate effect on young people    •   Tools and techniques to get people back to work    •   Skills for the new economy    •   Digitising advocacy and guidance and the importance of human interventions    •   How employers need to change their thinking to access valuable pools of talent Subscribe to this podcast in Apple Podcasts Since the start of the pandemic unemployment is rising all over the world at an unprecedented rate. Even if the labour market does bounce back quickly, things are likely to look very different with many industries currently going through an accelerated digital transformation.

So what can be done to address the increasingly urgent issue of employability, how should employers be thinking about talent and are there any lessons that we can learn from the previous economic crisis?

My guest this week is Colin Donnery, Director at Turas Nua, Ireland's leading provider of employability services which has helped over 40,000 people back into the workforce in the last four years.


In the interview, we discuss: :


   •   How the current crisis is different for jobs than previous recessions


   •   The impact of AI and automation on labour markets


   •   The disproportionate effect on young people


   •   Tools and techniques to get people back to work


   •   Skills for the new economy


   •   Digitising advocacy and guidance and the importance of human interventions


   •   How employers need to change their thinking to access valuable pools of talent


Subscribe to this podcast in Apple Podcasts

]]> 1828 no Ep 283: Recruiting Automation Strategy https://recfuture.libsyn.com/ep-283-recruiting-automation-strategy Contact: matt@metashift.co.uk We're at the halfway point of 2020, and it's clear we are at the starting point of a period of significant change in talent acquisition the speed of which none of us would have predicted six months ago. It's also evident that Recruiting Automation is one of the critical pillars of this change. I've always felt that as an industry we've had a very head in the sand attitude to automation and debate has been overly focused on specific tools and minor details. That has to change, and we have to look at automation from a strategic perspective. At the recent TA Global Gathering digital conference, I delivered a presentation on recruiting automation strategy, and I'm really pleased to able to publish the audio from that presentation as this episode of the podcast. Key points I cover: • The rise of intelligent recruiting • Why automation is so important right now • What can, should and actually is being automated • The potential for Robotic Process Automation (RPA) in talent acquisition • The importance of strategic thinking from TA leaders • Five fundamental questions to address Subscribe to this podcast in Apple Podcasts Tue, 14 Jul 2020 22:29:00 -0000 Recruiting Automation Strategy full Matt Alder Matt Alder outlines the need for strategic thinking in recruiting automation Contact: matt@metashift.co.uk We're at the halfway point of 2020, and it's clear we are at the starting point of a period of significant change in talent acquisition the speed of which none of us would have predicted six months ago. It's also evident that Recruiting Automation is one of the critical pillars of this change. I've always felt that as an industry we've had a very head in the sand attitude to automation and debate has been overly focused on specific tools and minor details. That has to change, and we have to look at automation from a strategic perspective. At the recent TA Global Gathering digital conference, I delivered a presentation on recruiting automation strategy, and I'm really pleased to able to publish the audio from that presentation as this episode of the podcast. Key points I cover: • The rise of intelligent recruiting • Why automation is so important right now • What can, should and actually is being automated • The potential for Robotic Process Automation (RPA) in talent acquisition • The importance of strategic thinking from TA leaders • Five fundamental questions to address Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

We're at the halfway point of 2020, and it's clear we are at the starting point of a period of significant change in talent acquisition the speed of which none of us would have predicted six months ago. It's also evident that Recruiting Automation is one of the critical pillars of this change.

I've always felt that as an industry we've had a very head in the sand attitude to automation and debate has been overly focused on specific tools and minor details. That has to change, and we have to look at automation from a strategic perspective.

At the recent TA Global Gathering digital conference, I delivered a presentation on recruiting automation strategy, and I'm really pleased to able to publish the audio from that presentation as this episode of the podcast.

Key points I cover:

• The rise of intelligent recruiting

• Why automation is so important right now

• What can, should and actually is being automated

• The potential for Robotic Process Automation (RPA) in talent acquisition

• The importance of strategic thinking from TA leaders

• Five fundamental questions to address

Subscribe to this podcast in Apple Podcasts

]]> 1039 no Ep 282: Talent Brand Content Strategy https://recfuture.libsyn.com/ep-282-talent-brand-content-strategy Contact: matt@metashift.co.uk Content marketing and its critical role in recruitment marketing and employer branding is a topic very close to my heart and something we have covered many times on the podcast. One of the most challenging aspects for any talent acquisition content strategy is often generating the content itself. So how can employers be effective at content marketing in a time of shrinking budgets and smaller teams? My guest this week is Anthony Jones, Global Head of Talent Brand at Rockwell Automation. Over the last two years, Anthony has built in house content creation and digital marketing capability to address Rockwell Automation's recruiting challenges. He has some excellent insights and advice to share. In the interview, we discuss: • The recruiting challenges at Rockwell Automation • The approach to Talent Branding • Standing out in the places that matter by using content to get attention. • Building capability to produce unique content • The importance of specialists in talent acquisition and the key skills required • Types of content and the importance of doing things differently • Why authenticity is critical • The role of technology Subscribe to this podcast in Apple Podcasts Tue, 07 Jul 2020 21:21:00 -0000 Talent Brand Content Strategy full 282 Matt Alder Anthony Jones, Global Head of Talent Brand at Rockwell Automation, talks to Matt Alder Contact: matt@metashift.co.uk Content marketing and its critical role in recruitment marketing and employer branding is a topic very close to my heart and something we have covered many times on the podcast. One of the most challenging aspects for any talent acquisition content strategy is often generating the content itself. So how can employers be effective at content marketing in a time of shrinking budgets and smaller teams? My guest this week is Anthony Jones, Global Head of Talent Brand at Rockwell Automation. Over the last two years, Anthony has built in house content creation and digital marketing capability to address Rockwell Automation's recruiting challenges. He has some excellent insights and advice to share. In the interview, we discuss: • The recruiting challenges at Rockwell Automation • The approach to Talent Branding • Standing out in the places that matter by using content to get attention. • Building capability to produce unique content • The importance of specialists in talent acquisition and the key skills required • Types of content and the importance of doing things differently • Why authenticity is critical • The role of technology Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Content marketing and its critical role in recruitment marketing and employer branding is a topic very close to my heart and something we have covered many times on the podcast. One of the most challenging aspects for any talent acquisition content strategy is often generating the content itself. So how can employers be effective at content marketing in a time of shrinking budgets and smaller teams?

My guest this week is Anthony Jones, Global Head of Talent Brand at Rockwell Automation. Over the last two years, Anthony has built in house content creation and digital marketing capability to address Rockwell Automation's recruiting challenges. He has some excellent insights and advice to share.

In the interview, we discuss:

• The recruiting challenges at Rockwell Automation

• The approach to Talent Branding

• Standing out in the places that matter by using content to get attention.

• Building capability to produce unique content

• The importance of specialists in talent acquisition and the key skills required

• Types of content and the importance of doing things differently

• Why authenticity is critical

• The role of technology


Subscribe to this podcast in Apple Podcasts

]]> 1649 no Ep 281: Skills, Mobility and AI https://recfuture.libsyn.com/ep-281-skills-mobility-and-ai We are currently living through a period of time where assessment that's based on skills and potential has never been more critical. As the economic crisis plays out, employers need to understand the skills base within their workforces to drive mobility and enable redeployment. At the same time, correctly understanding the transferable skills of available talent will help companies make some fantastic hires. Unfortunately, though recruiting is still dominated by a reliance on resumes and other outdated practices. So how might this be changed and how can technology help to drive our industry forward. My guest this week is Todd Raphael from Eightfold. Todd has been studying and writing about the talent acquisition for over 20 years and has some great insights to share about skills-based recruiting. In the interview, we discuss: • The most significant developments in talent acquisition in the last ten years • Outdated recruiting methods • The benefits of skilled, focused hiring • Transferable skills in an economic crisis • Redeployment to prevent layoffs • The role of AI • Innovating to improve internal mobility • Mitigating bias • The future potential of intelligent automation Subscribe to this podcast in Apple Podcasts   Fri, 03 Jul 2020 20:48:00 -0000 Skills, Mobility and AI full 281 Matt Alder Todd Raphael from Eightfold talks to Matt Alder We are currently living through a period of time where assessment that's based on skills and potential has never been more critical. As the economic crisis plays out, employers need to understand the skills base within their workforces to drive mobility and enable redeployment. At the same time, correctly understanding the transferable skills of available talent will help companies make some fantastic hires. Unfortunately, though recruiting is still dominated by a reliance on resumes and other outdated practices. So how might this be changed and how can technology help to drive our industry forward. My guest this week is Todd Raphael from Eightfold. Todd has been studying and writing about the talent acquisition for over 20 years and has some great insights to share about skills-based recruiting. In the interview, we discuss: • The most significant developments in talent acquisition in the last ten years • Outdated recruiting methods • The benefits of skilled, focused hiring • Transferable skills in an economic crisis • Redeployment to prevent layoffs • The role of AI • Innovating to improve internal mobility • Mitigating bias • The future potential of intelligent automation Subscribe to this podcast in Apple Podcasts   We are currently living through a period of time where assessment that's based on skills and potential has never been more critical. As the economic crisis plays out, employers need to understand the skills base within their workforces to drive mobility and enable redeployment. At the same time, correctly understanding the transferable skills of available talent will help companies make some fantastic hires.

Unfortunately, though recruiting is still dominated by a reliance on resumes and other outdated practices. So how might this be changed and how can technology help to drive our industry forward.

My guest this week is Todd Raphael from Eightfold. Todd has been studying and writing about the talent acquisition for over 20 years and has some great insights to share about skills-based recruiting.

In the interview, we discuss:

• The most significant developments in talent acquisition in the last ten years

• Outdated recruiting methods

• The benefits of skilled, focused hiring

• Transferable skills in an economic crisis

• Redeployment to prevent layoffs

• The role of AI

• Innovating to improve internal mobility

• Mitigating bias

• The future potential of intelligent automation


Subscribe to this podcast in Apple Podcasts

 

]]> 1403 no Ep 280: Great Employers https://recfuture.libsyn.com/ep-280-great-employers Contact: matt@metashift.co.uk Over the past ten years, I've been on judging panels for many different industry awards. This is something that has really helped me appreciate the role business awards play in driving our industry forward by showcasing and celebrating great work. That's the reason I'm working with the Stevies to promote their awards for Great Employers. To tell us more about the categories and the judging my guest this week is Michael Gallagher, Executive Chairman and Founder of The Stevie Awards. Michael also talks about the reason he set up the Stevie Awards for Great Employers, discusses some of the previous winners and shares details about the special awards they have introduced to recognise HR's response to the COVID-19 pandemic. Subscribe to this podcast in Apple Podcasts   Tue, 30 Jun 2020 16:19:00 -0000 Ep 280: Great Employers full 280 Matt Alder Michael Gallagher, Executive Chairman and Founder of The Stevie Awards talks to Matt Alder Contact: matt@metashift.co.uk Over the past ten years, I've been on judging panels for many different industry awards. This is something that has really helped me appreciate the role business awards play in driving our industry forward by showcasing and celebrating great work. That's the reason I'm working with the Stevies to promote their awards for Great Employers. To tell us more about the categories and the judging my guest this week is Michael Gallagher, Executive Chairman and Founder of The Stevie Awards. Michael also talks about the reason he set up the Stevie Awards for Great Employers, discusses some of the previous winners and shares details about the special awards they have introduced to recognise HR's response to the COVID-19 pandemic. Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

Over the past ten years, I've been on judging panels for many different industry awards. This is something that has really helped me appreciate the role business awards play in driving our industry forward by showcasing and celebrating great work.

That's the reason I'm working with the Stevies to promote their awards for Great Employers. To tell us more about the categories and the judging my guest this week is Michael Gallagher, Executive Chairman and Founder of The Stevie Awards.

Michael also talks about the reason he set up the Stevie Awards for Great Employers, discusses some of the previous winners and shares details about the special awards they have introduced to recognise HR's response to the COVID-19 pandemic.

Subscribe to this podcast in Apple Podcasts

 

]]> 1397 no Round Up June 2020 https://recfuture.libsyn.com/round-up-june-2020 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 271: Finding and Nurturing Culture Ep 272: Momentum Ep 273: Reimagining Talent Acquisition Ep 274: Motivation and Resilience Ep 275: Accelerating Digital Transformation Ep 276: The Future of Recruiting Technology Ep 277: 2020 And Beyond Ep 278: Early Careers Disrupted Ep 279: The Future Of The Workplace Subscribe to this podcast in Apple Podcasts Mon, 29 Jun 2020 21:33:00 -0000 Round Up June 2020 bonus Matt Alder Matt Alder showcases recent episodes Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 271: Finding and Nurturing Culture Ep 272: Momentum Ep 273: Reimagining Talent Acquisition Ep 274: Motivation and Resilience Ep 275: Accelerating Digital Transformation Ep 276: The Future of Recruiting Technology Ep 277: 2020 And Beyond Ep 278: Early Careers Disrupted Ep 279: The Future Of The Workplace Subscribe to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:


Ep 271: Finding and Nurturing Culture

Ep 272: Momentum

Ep 273: Reimagining Talent Acquisition

Ep 274: Motivation and Resilience

Ep 275: Accelerating Digital Transformation

Ep 276: The Future of Recruiting Technology

Ep 277: 2020 And Beyond

Ep 278: Early Careers Disrupted

Ep 279: The Future Of The Workplace

Subscribe to this podcast in Apple Podcasts

]]> 598 no Ep 279: The Future Of The Workplace https://recfuture.libsyn.com/ep-279-the-future-of-the-workplace With such a large proportion of the global workforce currently working from home, it's now clear that the offices and workspaces that people eventually return to are going to be very different. So what does the future of the workplace look like and what part will it play in attracting and retaining top talent? My guest this week is Ash Hanson, SVP of Human Resources at Aramark. Aramark provides facilities, food and uniforms to employers across 19 countries and is at the cutting edge of the changes we are currently seeing in workplaces all around the world. In the interview, we discuss: • The changes Covid-19 is driving for Aramark • How hospitality companies are becoming safety companies with a hospitality focus • The importance of effective employee communication • How Aramark recruit and retain top talent • The importance of workspace to employer brand • What's next for Aramark Subscribe to this podcast in Apple Podcasts Thu, 25 Jun 2020 15:24:00 -0000 The Future Of The Workplace full 279 Matt Alder Ash Hanson, SVP of Human Resources at Aramark talks to Matt Alder With such a large proportion of the global workforce currently working from home, it's now clear that the offices and workspaces that people eventually return to are going to be very different. So what does the future of the workplace look like and what part will it play in attracting and retaining top talent? My guest this week is Ash Hanson, SVP of Human Resources at Aramark. Aramark provides facilities, food and uniforms to employers across 19 countries and is at the cutting edge of the changes we are currently seeing in workplaces all around the world. In the interview, we discuss: • The changes Covid-19 is driving for Aramark • How hospitality companies are becoming safety companies with a hospitality focus • The importance of effective employee communication • How Aramark recruit and retain top talent • The importance of workspace to employer brand • What's next for Aramark Subscribe to this podcast in Apple Podcasts With such a large proportion of the global workforce currently working from home, it's now clear that the offices and workspaces that people eventually return to are going to be very different. So what does the future of the workplace look like and what part will it play in attracting and retaining top talent?

My guest this week is Ash Hanson, SVP of Human Resources at Aramark. Aramark provides facilities, food and uniforms to employers across 19 countries and is at the cutting edge of the changes we are currently seeing in workplaces all around the world.

In the interview, we discuss:

• The changes Covid-19 is driving for Aramark

• How hospitality companies are becoming safety companies with a hospitality focus

• The importance of effective employee communication

• How Aramark recruit and retain top talent

• The importance of workspace to employer brand

• What's next for Aramark

Subscribe to this podcast in Apple Podcasts

]]> 1415 no Ep 278: Early Careers Disrupted https://recfuture.libsyn.com/ep-278-early-careers-disrupted In the last few months, college recruiting and internship programs have been refocused, scaled back and in many cases cancelled. Internships have become digital internships, and on-campus, hiring has gone virtual. So what are the long term implications for early careers and how are companies reimagining their future talent strategies? My guest this week is Dawn Carter, Director of Global University Recruiting at Uber. In our conversation, Dawn talks about the effect of the pandemic on Uber's internship programs and campus recruiting activity and also share her thoughts on what the future of early careers recruiting might look like. In the interview, we discuss: • Uber's approach to university recruiting and how it is changing • Moving to digital internships • Changing student attitudes to university study • Market realities • Reimagining on-campus events • Differentiating employer brand • Can high tech also be high touch? • Moving from talent acquisition to talent marketplaces and long term talent engagement. Subscribe to this podcast in Apple Podcasts Wed, 24 Jun 2020 14:20:00 -0000 Early Careers Disrupted full 278 Matt Alder Dawn Carter, Director of Global University Recruiting at Uber talks to Matt Alder In the last few months, college recruiting and internship programs have been refocused, scaled back and in many cases cancelled. Internships have become digital internships, and on-campus, hiring has gone virtual. So what are the long term implications for early careers and how are companies reimagining their future talent strategies? My guest this week is Dawn Carter, Director of Global University Recruiting at Uber. In our conversation, Dawn talks about the effect of the pandemic on Uber's internship programs and campus recruiting activity and also share her thoughts on what the future of early careers recruiting might look like. In the interview, we discuss: • Uber's approach to university recruiting and how it is changing • Moving to digital internships • Changing student attitudes to university study • Market realities • Reimagining on-campus events • Differentiating employer brand • Can high tech also be high touch? • Moving from talent acquisition to talent marketplaces and long term talent engagement. Subscribe to this podcast in Apple Podcasts In the last few months, college recruiting and internship programs have been refocused, scaled back and in many cases cancelled. Internships have become digital internships, and on-campus, hiring has gone virtual. So what are the long term implications for early careers and how are companies reimagining their future talent strategies?

My guest this week is Dawn Carter, Director of Global University Recruiting at Uber. In our conversation, Dawn talks about the effect of the pandemic on Uber's internship programs and campus recruiting activity and also share her thoughts on what the future of early careers recruiting might look like.

In the interview, we discuss:

• Uber's approach to university recruiting and how it is changing

• Moving to digital internships

• Changing student attitudes to university study

• Market realities

• Reimagining on-campus events

• Differentiating employer brand

• Can high tech also be high touch?

• Moving from talent acquisition to talent marketplaces and long term talent engagement.

Subscribe to this podcast in Apple Podcasts

]]> 1342 no Ep 277: 2020 And Beyond https://recfuture.libsyn.com/ep-277-2020-and-beyond Contact: matt@metashift.co.uk A few weeks ago, I hosted a webinar organised by Attrax exploring both the short and long term future of Talent Acquisition. My guests were Ellie Harte, Recruitment Partner at Atkins (SNC-Lavalin Group) and Ben Gledhill, Interim Head of Resourcing Transformation at Thames Water. We discussed how talent acquisition in their two organisations has been affected by the pandemic, how they are replanning the future and the likely long terms impacts. We had some great feedback, so I'm delighted to be able to bring you the live audio recording we made of the webinar as this latest episode of the podcast In the conversation we cover: • The immediate talent acquisition challenges caused by Covid-19 • Re-thinking strategies • The importance of empathetic communications • Adapting recruitment marketing activity • What does employer brand look like moving forward • What types of recruiting technology have been most valuable. • Careers Sites as the core of talent attraction • What does candidate experience look like in 2020 • How is talent acquisition going to change in the next 12 months Subscribe to this podcast in Apple Podcasts   Mon, 22 Jun 2020 16:41:00 -0000 2020 And Beyond full 277 Matt Alder Ellie Harte from Atkins and Ben Gledhill from Thames Water talk to Matt Alder Contact: matt@metashift.co.uk A few weeks ago, I hosted a webinar organised by Attrax exploring both the short and long term future of Talent Acquisition. My guests were Ellie Harte, Recruitment Partner at Atkins (SNC-Lavalin Group) and Ben Gledhill, Interim Head of Resourcing Transformation at Thames Water. We discussed how talent acquisition in their two organisations has been affected by the pandemic, how they are replanning the future and the likely long terms impacts. We had some great feedback, so I'm delighted to be able to bring you the live audio recording we made of the webinar as this latest episode of the podcast In the conversation we cover: • The immediate talent acquisition challenges caused by Covid-19 • Re-thinking strategies • The importance of empathetic communications • Adapting recruitment marketing activity • What does employer brand look like moving forward • What types of recruiting technology have been most valuable. • Careers Sites as the core of talent attraction • What does candidate experience look like in 2020 • How is talent acquisition going to change in the next 12 months Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

A few weeks ago, I hosted a webinar organised by Attrax exploring both the short and long term future of Talent Acquisition. My guests were Ellie Harte, Recruitment Partner at Atkins (SNC-Lavalin Group) and Ben Gledhill, Interim Head of Resourcing Transformation at Thames Water. We discussed how talent acquisition in their two organisations has been affected by the pandemic, how they are replanning the future and the likely long terms impacts.

We had some great feedback, so I'm delighted to be able to bring you the live audio recording we made of the webinar as this latest episode of the podcast

In the conversation we cover:

• The immediate talent acquisition challenges caused by Covid-19

• Re-thinking strategies

• The importance of empathetic communications

• Adapting recruitment marketing activity

• What does employer brand look like moving forward

• What types of recruiting technology have been most valuable.

• Careers Sites as the core of talent attraction

• What does candidate experience look like in 2020

• How is talent acquisition going to change in the next 12 months


Subscribe to this podcast in Apple Podcasts

 

]]> 2043 no Ep 276: The Future of Recruiting Technology https://recfuture.libsyn.com/ep-276-the-future-of-recruiting-technology Contact: matt@metashift.co.uk The last few years have been a boomtime for recruiting technology with record levels of investment and interest as the digital transformation of talent acquisition progresses. So how has the pandemic affected things in the short term and what is the changed future of the recruiting technology market going to look like? My guest this week is Jonathan Kestenbaum, Co-Founder of Talent Tech Labs. Talent Tech Labs is continuously monitoring the recruiting technology marketplace, and Jonathan has some very valuable insights to share. In the interview, we discuss: • The impact of COVID on the recruiting technology market • Short term challenges and opportunities • The Talent Tech Ecosystem • The acceleration in market consolidation • New categories of technology • The growth of automation in recruiting • AI, RPA and Analytics Subscribe to this podcast in Apple Podcasts Thu, 18 Jun 2020 18:13:00 -0000 The Future of Recruiting Technology full 276 Matt Alder Jonathan Kestenbaum, Co-Founder of Talent Tech Labs talks to Matt Alder Contact: matt@metashift.co.uk The last few years have been a boomtime for recruiting technology with record levels of investment and interest as the digital transformation of talent acquisition progresses. So how has the pandemic affected things in the short term and what is the changed future of the recruiting technology market going to look like? My guest this week is Jonathan Kestenbaum, Co-Founder of Talent Tech Labs. Talent Tech Labs is continuously monitoring the recruiting technology marketplace, and Jonathan has some very valuable insights to share. In the interview, we discuss: • The impact of COVID on the recruiting technology market • Short term challenges and opportunities • The Talent Tech Ecosystem • The acceleration in market consolidation • New categories of technology • The growth of automation in recruiting • AI, RPA and Analytics Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

The last few years have been a boomtime for recruiting technology with record levels of investment and interest as the digital transformation of talent acquisition progresses. So how has the pandemic affected things in the short term and what is the changed future of the recruiting technology market going to look like?

My guest this week is Jonathan Kestenbaum, Co-Founder of Talent Tech Labs. Talent Tech Labs is continuously monitoring the recruiting technology marketplace, and Jonathan has some very valuable insights to share.

In the interview, we discuss:

• The impact of COVID on the recruiting technology market

• Short term challenges and opportunities

• The Talent Tech Ecosystem

• The acceleration in market consolidation

• New categories of technology

• The growth of automation in recruiting

• AI, RPA and Analytics


Subscribe to this podcast in Apple Podcasts

]]> 1725 no Ep 275: Accelerating Digital Transformation https://recfuture.libsyn.com/ep-275-accelerating-digital-transformation Contact - matt@metashift.co.uk Finding any type of certainty in our current times is difficult. However, what is undeniably certain is that the COVID-19 pandemic has radically accelerated digital transformation in talent acquisition. Employers are relying on the capability of their tech stacks to maintain productivity, and many of them are looking at strategically expanding those capabilities to solve the new challenges they face. My guests this week are Karl Porter and Charlie Hooper from the talent acquisition team at Metro Bank. In our conversation, we talk about how Metro Bank is adapting its talent acquisition strategy, the technology they are using and why candidate experience remains critically important. In the interview, we discuss: • How COVID-19 is accelerating digital transformation at Metro Bank • Evolving recruiting challenges • Using technology to enhance candidate contact strategy • Remote onboarding • Automation • Leveraging employer brand to reduce marketing spend • Providing an optimal candidate experience • The long term focus for talent acquisition Subscribe to this podcast in Apple Podcasts   Tue, 16 Jun 2020 18:07:00 -0000 Accelerating Digital Transformation full 275 Matt Alder Karl Porter and Charlie Hooper talks to Matt Alder Contact - matt@metashift.co.uk Finding any type of certainty in our current times is difficult. However, what is undeniably certain is that the COVID-19 pandemic has radically accelerated digital transformation in talent acquisition. Employers are relying on the capability of their tech stacks to maintain productivity, and many of them are looking at strategically expanding those capabilities to solve the new challenges they face. My guests this week are Karl Porter and Charlie Hooper from the talent acquisition team at Metro Bank. In our conversation, we talk about how Metro Bank is adapting its talent acquisition strategy, the technology they are using and why candidate experience remains critically important. In the interview, we discuss: • How COVID-19 is accelerating digital transformation at Metro Bank • Evolving recruiting challenges • Using technology to enhance candidate contact strategy • Remote onboarding • Automation • Leveraging employer brand to reduce marketing spend • Providing an optimal candidate experience • The long term focus for talent acquisition Subscribe to this podcast in Apple Podcasts   Contact - matt@metashift.co.uk

Finding any type of certainty in our current times is difficult. However, what is undeniably certain is that the COVID-19 pandemic has radically accelerated digital transformation in talent acquisition. Employers are relying on the capability of their tech stacks to maintain productivity, and many of them are looking at strategically expanding those capabilities to solve the new challenges they face.

My guests this week are Karl Porter and Charlie Hooper from the talent acquisition team at Metro Bank. In our conversation, we talk about how Metro Bank is adapting its talent acquisition strategy, the technology they are using and why candidate experience remains critically important.

In the interview, we discuss:

• How COVID-19 is accelerating digital transformation at Metro Bank

• Evolving recruiting challenges

• Using technology to enhance candidate contact strategy

• Remote onboarding

• Automation

• Leveraging employer brand to reduce marketing spend

• Providing an optimal candidate experience

• The long term focus for talent acquisition

Subscribe to this podcast in Apple Podcasts

 

]]> 1237 no Ep 274: Motivation and Resilience https://recfuture.libsyn.com/ep-274-motivation-and-resilience Contact: matt@metashift.co.uk The situation we are all living through is undoubtedly testing everyone's motivation and resilience in many different ways. Planning for an uncertain future is tough, but there are mental models that can help. My guest this week is Sue Stockdale. As well as being an inspirational speaker and an executive coach Sue is a former polar explorer and athlete. She has some great advice to share on motivation, inspiration and building mental resilience. In the interview, we discuss: • Developing mental resilience in extreme conditions • Diminishing interferences • Planning for an unexpected future • The importance of the known • What holds people back • Inspiration from an astronaut • Leading versus managing Subscribe to this podcast in Apple Podcast Fri, 12 Jun 2020 19:33:00 -0000 Motivation and Resilience full 274 Matt Alder Sue Stockdale talks to Matt Alder Contact: matt@metashift.co.uk The situation we are all living through is undoubtedly testing everyone's motivation and resilience in many different ways. Planning for an uncertain future is tough, but there are mental models that can help. My guest this week is Sue Stockdale. As well as being an inspirational speaker and an executive coach Sue is a former polar explorer and athlete. She has some great advice to share on motivation, inspiration and building mental resilience. In the interview, we discuss: • Developing mental resilience in extreme conditions • Diminishing interferences • Planning for an unexpected future • The importance of the known • What holds people back • Inspiration from an astronaut • Leading versus managing Subscribe to this podcast in Apple Podcast Contact: matt@metashift.co.uk

The situation we are all living through is undoubtedly testing everyone's motivation and resilience in many different ways. Planning for an uncertain future is tough, but there are mental models that can help.

My guest this week is Sue Stockdale. As well as being an inspirational speaker and an executive coach Sue is a former polar explorer and athlete. She has some great advice to share on motivation, inspiration and building mental resilience.

In the interview, we discuss:

• Developing mental resilience in extreme conditions

• Diminishing interferences

• Planning for an unexpected future

• The importance of the known

• What holds people back

• Inspiration from an astronaut

• Leading versus managing


Subscribe to this podcast in Apple Podcast

]]> 1411 no Ep 273: Reimagining Talent Acquisition https://recfuture.libsyn.com/ep-273-reimagining-talent-acquisition Contact: matt@metashift.co.uk The seismic shocks of 2020 continue to come hard and fast and are undoubtedly driving a dramatic change in focus for talent acquisition teams all over the world. So how are talent acquisition leaders dealing with this and what are their key points of focus as we move forward? My guest this week is Annie Rihn, VP of Recruiting at Zillow. In our conversation, Annie talks about the pivoting and prioritising Zillow is currently undertaking in talent acquisition and gives her thoughts on what the future might look like In the interview, we discuss: • Pivoting and prioritising • Listening, learning and taking action against racism • Developing approaches to internal mobility • The importance of candidate experience • The scale and sustainability of virtual hiring and onboarding • Building a virtual culture • Optimising the recruiting technology tech stack • Employer Brand • Measuring the metrics that matter Subscribe to this podcast in Apple Podcasts   Thu, 11 Jun 2020 19:01:00 -0000 Reimagining Talent Acquisition full 273 Matt Alder Annie Rihn talks to Matt Alder Contact: matt@metashift.co.uk The seismic shocks of 2020 continue to come hard and fast and are undoubtedly driving a dramatic change in focus for talent acquisition teams all over the world. So how are talent acquisition leaders dealing with this and what are their key points of focus as we move forward? My guest this week is Annie Rihn, VP of Recruiting at Zillow. In our conversation, Annie talks about the pivoting and prioritising Zillow is currently undertaking in talent acquisition and gives her thoughts on what the future might look like In the interview, we discuss: • Pivoting and prioritising • Listening, learning and taking action against racism • Developing approaches to internal mobility • The importance of candidate experience • The scale and sustainability of virtual hiring and onboarding • Building a virtual culture • Optimising the recruiting technology tech stack • Employer Brand • Measuring the metrics that matter Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

The seismic shocks of 2020 continue to come hard and fast and are undoubtedly driving a dramatic change in focus for talent acquisition teams all over the world. So how are talent acquisition leaders dealing with this and what are their key points of focus as we move forward?

My guest this week is Annie Rihn, VP of Recruiting at Zillow. In our conversation, Annie talks about the pivoting and prioritising Zillow is currently undertaking in talent acquisition and gives her thoughts on what the future might look like

In the interview, we discuss:

• Pivoting and prioritising

• Listening, learning and taking action against racism

• Developing approaches to internal mobility

• The importance of candidate experience

• The scale and sustainability of virtual hiring and onboarding

• Building a virtual culture

• Optimising the recruiting technology tech stack

• Employer Brand

• Measuring the metrics that matter

Subscribe to this podcast in Apple Podcasts

 

]]> 1964 no Talent Watch - Hiring Manager Relations https://recfuture.libsyn.com/talent-watch-hiring-manager-relations Having effective hiring managers is crucial for businesses looking to hire and develop the talent they need. For nearly 90% of job seekers, it is the impression they get of the person they will be working for that most influences their decision on whether to join. At the same time, one of the critical factors causing early employee attrition is a lack of faith in their manager. Talent Watch is an ongoing series of research-based reports created my myself and Mervyn Dinnen that analyse and reflect the way the talent lifecycle is evolving, from attention to retention and beyond. In this special bonus episode of the podcast, we discuss some of the key findings from our recently published Talent Watch report on Hiring Manager Relations. You can download your free copy of the report here. A huge thank you to Attrax for sponsoring this edition of Talent Watch. Subscribe to this podcast in Apple Podcasts Mon, 08 Jun 2020 15:42:00 -0000 Talent Watch - Hiring Manager Relations bonus Matt Alder Mervyn Dinnen talks to Matt Alder Having effective hiring managers is crucial for businesses looking to hire and develop the talent they need. For nearly 90% of job seekers, it is the impression they get of the person they will be working for that most influences their decision on whether to join. At the same time, one of the critical factors causing early employee attrition is a lack of faith in their manager. Talent Watch is an ongoing series of research-based reports created my myself and Mervyn Dinnen that analyse and reflect the way the talent lifecycle is evolving, from attention to retention and beyond. In this special bonus episode of the podcast, we discuss some of the key findings from our recently published Talent Watch report on Hiring Manager Relations. You can download your free copy of the report here. A huge thank you to Attrax for sponsoring this edition of Talent Watch. Subscribe to this podcast in Apple Podcasts Having effective hiring managers is crucial for businesses looking to hire and develop the talent they need. For nearly 90% of job seekers, it is the impression they get of the person they will be working for that most influences their decision on whether to join. At the same time, one of the critical factors causing early employee attrition is a lack of faith in their manager.

Talent Watch is an ongoing series of research-based reports created my myself and Mervyn Dinnen that analyse and reflect the way the talent lifecycle is evolving, from attention to retention and beyond. In this special bonus episode of the podcast, we discuss some of the key findings from our recently published Talent Watch report on Hiring Manager Relations.

You can download your free copy of the report here.

A huge thank you to Attrax for sponsoring this edition of Talent Watch.

Subscribe to this podcast in Apple Podcasts

]]> 708 no Ep 272: Momentum https://recfuture.libsyn.com/ep-272-momentum I know that many of you listening will be resetting your talent acquisition strategies for a changed future. Whatever that future looks like for your business; I want this podcast to be a valuable resource for you. So In the coming weeks, I will be bringing you stories, advice and inspiration from both inside and outside of the industry. My guest on this episode is Mike Berland the founder & CEO of research, data, and analytics firm Decode M. Mike's work with well-known organisations and politicians has helped him become an expert on brand and personal momentum. Something that I think all talent acquisition teams are going to need in the weeks and months ahead. In the interview, we discuss: • What is momentum? • Quantifying momentum from the perspective of communications • The five drivers of momentum • The importance of continuous transformation and reinvention • Why momentum is different from fads and trends • Why personal momentum is critical during this time of mass disruption • Avoiding stagnation • Examples of brands and people who are masters of momentum   Subscribe to this podcast on Apple Podcasts   Fri, 05 Jun 2020 17:24:00 -0000 Momentum full 272 Matt Alder Mike Berland talks to Matt Alder I know that many of you listening will be resetting your talent acquisition strategies for a changed future. Whatever that future looks like for your business; I want this podcast to be a valuable resource for you. So In the coming weeks, I will be bringing you stories, advice and inspiration from both inside and outside of the industry. My guest on this episode is Mike Berland the founder & CEO of research, data, and analytics firm Decode M. Mike's work with well-known organisations and politicians has helped him become an expert on brand and personal momentum. Something that I think all talent acquisition teams are going to need in the weeks and months ahead. In the interview, we discuss: • What is momentum? • Quantifying momentum from the perspective of communications • The five drivers of momentum • The importance of continuous transformation and reinvention • Why momentum is different from fads and trends • Why personal momentum is critical during this time of mass disruption • Avoiding stagnation • Examples of brands and people who are masters of momentum   Subscribe to this podcast on Apple Podcasts   I know that many of you listening will be resetting your talent acquisition strategies for a changed future. Whatever that future looks like for your business; I want this podcast to be a valuable resource for you. So In the coming weeks, I will be bringing you stories, advice and inspiration from both inside and outside of the industry.

My guest on this episode is Mike Berland the founder & CEO of research, data, and analytics firm Decode M. Mike's work with well-known organisations and politicians has helped him become an expert on brand and personal momentum. Something that I think all talent acquisition teams are going to need in the weeks and months ahead.

In the interview, we discuss:

• What is momentum?

• Quantifying momentum from the perspective of communications

• The five drivers of momentum

• The importance of continuous transformation and reinvention

• Why momentum is different from fads and trends

• Why personal momentum is critical during this time of mass disruption

• Avoiding stagnation

• Examples of brands and people who are masters of momentum

 

Subscribe to this podcast on Apple Podcasts

 

]]> 1449 no Ep 271: Finding and Nurturing Culture https://recfuture.libsyn.com/ep-271-finding-and-nurturing-culture Every organisation has a culture; it is impossible to exist without one. Understanding, nurturing and amplifying the most effective parts of that culture is a critical activity, but very often one organisations fail at because they asked the wrong questions. So, as an employer, how do you make sure that your culture is enabling you to get the best from your people and helping you to attract exceptional talent to your business? My guest this week is Andrew Missingham, the co-founder of B&A, which describes itself as the fastest, most creative management consultancy in the world. B&A works with companies to help them understand and nurture their cultures and Andrew has some fantastic insights to share In the interview, we discuss: • What are businesses doing to cope with the impact of Covid-19 • The Difference between Culture, Creativity and Heritage • How do you build a productive culture • Auditing and optimising • The importance of behaviours • What might change in the podcast Covid world • The increased future value of face to face contact Subscribe to this podcast in Apple Podcasts Thu, 04 Jun 2020 16:50:00 -0000 Finding and Nurturing Culture full 271 Matt Alder Andrew Missingham talks to Matt Alder Every organisation has a culture; it is impossible to exist without one. Understanding, nurturing and amplifying the most effective parts of that culture is a critical activity, but very often one organisations fail at because they asked the wrong questions. So, as an employer, how do you make sure that your culture is enabling you to get the best from your people and helping you to attract exceptional talent to your business? My guest this week is Andrew Missingham, the co-founder of B&A, which describes itself as the fastest, most creative management consultancy in the world. B&A works with companies to help them understand and nurture their cultures and Andrew has some fantastic insights to share In the interview, we discuss: • What are businesses doing to cope with the impact of Covid-19 • The Difference between Culture, Creativity and Heritage • How do you build a productive culture • Auditing and optimising • The importance of behaviours • What might change in the podcast Covid world • The increased future value of face to face contact Subscribe to this podcast in Apple Podcasts Every organisation has a culture; it is impossible to exist without one. Understanding, nurturing and amplifying the most effective parts of that culture is a critical activity, but very often one organisations fail at because they asked the wrong questions. So, as an employer, how do you make sure that your culture is enabling you to get the best from your people and helping you to attract exceptional talent to your business?

My guest this week is Andrew Missingham, the co-founder of B&A, which describes itself as the fastest, most creative management consultancy in the world. B&A works with companies to help them understand and nurture their cultures and Andrew has some fantastic insights to share

In the interview, we discuss:

• What are businesses doing to cope with the impact of Covid-19

• The Difference between Culture, Creativity and Heritage

• How do you build a productive culture

• Auditing and optimising

• The importance of behaviours

• What might change in the podcast Covid world

• The increased future value of face to face contact


Subscribe to this podcast in Apple Podcasts

]]> 1731 no Round Up May 2020 https://recfuture.libsyn.com/round-up-may-2020 Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 263: Content Marketing Ep 264: Design Thinking Ep 265: The Future Of Tech Hiring Ep 266: Recruiting Future Ep 267: The Dangerous Resume Ep 268: Recruiters Recruiting Recruiters Ep 269: Find Your Voice Ep 270: Talent Sustainability Index Subscribe to this podcast in Apple Podcasts Tue, 02 Jun 2020 19:19:00 -0000 Round Up May 2020 bonus Matt Alder Matt Alder showcases recent episodes Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 263: Content Marketing Ep 264: Design Thinking Ep 265: The Future Of Tech Hiring Ep 266: Recruiting Future Ep 267: The Dangerous Resume Ep 268: Recruiters Recruiting Recruiters Ep 269: Find Your Voice Ep 270: Talent Sustainability Index Subscribe to this podcast in Apple Podcasts Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.


Episodes mentioned in this Round Up:

Ep 263: Content Marketing

Ep 264: Design Thinking

Ep 265: The Future Of Tech Hiring

Ep 266: Recruiting Future

Ep 267: The Dangerous Resume

Ep 268: Recruiters Recruiting Recruiters

Ep 269: Find Your Voice

Ep 270: Talent Sustainability Index

Subscribe to this podcast in Apple Podcasts

]]> 625 no Ep 270: Talent Sustainability Index https://recfuture.libsyn.com/ep-270-talent-sustainability-index Covid-19 has changed the way we work; in many ways, it may well have changed the way we work forever. One really interesting question is how we might be able to use this momentum of change to help solve the more protracted crisis we face from the global climate emergency? My guest this week is global talent acquisition leader Paul Maxin. A few weeks ago Paul wrote an article Recruiter magazine in the UK about the concept of a talent sustainability index which would allow talent acquisition leaders to be more proactive in helping business respond to the threat of climate change. In the interview, we discuss: • The acceleration of digital transformation • That increased importance of recruitment marketing and employer branding • The concept of a Talent Sustainability Index • What will the index measure? • The lasting impact of the pandemic on business outcomes • The opportunity for Talent Acquisition to be proactive and drive the agenda • Will, the process and technology changes, driven in talent acquisition by the pandemic last in the long term? • What should Talent Acquisition leaders be doing right now Subscribe to this podcast in Apple Podcasts Fri, 29 May 2020 14:56:00 -0000 Talent Sustainability Index full 270 Matt Alder Paul Maxin talks to Matt Alder Covid-19 has changed the way we work; in many ways, it may well have changed the way we work forever. One really interesting question is how we might be able to use this momentum of change to help solve the more protracted crisis we face from the global climate emergency? My guest this week is global talent acquisition leader Paul Maxin. A few weeks ago Paul wrote an article Recruiter magazine in the UK about the concept of a talent sustainability index which would allow talent acquisition leaders to be more proactive in helping business respond to the threat of climate change. In the interview, we discuss: • The acceleration of digital transformation • That increased importance of recruitment marketing and employer branding • The concept of a Talent Sustainability Index • What will the index measure? • The lasting impact of the pandemic on business outcomes • The opportunity for Talent Acquisition to be proactive and drive the agenda • Will, the process and technology changes, driven in talent acquisition by the pandemic last in the long term? • What should Talent Acquisition leaders be doing right now Subscribe to this podcast in Apple Podcasts Covid-19 has changed the way we work; in many ways, it may well have changed the way we work forever. One really interesting question is how we might be able to use this momentum of change to help solve the more protracted crisis we face from the global climate emergency?

My guest this week is global talent acquisition leader Paul Maxin. A few weeks ago Paul wrote an article Recruiter magazine in the UK about the concept of a talent sustainability index which would allow talent acquisition leaders to be more proactive in helping business respond to the threat of climate change.

In the interview, we discuss:

• The acceleration of digital transformation

• That increased importance of recruitment marketing and employer branding

• The concept of a Talent Sustainability Index

• What will the index measure?

• The lasting impact of the pandemic on business outcomes

• The opportunity for Talent Acquisition to be proactive and drive the agenda

• Will, the process and technology changes, driven in talent acquisition by the pandemic last in the long term?

• What should Talent Acquisition leaders be doing right now


Subscribe to this podcast in Apple Podcasts

]]> 1440 no Ep 269: Find Your Voice https://recfuture.libsyn.com/ep-269-find-your-voice I'm sure many of you, like me, are currently spending much of your working and indeed some of our social lives on video calls. I've seen a lot of content out there to help people with the technical and visual aspects for video but not much on what is perhaps the most essential ingredient of all, effective use of the voice. So how do you generate the same presence on a Zoom call that you could get in a face to face meeting or on a conference stage? Well, my guest this week is the perfect person to help. Caroline Goyder is an internationally renowned voice coach who works actors, broadcasters and business professionals. She is the author two books and her TED talk on speaking with confidence as been view over 7 million times. In the interview, we discuss: • The voice as an instrument and the importance of presence • The difference between talking face to face and via a Zoom call • Being confident without being self-conscious • The importance of voice in leadership • Lessons to learn from professional performers Caroline's book is available here, and if you send your receipt to info@gravitasmethod.com you can receive the audio course she mentioned free of charge. 
 Subscribe to this podcast in Apple Podcasts Tue, 26 May 2020 22:00:00 -0000 Find Your Voice full 269 Matt Alder Caroline Goyder talks to Matt Alder I'm sure many of you, like me, are currently spending much of your working and indeed some of our social lives on video calls. I've seen a lot of content out there to help people with the technical and visual aspects for video but not much on what is perhaps the most essential ingredient of all, effective use of the voice. So how do you generate the same presence on a Zoom call that you could get in a face to face meeting or on a conference stage? Well, my guest this week is the perfect person to help. Caroline Goyder is an internationally renowned voice coach who works actors, broadcasters and business professionals. She is the author two books and her TED talk on speaking with confidence as been view over 7 million times. In the interview, we discuss: • The voice as an instrument and the importance of presence • The difference between talking face to face and via a Zoom call • Being confident without being self-conscious • The importance of voice in leadership • Lessons to learn from professional performers Caroline's book is available here, and if you send your receipt to info@gravitasmethod.com you can receive the audio course she mentioned free of charge. 
 Subscribe to this podcast in Apple Podcasts I'm sure many of you, like me, are currently spending much of your working and indeed some of our social lives on video calls. I've seen a lot of content out there to help people with the technical and visual aspects for video but not much on what is perhaps the most essential ingredient of all, effective use of the voice.


So how do you generate the same presence on a Zoom call that you could get in a face to face meeting or on a conference stage? Well, my guest this week is the perfect person to help. Caroline Goyder is an internationally renowned voice coach who works actors, broadcasters and business professionals. She is the author two books and her TED talk on speaking with confidence as been view over 7 million times.


In the interview, we discuss:


• The voice as an instrument and the importance of presence

• The difference between talking face to face and via a Zoom call

• Being confident without being self-conscious

• The importance of voice in leadership

• Lessons to learn from professional performers


Caroline's book is available here, and if you send your receipt to info@gravitasmethod.com you can receive the audio course she mentioned free of charge.




Subscribe to this podcast in Apple Podcasts

]]> 1171 no Ep 268: Recruiters Recruiting Recruiters https://recfuture.libsyn.com/ep-268-recruiters-recruiting-recruiters As regular listeners will know I'm currently mixing podcast content to provide information and insights that are valuable for right now, during the pandemic and insights which will help everyone as we plan for the future. This episode is a right now episode. My guest this week is Gerry Crispin. As many of you will already now Gerry is the co-founder of Career Crossroads, a long-established community for talent acquisition leaders. In the interview, we discuss: • What talent acquisition leaders are thinking, planning and doing right now. • How remote hiring is changing the game • The pivot from goal-directed behaviour to community-directed behaviour • Will candidates be making different choices in the future? • Moving furloughed workers frictionlessly between employers • The Recruiters Recruiting Recruiters initiative; its aims and code of conduct. Subscribe to this podcast in Apple Podcasts Thu, 21 May 2020 17:12:00 -0000 Recruiters Recruiting Recruiters full 268 Matt Alder Gerry Crispin talks to Matt Alder As regular listeners will know I'm currently mixing podcast content to provide information and insights that are valuable for right now, during the pandemic and insights which will help everyone as we plan for the future. This episode is a right now episode. My guest this week is Gerry Crispin. As many of you will already now Gerry is the co-founder of Career Crossroads, a long-established community for talent acquisition leaders. In the interview, we discuss: • What talent acquisition leaders are thinking, planning and doing right now. • How remote hiring is changing the game • The pivot from goal-directed behaviour to community-directed behaviour • Will candidates be making different choices in the future? • Moving furloughed workers frictionlessly between employers • The Recruiters Recruiting Recruiters initiative; its aims and code of conduct. Subscribe to this podcast in Apple Podcasts As regular listeners will know I'm currently mixing podcast content to provide information and insights that are valuable for right now, during the pandemic and insights which will help everyone as we plan for the future. This episode is a right now episode.

My guest this week is Gerry Crispin. As many of you will already now Gerry is the co-founder of Career Crossroads, a long-established community for talent acquisition leaders.

In the interview, we discuss:

• What talent acquisition leaders are thinking, planning and doing right now.

• How remote hiring is changing the game

• The pivot from goal-directed behaviour to community-directed behaviour

• Will candidates be making different choices in the future?

• Moving furloughed workers frictionlessly between employers

• The Recruiters Recruiting Recruiters initiative; its aims and code of conduct.


Subscribe to this podcast in Apple Podcasts

]]> 1903 no Ep 267: The Dangerous Resume https://recfuture.libsyn.com/ep-267-the-dangerous-resume Contact: matt@metashift.co.uk In 2006 I wrote a blog about the imminent demise of the resume, arguing that they were on longer relevant in the new digital world. Fast forward 14 years and resumes, or CVs if you live in the UK, are still the most common anchor point for the recruiting process. The problem with resumes is not just one about digital relevance; now it's about the effectiveness and integrity of recruiting itself. So what are the alternatives and how can the industry move forward. My guest this week is Sterling Grey from The Chemistry Group, an organization that has been pioneering new approaches for employers to assess and hire talent. In the interview, we discuss: • The dangerous implications of recruiting via resumes • Conscious and unconscious bias • What are the alternatives and are they working in practice • Increasing data points to improve selection • The cost of a mis-hire • Humans and technology • Will recruiting be done differently in the future Subscribe to this podcast in Apple Podcasts Tue, 19 May 2020 20:50:00 -0000 The Dangerous Resume full Matt Alder Sterling Grey talks to Matt Alder Contact: matt@metashift.co.uk In 2006 I wrote a blog about the imminent demise of the resume, arguing that they were on longer relevant in the new digital world. Fast forward 14 years and resumes, or CVs if you live in the UK, are still the most common anchor point for the recruiting process. The problem with resumes is not just one about digital relevance; now it's about the effectiveness and integrity of recruiting itself. So what are the alternatives and how can the industry move forward. My guest this week is Sterling Grey from The Chemistry Group, an organization that has been pioneering new approaches for employers to assess and hire talent. In the interview, we discuss: • The dangerous implications of recruiting via resumes • Conscious and unconscious bias • What are the alternatives and are they working in practice • Increasing data points to improve selection • The cost of a mis-hire • Humans and technology • Will recruiting be done differently in the future Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

In 2006 I wrote a blog about the imminent demise of the resume, arguing that they were on longer relevant in the new digital world. Fast forward 14 years and resumes, or CVs if you live in the UK, are still the most common anchor point for the recruiting process. The problem with resumes is not just one about digital relevance; now it's about the effectiveness and integrity of recruiting itself. So what are the alternatives and how can the industry move forward.

My guest this week is Sterling Grey from The Chemistry Group, an organization that has been pioneering new approaches for employers to assess and hire talent.

In the interview, we discuss:

• The dangerous implications of recruiting via resumes

• Conscious and unconscious bias

• What are the alternatives and are they working in practice

• Increasing data points to improve selection

• The cost of a mis-hire

• Humans and technology

• Will recruiting be done differently in the future


Subscribe to this podcast in Apple Podcasts

]]> 1816 no Ep 266: Recruiting Future https://recfuture.libsyn.com/ep-266-recruiting-future Over the last five and half year's, I've published nearly 120 hours of podcast content, and I've always been very frustrated that there hasn't been a more effective way to search the archive for specific topics. Well as of now that's all changed with the launch of the new recruitingfuture.com website. I know that the vast majority of you subscribe to the show in your podcasting app of choice or via Spotify and that is still the best way to make sure you're up to date with all the latest content. However, if you want to search the back catalogue for interviews on specific topics including recruiting automation, employer branding, recruitment marketing, recruiting technology and talent acquisition strategy, then it is now super easy to do that on the website at www.recruitingfuture.com. So on with the show and something a bit different this week. I'm delighted to welcome back the brilliant John Vlastelica from Recruiting Toolbox, but this time rather than me interviewing him he is interviewing me. In the interview, we discuss: • Recruiting automation • A new model for recruitment marketing • The evolution of talent acquisition • Talent acquisition leadership • The importance of specialisation • The role of the recruiter in the future • Candidate experience Here are the podcast episodes I reference in the conversation: Accelerated Change The Realities of Recruiting Automation Programmatic Advertising Explained Solving Challenges with Technology Inbound Recruiting Responding to a Changing Talent Market Is Assessment Technology Working The Digital Transformation of Assessment Rebel Talent Rebel Ideas Talent for Digital Transformation CEOs and Talent Acquisition Design Thinking Data-Driven Candidate Experience   Subscribe to this podcast in Apple Podcasts   Fri, 15 May 2020 20:35:00 -0000 Recruiting Future full 266 Matt Alder Matt Alder talks to John Vlastelica Over the last five and half year's, I've published nearly 120 hours of podcast content, and I've always been very frustrated that there hasn't been a more effective way to search the archive for specific topics. Well as of now that's all changed with the launch of the new recruitingfuture.com website. I know that the vast majority of you subscribe to the show in your podcasting app of choice or via Spotify and that is still the best way to make sure you're up to date with all the latest content. However, if you want to search the back catalogue for interviews on specific topics including recruiting automation, employer branding, recruitment marketing, recruiting technology and talent acquisition strategy, then it is now super easy to do that on the website at www.recruitingfuture.com. So on with the show and something a bit different this week. I'm delighted to welcome back the brilliant John Vlastelica from Recruiting Toolbox, but this time rather than me interviewing him he is interviewing me. In the interview, we discuss: • Recruiting automation • A new model for recruitment marketing • The evolution of talent acquisition • Talent acquisition leadership • The importance of specialisation • The role of the recruiter in the future • Candidate experience Here are the podcast episodes I reference in the conversation: Accelerated Change The Realities of Recruiting Automation Programmatic Advertising Explained Solving Challenges with Technology Inbound Recruiting Responding to a Changing Talent Market Is Assessment Technology Working The Digital Transformation of Assessment Rebel Talent Rebel Ideas Talent for Digital Transformation CEOs and Talent Acquisition Design Thinking Data-Driven Candidate Experience   Subscribe to this podcast in Apple Podcasts   Over the last five and half year's, I've published nearly 120 hours of podcast content, and I've always been very frustrated that there hasn't been a more effective way to search the archive for specific topics.

Well as of now that's all changed with the launch of the new recruitingfuture.com website. I know that the vast majority of you subscribe to the show in your podcasting app of choice or via Spotify and that is still the best way to make sure you're up to date with all the latest content. However, if you want to search the back catalogue for interviews on specific topics including recruiting automation, employer branding, recruitment marketing, recruiting technology and talent acquisition strategy, then it is now super easy to do that on the website at www.recruitingfuture.com.

So on with the show and something a bit different this week. I'm delighted to welcome back the brilliant John Vlastelica from Recruiting Toolbox, but this time rather than me interviewing him he is interviewing me.

In the interview, we discuss:

• Recruiting automation

• A new model for recruitment marketing

• The evolution of talent acquisition

• Talent acquisition leadership

• The importance of specialisation

• The role of the recruiter in the future

• Candidate experience

Here are the podcast episodes I reference in the conversation:


Accelerated Change

The Realities of Recruiting Automation

Programmatic Advertising Explained

Solving Challenges with Technology

Inbound Recruiting

Responding to a Changing Talent Market

Is Assessment Technology Working

The Digital Transformation of Assessment

Rebel Talent

Rebel Ideas

Talent for Digital Transformation

CEOs and Talent Acquisition

Design Thinking

Data-Driven Candidate Experience

 

Subscribe to this podcast in Apple Podcasts

 

]]> 3407 no Ep 265: The Future Of Tech Hiring https://recfuture.libsyn.com/ep-265-the-future-of-tech-hiring Contact: matt@metashift.co.uk Over the past 25 years, tech hiring has been the consistent area where the demand for talent outstrips the supply. While the precise skills that are in shortage change as the technology landscape evolves, it has always been a candidate-driven market. So is the pandemic crisis changing the balance in tech hiring and how should companies be looking to attract and assess tech talent in our changed future? My guest this week is Natalia Panowicz, CEO of Codility. Codility works with some of the biggest technology employers on the planet, and Natalia has some unique and data-driven insights to share. In the interview, we discuss: • How is the pandemic affecting the tech hiring market? • Will demand continue to outstrip supply in the future? • How remote hiring is opening up the global market for software engineers • The impact of evidence-based hiring • Avoiding bias and increasing diversity • Assessment design Subscribe to the podcast in Apple Podcasts Wed, 13 May 2020 21:33:00 -0000 The Future Of Tech Hiring full Matt Alder Natalia Panowicz talks to Matt Alder Contact: matt@metashift.co.uk Over the past 25 years, tech hiring has been the consistent area where the demand for talent outstrips the supply. While the precise skills that are in shortage change as the technology landscape evolves, it has always been a candidate-driven market. So is the pandemic crisis changing the balance in tech hiring and how should companies be looking to attract and assess tech talent in our changed future? My guest this week is Natalia Panowicz, CEO of Codility. Codility works with some of the biggest technology employers on the planet, and Natalia has some unique and data-driven insights to share. In the interview, we discuss: • How is the pandemic affecting the tech hiring market? • Will demand continue to outstrip supply in the future? • How remote hiring is opening up the global market for software engineers • The impact of evidence-based hiring • Avoiding bias and increasing diversity • Assessment design Subscribe to the podcast in Apple Podcasts Contact: matt@metashift.co.uk

Over the past 25 years, tech hiring has been the consistent area where the demand for talent outstrips the supply. While the precise skills that are in shortage change as the technology landscape evolves, it has always been a candidate-driven market.

So is the pandemic crisis changing the balance in tech hiring and how should companies be looking to attract and assess tech talent in our changed future?

My guest this week is Natalia Panowicz, CEO of Codility. Codility works with some of the biggest technology employers on the planet, and Natalia has some unique and data-driven insights to share.

In the interview, we discuss:

• How is the pandemic affecting the tech hiring market?

• Will demand continue to outstrip supply in the future?

• How remote hiring is opening up the global market for software engineers

• The impact of evidence-based hiring

• Avoiding bias and increasing diversity

• Assessment design


Subscribe to the podcast in Apple Podcasts

]]> 1572 no Ep 264: Design Thinking https://recfuture.libsyn.com/ep-264-design-thinking Contact: matt@metashift.co.uk Despite years of discussion and many excellent initiatives to attempt to fix the issue, recruiting still has an experience problem. As talent acquisition leaders around the world re-evaluate their strategies moving forward, incorporating design principles into the reimagining of experiences, services and processes is something that will bring considerable competitive advantage. My guest this week is best selling author and speaker, Scott Berkun. I've been a fan of Scott’s work for a really long time and his new book "How Design Makes The World" is a fantastic introduction to design principles and thinking. It was great to hear Scott talk about the book and also share his thoughts on fixing the recruiting experience problem. In the interview, we discuss: • What makes something well designed and why it is essential not to take things at face value • Thinking the actual problem you want to solve • Design thinking versus design doing • Design principles in organisational and service design • The mismatch between candidate wants, and recruiter wants • Applying design knowledge to solve recruiting's service design issues • Scott’s favourite story from the book and how it illustrates the hidden forces that often sit behind design choices Subscribe to this podcast in Apple Podcasts Tue, 05 May 2020 16:44:00 -0000 Design Thinking full 264 Matt Alder Scott Berkun talks to Matt Alder Contact: matt@metashift.co.uk Despite years of discussion and many excellent initiatives to attempt to fix the issue, recruiting still has an experience problem. As talent acquisition leaders around the world re-evaluate their strategies moving forward, incorporating design principles into the reimagining of experiences, services and processes is something that will bring considerable competitive advantage. My guest this week is best selling author and speaker, Scott Berkun. I've been a fan of Scott’s work for a really long time and his new book "How Design Makes The World" is a fantastic introduction to design principles and thinking. It was great to hear Scott talk about the book and also share his thoughts on fixing the recruiting experience problem. In the interview, we discuss: • What makes something well designed and why it is essential not to take things at face value • Thinking the actual problem you want to solve • Design thinking versus design doing • Design principles in organisational and service design • The mismatch between candidate wants, and recruiter wants • Applying design knowledge to solve recruiting's service design issues • Scott’s favourite story from the book and how it illustrates the hidden forces that often sit behind design choices Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Despite years of discussion and many excellent initiatives to attempt to fix the issue, recruiting still has an experience problem. As talent acquisition leaders around the world re-evaluate their strategies moving forward, incorporating design principles into the reimagining of experiences, services and processes is something that will bring considerable competitive advantage.

My guest this week is best selling author and speaker, Scott Berkun. I've been a fan of Scott’s work for a really long time and his new book "How Design Makes The World" is a fantastic introduction to design principles and thinking. It was great to hear Scott talk about the book and also share his thoughts on fixing the recruiting experience problem.

In the interview, we discuss:

• What makes something well designed and why it is essential not to take things at face value

• Thinking the actual problem you want to solve

• Design thinking versus design doing

• Design principles in organisational and service design

• The mismatch between candidate wants, and recruiter wants

• Applying design knowledge to solve recruiting's service design issues

• Scott’s favourite story from the book and how it illustrates the hidden forces that often sit behind design choices

Subscribe to this podcast in Apple Podcasts

]]> 1555 no Ep 263 : Content Marketing https://recfuture.libsyn.com/ep-263-content-marketing Contact: matt@metashift.co.uk Content marketing is becoming ever more critical in talent acquisition, and this is a trend I can only see continuing as employers reevaluate how they tell their employer brand stories moving forward. But what makes good content marketing and how do you do it effectively? My guest this week is Fraser Allen, an award-winning content marketing professional with a vast amount of experience and some brilliant insights to share. In the interview, we discuss: • What is content marketing • How can you get your content noticed by your target audiences • The power of emotions • Practical examples • Formats • Cost & resources • Marketing your content • Tips for effective content marketing Subscribe to this podcast in Apple Podcasts Fri, 01 May 2020 16:50:00 -0000 Content Marketing full 263 Matt Alder Fraser Allen talks to Matt Alder Contact: matt@metashift.co.uk Content marketing is becoming ever more critical in talent acquisition, and this is a trend I can only see continuing as employers reevaluate how they tell their employer brand stories moving forward. But what makes good content marketing and how do you do it effectively? My guest this week is Fraser Allen, an award-winning content marketing professional with a vast amount of experience and some brilliant insights to share. In the interview, we discuss: • What is content marketing • How can you get your content noticed by your target audiences • The power of emotions • Practical examples • Formats • Cost & resources • Marketing your content • Tips for effective content marketing Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Content marketing is becoming ever more critical in talent acquisition, and this is a trend I can only see continuing as employers reevaluate how they tell their employer brand stories moving forward. But what makes good content marketing and how do you do it effectively?

My guest this week is Fraser Allen, an award-winning content marketing professional with a vast amount of experience and some brilliant insights to share.

In the interview, we discuss:

• What is content marketing

• How can you get your content noticed by your target audiences

• The power of emotions

• Practical examples

• Formats

• Cost & resources

• Marketing your content

• Tips for effective content marketing

Subscribe to this podcast in Apple Podcasts

]]> 1418 no Ep 262: The Speed Of Change https://recfuture.libsyn.com/ep-262-the-speed-of-change Contact:matt@metashift.co.uk My strategy over the last few weeks has been to bring you content that focuses on the current crisis as well as content that looks ahead to the future. This episode is a hybrid of both. My guest this week is Matt Jones, Senior Vice President Operations at Cielo. In our wide-ranging conversation, we talk about the impact Cielo is seeing the global pandemic have on the market and how employers are adapting their talent acquisition strategies in these difficult times. We also discuss the long term adoption and implications of AI and recruiting automation. Here are some of the topics we discuss: • What Cielo is currently seeing in the market • How employers are using technology to adapt • What distress technology purchases are always the best decisions • Does technology fix or amplify bias? • What lessons can we learn from employers who are currently using AI and Automation effectively • Bringing point solutions into a working ecosystem • Why do we still rely on resumes / CVs and will this ever change • The impact of the pandemic crisis on the gig economy • The future role of the recruiter • The importance of putting experience first. Subscribe to this podcast in Apple Podcasts Wed, 29 Apr 2020 15:58:00 -0000 The Speed Of Change full 262 Matt Alder Matt Jones talks to Matt Alder Contact:matt@metashift.co.uk My strategy over the last few weeks has been to bring you content that focuses on the current crisis as well as content that looks ahead to the future. This episode is a hybrid of both. My guest this week is Matt Jones, Senior Vice President Operations at Cielo. In our wide-ranging conversation, we talk about the impact Cielo is seeing the global pandemic have on the market and how employers are adapting their talent acquisition strategies in these difficult times. We also discuss the long term adoption and implications of AI and recruiting automation. Here are some of the topics we discuss: • What Cielo is currently seeing in the market • How employers are using technology to adapt • What distress technology purchases are always the best decisions • Does technology fix or amplify bias? • What lessons can we learn from employers who are currently using AI and Automation effectively • Bringing point solutions into a working ecosystem • Why do we still rely on resumes / CVs and will this ever change • The impact of the pandemic crisis on the gig economy • The future role of the recruiter • The importance of putting experience first. Subscribe to this podcast in Apple Podcasts Contact:matt@metashift.co.uk

My strategy over the last few weeks has been to bring you content that focuses on the current crisis as well as content that looks ahead to the future. This episode is a hybrid of both.

My guest this week is Matt Jones, Senior Vice President Operations at Cielo. In our wide-ranging conversation, we talk about the impact Cielo is seeing the global pandemic have on the market and how employers are adapting their talent acquisition strategies in these difficult times. We also discuss the long term adoption and implications of AI and recruiting automation.

Here are some of the topics we discuss:

• What Cielo is currently seeing in the market

• How employers are using technology to adapt

• What distress technology purchases are always the best decisions

• Does technology fix or amplify bias?

• What lessons can we learn from employers who are currently using AI and Automation effectively

• Bringing point solutions into a working ecosystem

• Why do we still rely on resumes / CVs and will this ever change

• The impact of the pandemic crisis on the gig economy

• The future role of the recruiter

• The importance of putting experience first.

Subscribe to this podcast in Apple Podcasts

]]> 2085 no Ep 261: Data, Diversity and Inclusive Hiring https://recfuture.libsyn.com/ep-261-data-diversity-and-inclusive-hiring Contact: matt@metashift.co.uk Building diverse workforces via inclusive hiring is still a massive issue for many employers. But are organisations doing enough to fix the problem and what role should technology play in this? My guest this week is Gareth Jones, CEO of Headstart. Gareth and his team are using data science to help employers change the way they think about people and talent in order to enable more inclusive recruiting processes. In the interview, we discuss: • Do employers really care about diversity? • Why technology doesn't fix broken recruitment processes • Unconscious and conscious bias • Why anonymised applications don't solve the problem • The importance of changing behaviours and attitudes • Can technology be used in a smarter way, and what does the future hold? Subscribe to this podcast in Apple Podcasts Fri, 24 Apr 2020 16:30:00 -0000 Data, Diversity and Inclusive Hiring full 261 Matt Alder Gareth Jones talks to Matt Alder Contact: matt@metashift.co.uk Building diverse workforces via inclusive hiring is still a massive issue for many employers. But are organisations doing enough to fix the problem and what role should technology play in this? My guest this week is Gareth Jones, CEO of Headstart. Gareth and his team are using data science to help employers change the way they think about people and talent in order to enable more inclusive recruiting processes. In the interview, we discuss: • Do employers really care about diversity? • Why technology doesn't fix broken recruitment processes • Unconscious and conscious bias • Why anonymised applications don't solve the problem • The importance of changing behaviours and attitudes • Can technology be used in a smarter way, and what does the future hold? Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Building diverse workforces via inclusive hiring is still a massive issue for many employers. But are organisations doing enough to fix the problem and what role should technology play in this?

My guest this week is Gareth Jones, CEO of Headstart. Gareth and his team are using data science to help employers change the way they think about people and talent in order to enable more inclusive recruiting processes.

In the interview, we discuss:

• Do employers really care about diversity?

• Why technology doesn't fix broken recruitment processes

• Unconscious and conscious bias

• Why anonymised applications don't solve the problem

• The importance of changing behaviours and attitudes

• Can technology be used in a smarter way, and what does the future hold?


Subscribe to this podcast in Apple Podcasts

]]> 1814 no Ep 260: Dream Teams In A Remote World https://recfuture.libsyn.com/ep-260-dream-teams-in-a-remote-world Contact: matt@metashift.co.uk One of the best business books I've read in the last few years is Dream Teams by Shane Snow. In the book, he analyses how the best teams become more than the sum of their parts, illustrating this with evidence from history, neuroscience, psychology and business. I interviewed Shane on the podcast in 2018, and I'm delighted to have him back again. In our conversation, we talk about the concepts of Dream Teams (many of which he has researched further since the book was published) and how they can be applied to building and leading teams in our current challenging times, particularly when people are working remotely. Here are some of the topics we discuss: • Why everything we do is teamwork • What makes a team more than the sum of its parts • Intellectual humility and its importance in teamwork • Cognitive friction from a diversity of thinking • Hidden dysfunctions in teams • The importance of boundaries • Building trust in teams • Ensuring inclusion • What will work look like in the future Subscribe to this podcast in Apple Podcasts Tue, 21 Apr 2020 18:07:00 -0000 Dream Teams In A Remote World full 260 Matt Alder Shane Snow talks to Matt Alder Contact: matt@metashift.co.uk One of the best business books I've read in the last few years is Dream Teams by Shane Snow. In the book, he analyses how the best teams become more than the sum of their parts, illustrating this with evidence from history, neuroscience, psychology and business. I interviewed Shane on the podcast in 2018, and I'm delighted to have him back again. In our conversation, we talk about the concepts of Dream Teams (many of which he has researched further since the book was published) and how they can be applied to building and leading teams in our current challenging times, particularly when people are working remotely. Here are some of the topics we discuss: • Why everything we do is teamwork • What makes a team more than the sum of its parts • Intellectual humility and its importance in teamwork • Cognitive friction from a diversity of thinking • Hidden dysfunctions in teams • The importance of boundaries • Building trust in teams • Ensuring inclusion • What will work look like in the future Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

One of the best business books I've read in the last few years is Dream Teams by Shane Snow. In the book, he analyses how the best teams become more than the sum of their parts, illustrating this with evidence from history, neuroscience, psychology and business. I interviewed Shane on the podcast in 2018, and I'm delighted to have him back again. In our conversation, we talk about the concepts of Dream Teams (many of which he has researched further since the book was published) and how they can be applied to building and leading teams in our current challenging times, particularly when people are working remotely.

Here are some of the topics we discuss:

• Why everything we do is teamwork

• What makes a team more than the sum of its parts

• Intellectual humility and its importance in teamwork

• Cognitive friction from a diversity of thinking

• Hidden dysfunctions in teams

• The importance of boundaries

• Building trust in teams

• Ensuring inclusion

• What will work look like in the future

Subscribe to this podcast in Apple Podcasts

]]> 2269 no Ep 259: Implementing Technology Effectively https://recfuture.libsyn.com/ep-259-implementing-technology-effectively Contact: matt@metashift.co.uk In talent acquisition we talk a lot about what technology can do, the problems it can solve and the benefits it can bring; however, we don't talk as much about the challenges of implementing technology, particularly at the enterprise level. My guest this week is the one and only Alan Whitford. Alan is an expert at managing the logistics of large scale HR and Recruiting technology implementations and some incredibly valuable insights and advice to share. In the interview, we discuss: • How to approach a major software implementation • How long should the planning process take and who should do it? • Why RFPs don't work • What are the most common planning mistakes • Managing the relationship between talent acquisition, HR and IT • The importance of involving users early • Considerations for resource allocation • Expecting the unexpected • Will the current crisis change the way recruitment technology is implemented? Subscribe to this podcast in Apple Podcasts Fri, 17 Apr 2020 16:53:00 -0000 Implementing Technology Effectively full 259 Matt Alder Alan Whitford talks to Matt Alder Contact: matt@metashift.co.uk In talent acquisition we talk a lot about what technology can do, the problems it can solve and the benefits it can bring; however, we don't talk as much about the challenges of implementing technology, particularly at the enterprise level. My guest this week is the one and only Alan Whitford. Alan is an expert at managing the logistics of large scale HR and Recruiting technology implementations and some incredibly valuable insights and advice to share. In the interview, we discuss: • How to approach a major software implementation • How long should the planning process take and who should do it? • Why RFPs don't work • What are the most common planning mistakes • Managing the relationship between talent acquisition, HR and IT • The importance of involving users early • Considerations for resource allocation • Expecting the unexpected • Will the current crisis change the way recruitment technology is implemented? Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

In talent acquisition we talk a lot about what technology can do, the problems it can solve and the benefits it can bring; however, we don't talk as much about the challenges of implementing technology, particularly at the enterprise level.

My guest this week is the one and only Alan Whitford. Alan is an expert at managing the logistics of large scale HR and Recruiting technology implementations and some incredibly valuable insights and advice to share.

In the interview, we discuss:

• How to approach a major software implementation

• How long should the planning process take and who should do it?

• Why RFPs don't work

• What are the most common planning mistakes

• Managing the relationship between talent acquisition, HR and IT

• The importance of involving users early

• Considerations for resource allocation

• Expecting the unexpected

• Will the current crisis change the way recruitment technology is implemented?

Subscribe to this podcast in Apple Podcasts

]]> 1538 no Ep 258: Accelerated Change https://recfuture.libsyn.com/ep-258-accelerated-change Contact: matt@metashift.co.uk Crisis situations tend to be significant drivers of long term change. The scale of the crisis we are all currently living through simultaneously across the globe will drive substantial long term change to the way companies think about HR and talent acquisition. Before I introduce my guest this week, I wanted to point you in the direction of an excellent whitepaper that my good friends at Calgary Communications have produced. While it is challenging to predict the future, the whitepaper looks at the potential long term impact of the pandemic on employer branding in the context of change that has been driven by previous global crises. Continuing this theme of long term change my guest this week is Martin Glover, HR Director of Scottish legal firm Morton Fraser. In our conversation, we talk about the impact the pandemic is having on the legal industry and what the long term implications are likely to be for communication, HR and talent acquisition. In the interview, we discuss: • The challenges of moving from 3 office locations to nearly 300 • Communication, Connection and Culture • The importance of a strategic approach to wellbeing • How the legal industry is having to change the way it operates • How the previously impossible becomes the new normal • The future for recruiting technology Calgary Communications Whitepaper Subscribe to this podcast in Apple Podcasts   Wed, 15 Apr 2020 20:52:00 -0000 Accelerated Change full 258 Matt Alder Martin Glover talks to Matt Alder Contact: matt@metashift.co.uk Crisis situations tend to be significant drivers of long term change. The scale of the crisis we are all currently living through simultaneously across the globe will drive substantial long term change to the way companies think about HR and talent acquisition. Before I introduce my guest this week, I wanted to point you in the direction of an excellent whitepaper that my good friends at Calgary Communications have produced. While it is challenging to predict the future, the whitepaper looks at the potential long term impact of the pandemic on employer branding in the context of change that has been driven by previous global crises. Continuing this theme of long term change my guest this week is Martin Glover, HR Director of Scottish legal firm Morton Fraser. In our conversation, we talk about the impact the pandemic is having on the legal industry and what the long term implications are likely to be for communication, HR and talent acquisition. In the interview, we discuss: • The challenges of moving from 3 office locations to nearly 300 • Communication, Connection and Culture • The importance of a strategic approach to wellbeing • How the legal industry is having to change the way it operates • How the previously impossible becomes the new normal • The future for recruiting technology Calgary Communications Whitepaper Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

Crisis situations tend to be significant drivers of long term change. The scale of the crisis we are all currently living through simultaneously across the globe will drive substantial long term change to the way companies think about HR and talent acquisition.

Before I introduce my guest this week, I wanted to point you in the direction of an excellent whitepaper that my good friends at Calgary Communications have produced. While it is challenging to predict the future, the whitepaper looks at the potential long term impact of the pandemic on employer branding in the context of change that has been driven by previous global crises.

Continuing this theme of long term change my guest this week is Martin Glover, HR Director of Scottish legal firm Morton Fraser. In our conversation, we talk about the impact the pandemic is having on the legal industry and what the long term implications are likely to be for communication, HR and talent acquisition.

In the interview, we discuss:

• The challenges of moving from 3 office locations to nearly 300

• Communication, Connection and Culture

• The importance of a strategic approach to wellbeing

• How the legal industry is having to change the way it operates

• How the previously impossible becomes the new normal

• The future for recruiting technology

Calgary Communications Whitepaper

Subscribe to this podcast in Apple Podcasts

 

]]> 1812 no Ep 257: The Realities Of Recruiting Automation https://recfuture.libsyn.com/ep-257-the-realities-of-recruiting-automation Contact: matt@metashift.co.uk From the conversations I've been having recently, it seems that the level of adoption for recruiting automation is going to dramatically increase as we come out of the current pandemic crisis. The problem though it that recruiting automation is often thrown around as a trend without any insight into the strategic and tactical practicalities of implementing it effectively. To help give us an insight into what recruiting automation looks like in practice my guest this week is a highly experienced recruiter and talent acquisition leader Izzey Hung. Izzey has implemented automation and chatbot programmes at several employers and has some excellent insights to share. In the interview, we discuss: • Dealing with recruiting challenges • A strategic process for recruiting automation • The importance of understanding the market • Getting your organization engaged • How to decide what to automate • A chatbot centric approach • The benefits of recruiting automation • Insight from new data points • The future of recruiting automation Subscribe to this podcast in Apple Podcasts Thu, 09 Apr 2020 15:59:19 -0000 The Realities Of Recruiting Automation full 257 Matt Alder Izzey Hung talks to Matt Alder Contact: matt@metashift.co.uk From the conversations I've been having recently, it seems that the level of adoption for recruiting automation is going to dramatically increase as we come out of the current pandemic crisis. The problem though it that recruiting automation is often thrown around as a trend without any insight into the strategic and tactical practicalities of implementing it effectively. To help give us an insight into what recruiting automation looks like in practice my guest this week is a highly experienced recruiter and talent acquisition leader Izzey Hung. Izzey has implemented automation and chatbot programmes at several employers and has some excellent insights to share. In the interview, we discuss: • Dealing with recruiting challenges • A strategic process for recruiting automation • The importance of understanding the market • Getting your organization engaged • How to decide what to automate • A chatbot centric approach • The benefits of recruiting automation • Insight from new data points • The future of recruiting automation Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

From the conversations I've been having recently, it seems that the level of adoption for recruiting automation is going to dramatically increase as we come out of the current pandemic crisis. The problem though it that recruiting automation is often thrown around as a trend without any insight into the strategic and tactical practicalities of implementing it effectively.

To help give us an insight into what recruiting automation looks like in practice my guest this week is a highly experienced recruiter and talent acquisition leader Izzey Hung. Izzey has implemented automation and chatbot programmes at several employers and has some excellent insights to share.

In the interview, we discuss:

• Dealing with recruiting challenges

• A strategic process for recruiting automation

• The importance of understanding the market

• Getting your organization engaged

• How to decide what to automate

• A chatbot centric approach

• The benefits of recruiting automation

• Insight from new data points

• The future of recruiting automation


Subscribe to this podcast in Apple Podcasts

]]> 1314 no Ep 256: CEOs And Talent Acquisition https://recfuture.libsyn.com/ep-256-ceos-and-talent-acquisition A significant issue that I see time and time again is the disconnect between what CEOs say they want from talent acquisition and what is delivered. Why does this disconnect happen, and what can talent acquisition leaders do to fix it? To help answer this vitally important question I'm delighted to welcome Jerome Ternynck, CEO of SmartRecruiters back to the show. Jerome has recently written a book on Hiring Success which is aimed at CEOs and illustrates what they need do to compete effectively for the best talent. In the interview, we discuss: • What is currently happening in the market and how SmartRecruiters are responding as a company • The disconnect between what CEOs want from hiring and how talent acquisition is measured • What does an enterprise need to do to acquire top talent on demand • What should the main focus be for talent acquisition to drive change • Rethinking hiring budgets • AI bias versus human bias • The future of talent acquisition Subscribe to this podcast in Apple Podcasts Wed, 08 Apr 2020 21:20:15 -0000 CEOs And Talent Acquisition full 256 Matt Alder Jerome Ternynck talks to Matt Alder A significant issue that I see time and time again is the disconnect between what CEOs say they want from talent acquisition and what is delivered. Why does this disconnect happen, and what can talent acquisition leaders do to fix it? To help answer this vitally important question I'm delighted to welcome Jerome Ternynck, CEO of SmartRecruiters back to the show. Jerome has recently written a book on Hiring Success which is aimed at CEOs and illustrates what they need do to compete effectively for the best talent. In the interview, we discuss: • What is currently happening in the market and how SmartRecruiters are responding as a company • The disconnect between what CEOs want from hiring and how talent acquisition is measured • What does an enterprise need to do to acquire top talent on demand • What should the main focus be for talent acquisition to drive change • Rethinking hiring budgets • AI bias versus human bias • The future of talent acquisition Subscribe to this podcast in Apple Podcasts A significant issue that I see time and time again is the disconnect between what CEOs say they want from talent acquisition and what is delivered. Why does this disconnect happen, and what can talent acquisition leaders do to fix it?

To help answer this vitally important question I'm delighted to welcome Jerome Ternynck, CEO of SmartRecruiters back to the show. Jerome has recently written a book on Hiring Success which is aimed at CEOs and illustrates what they need do to compete effectively for the best talent.

In the interview, we discuss:

• What is currently happening in the market and how SmartRecruiters are responding as a company

• The disconnect between what CEOs want from hiring and how talent acquisition is measured

• What does an enterprise need to do to acquire top talent on demand

• What should the main focus be for talent acquisition to drive change

• Rethinking hiring budgets

• AI bias versus human bias

• The future of talent acquisition

Subscribe to this podcast in Apple Podcasts

]]> 1892 no Ep 255: March Round Up https://recfuture.libsyn.com/ep-255-march-round-up Contact: matt@metashift.co.uk Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 250: Recruiting In Extraordinary Times Ep 254: Market Update Ep 253: Remote Working - A CEO's Perspective Ep 252: Happiness Ep 245: Programmatic Advertising Explained Ep 246: Solving Challenges With Technology Ep 247: Working Strategically With Hiring Managers Ep 249: Delivering A Custom Experience Subscribe to this podcast in Apple Podcasts Fri, 03 Apr 2020 19:36:21 -0000 March Round Up full Matt Alder Highlights of The Recruiting Future Podcast in March Contact: matt@metashift.co.uk Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 250: Recruiting In Extraordinary Times Ep 254: Market Update Ep 253: Remote Working - A CEO's Perspective Ep 252: Happiness Ep 245: Programmatic Advertising Explained Ep 246: Solving Challenges With Technology Ep 247: Working Strategically With Hiring Managers Ep 249: Delivering A Custom Experience Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:

Ep 250: Recruiting In Extraordinary Times
Ep 254: Market Update
Ep 253: Remote Working - A CEO's Perspective
Ep 252: Happiness
Ep 245: Programmatic Advertising Explained
Ep 246: Solving Challenges With Technology
Ep 247: Working Strategically With Hiring Managers
Ep 249: Delivering A Custom Experience

Subscribe to this podcast in Apple Podcasts

]]> 535 no Ep 254: Market Update https://recfuture.libsyn.com/ep-254-market-update To recap, I'm currently mixing content between topics that are relevant to the right now and topics that are important in the medium to long term. This episode is a right now episode. Previously, in episode 250, I spoke to Johnny Campbell from SocialTalent about the state of the talent acquisition market. What feels like an infinitely long two weeks later, my guest in this episode is Holly Fawcett from SocialTalent to give us an update on what they are seeing in the market right now. In the interview, we discuss: • What is going on in the hiring market right now • The supply of talent • Adaption to virtual hiring • Dealing with change-resistant hiring managers • Talent acquisition as a leadership enablement function • Building an engaging digital candidate experience • The longer-term implications for talent acquisition • How Social Talent is supporting recruiters Subscribe to this podcast in Apple Podcasts Thu, 02 Apr 2020 15:21:14 -0000 Market Update full 254 Matt Alder Holly Fawcett talks to Matt Alder To recap, I'm currently mixing content between topics that are relevant to the right now and topics that are important in the medium to long term. This episode is a right now episode. Previously, in episode 250, I spoke to Johnny Campbell from SocialTalent about the state of the talent acquisition market. What feels like an infinitely long two weeks later, my guest in this episode is Holly Fawcett from SocialTalent to give us an update on what they are seeing in the market right now. In the interview, we discuss: • What is going on in the hiring market right now • The supply of talent • Adaption to virtual hiring • Dealing with change-resistant hiring managers • Talent acquisition as a leadership enablement function • Building an engaging digital candidate experience • The longer-term implications for talent acquisition • How Social Talent is supporting recruiters Subscribe to this podcast in Apple Podcasts To recap, I'm currently mixing content between topics that are relevant to the right now and topics that are important in the medium to long term. This episode is a right now episode.

Previously, in episode 250, I spoke to Johnny Campbell from SocialTalent about the state of the talent acquisition market. What feels like an infinitely long two weeks later, my guest in this episode is Holly Fawcett from SocialTalent to give us an update on what they are seeing in the market right now.

In the interview, we discuss:

• What is going on in the hiring market right now

• The supply of talent

• Adaption to virtual hiring

• Dealing with change-resistant hiring managers

• Talent acquisition as a leadership enablement function

• Building an engaging digital candidate experience

• The longer-term implications for talent acquisition

• How Social Talent is supporting recruiters

Subscribe to this podcast in Apple Podcasts

]]> 1757 no Ep 253: Remote Working - A CEO's Perspective https://recfuture.libsyn.com/ep-253-remote-working-a-ceos-perspective Contact: matt@metashift.co.uk With everything that has happened in the last few weeks (just to timestamp this I'm recording on March 31st 2020) there is understandably already a massive amount of content being released and discussion going on about remote working. I wanted to add some value rather than some noise to all of this, so I've invited back one of my former guests to give us a CEO's perspective on remote working. Wiktor Schmidt is Executive Chairman & Co-founder of Netguru, a company that has always had a remote-first operating model for its employees. Wiktor has a tremendous amount of experience leading remote teams and has some valuable insights to share. In the interview, we discuss: • What is a remote-first organisation? • The difference between choosing to work from home and being forced to work from home and the implications for leadership • Maintaining culture remotely • The vital importance of trust • Keeping a remote team motivated and productive • Digital leadership • Future equality of opportunity for remote workers Subscribe to this podcast in Apple Podcasts Tue, 31 Mar 2020 15:07:37 -0000 Remote Working - A CEO's Perspective full 253 Matt Alder Wiktor Schmidt talks to Matt Alder Contact: matt@metashift.co.uk With everything that has happened in the last few weeks (just to timestamp this I'm recording on March 31st 2020) there is understandably already a massive amount of content being released and discussion going on about remote working. I wanted to add some value rather than some noise to all of this, so I've invited back one of my former guests to give us a CEO's perspective on remote working. Wiktor Schmidt is Executive Chairman & Co-founder of Netguru, a company that has always had a remote-first operating model for its employees. Wiktor has a tremendous amount of experience leading remote teams and has some valuable insights to share. In the interview, we discuss: • What is a remote-first organisation? • The difference between choosing to work from home and being forced to work from home and the implications for leadership • Maintaining culture remotely • The vital importance of trust • Keeping a remote team motivated and productive • Digital leadership • Future equality of opportunity for remote workers Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

With everything that has happened in the last few weeks (just to timestamp this I'm recording on March 31st 2020) there is understandably already a massive amount of content being released and discussion going on about remote working. I wanted to add some value rather than some noise to all of this, so I've invited back one of my former guests to give us a CEO's perspective on remote working.

Wiktor Schmidt is Executive Chairman & Co-founder of Netguru, a company that has always had a remote-first operating model for its employees. Wiktor has a tremendous amount of experience leading remote teams and has some valuable insights to share.

In the interview, we discuss:

• What is a remote-first organisation?

• The difference between choosing to work from home and being forced to work from home and the implications for leadership

• Maintaining culture remotely

• The vital importance of trust

• Keeping a remote team motivated and productive

• Digital leadership

• Future equality of opportunity for remote workers


Subscribe to this podcast in Apple Podcasts

]]> 1486 no Ep 252: Happiness https://recfuture.libsyn.com/ep-252-happiness Contact: matt@metashift.co.uk As we continue to move through extremely troubled and confusing times, I decided it would be good to have an episode about happiness. My guest this week is Nic Marks, a statistician who specialises in happiness and well being. In our conversation, we talk about the importance of happiness at work and how you can measure it. Nic also shares a lot of practical advice on how leaders can help improve the happiness of their teams in our current challenging times. In the interview, we discuss: • What does happiness actual mean • The benefits of happiness at work • Applying statistical thinking to measure happiness • What can leaders be doing in the current crisis to improve the happiness of their teams • The five main drivers of happiness at work • Happiness in the recruiting process • The future of happiness Subscribe to this podcast in Apple Podcasts Fri, 27 Mar 2020 17:12:36 -0000 Happiness full 252 Matt Alder Nic Marks talks to Matt Alder Contact: matt@metashift.co.uk As we continue to move through extremely troubled and confusing times, I decided it would be good to have an episode about happiness. My guest this week is Nic Marks, a statistician who specialises in happiness and well being. In our conversation, we talk about the importance of happiness at work and how you can measure it. Nic also shares a lot of practical advice on how leaders can help improve the happiness of their teams in our current challenging times. In the interview, we discuss: • What does happiness actual mean • The benefits of happiness at work • Applying statistical thinking to measure happiness • What can leaders be doing in the current crisis to improve the happiness of their teams • The five main drivers of happiness at work • Happiness in the recruiting process • The future of happiness Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

As we continue to move through extremely troubled and confusing times, I decided it would be good to have an episode about happiness. My guest this week is Nic Marks, a statistician who specialises in happiness and well being. In our conversation, we talk about the importance of happiness at work and how you can measure it. Nic also shares a lot of practical advice on how leaders can help improve the happiness of their teams in our current challenging times.

In the interview, we discuss:

• What does happiness actual mean

• The benefits of happiness at work

• Applying statistical thinking to measure happiness

• What can leaders be doing in the current crisis to improve the happiness of their teams

• The five main drivers of happiness at work

• Happiness in the recruiting process

• The future of happiness

Subscribe to this podcast in Apple Podcasts

]]> 1699 no Ep 251: The Digital Transformation Of Assessment https://recfuture.libsyn.com/ep-251-the-digital-transformation-of-assessment Contact: matt@metashift.co.uk The changing nature of assessment is something we have covered from several different angles on this show before with contributions from both practitioners and consultants. However, to date, we haven't actually heard the vendor point of view in all of this. So with that in mind, my guest this week is Sam Whiteman, Head of Product Strategy at SHL. In the interview, we discuss: • How technology has evolved assessment over time • Using AI as a capability to drive specific outcomes • How AI can be used to find hidden gems in the candidate pool • The evolution of video interviewing • Giving candidates more value by building an interactive assessment experience • The importance of people and machines working together to be better • The problem of algorithmic bias and how to avoid it • The future of assessment Subscribe to this podcast in Apple Podcasts Wed, 25 Mar 2020 20:53:17 -0000 The Digital Transformation Of Assessment full 151 Matt Alder Sam Whiteman talks to Matt Alder Contact: matt@metashift.co.uk The changing nature of assessment is something we have covered from several different angles on this show before with contributions from both practitioners and consultants. However, to date, we haven't actually heard the vendor point of view in all of this. So with that in mind, my guest this week is Sam Whiteman, Head of Product Strategy at SHL. In the interview, we discuss: • How technology has evolved assessment over time • Using AI as a capability to drive specific outcomes • How AI can be used to find hidden gems in the candidate pool • The evolution of video interviewing • Giving candidates more value by building an interactive assessment experience • The importance of people and machines working together to be better • The problem of algorithmic bias and how to avoid it • The future of assessment Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

The changing nature of assessment is something we have covered from several different angles on this show before with contributions from both practitioners and consultants. However, to date, we haven't actually heard the vendor point of view in all of this. So with that in mind, my guest this week is Sam Whiteman, Head of Product Strategy at SHL.

In the interview, we discuss:

• How technology has evolved assessment over time

• Using AI as a capability to drive specific outcomes

• How AI can be used to find hidden gems in the candidate pool

• The evolution of video interviewing

• Giving candidates more value by building an interactive assessment experience

• The importance of people and machines working together to be better

• The problem of algorithmic bias and how to avoid it

• The future of assessment

Subscribe to this podcast in Apple Podcasts

]]> 1514 no Ep 250: Recruiting In Extraordinary Times https://recfuture.libsyn.com/ep-250-recruiting-in-extraordinary-times As I said in my introduction to the last episode, the focus of the podcast is going to alternate between content to help you with your long term strategy and content to help you right now. This episode falls into the right now category and was recorded on Thursday 18th March 2020. My guest is Johnny Campbell, CEO at SocialTalent and in the interview we discuss: • Current market activity among global employers • Moving to a virtual recruiting process • Some important considerations for video interviews • Onboarding new hires when people are working from home • Motivating a remote talent acquisition team in a time of high anxiety • What help is there for recruiters who are being laid off or who are worried about their jobs Subscribe to this podcast in Apple Podcasts   Thu, 19 Mar 2020 14:43:30 -0000 Recruiting In Extraordinary Times full 250 Matt Alder Johnny Campbell talks to Matt Alder As I said in my introduction to the last episode, the focus of the podcast is going to alternate between content to help you with your long term strategy and content to help you right now. This episode falls into the right now category and was recorded on Thursday 18th March 2020. My guest is Johnny Campbell, CEO at SocialTalent and in the interview we discuss: • Current market activity among global employers • Moving to a virtual recruiting process • Some important considerations for video interviews • Onboarding new hires when people are working from home • Motivating a remote talent acquisition team in a time of high anxiety • What help is there for recruiters who are being laid off or who are worried about their jobs Subscribe to this podcast in Apple Podcasts   As I said in my introduction to the last episode, the focus of the podcast is going to alternate between content to help you with your long term strategy and content to help you right now. This episode falls into the right now category and was recorded on Thursday 18th March 2020.

My guest is Johnny Campbell, CEO at SocialTalent and in the interview we discuss:

• Current market activity among global employers

• Moving to a virtual recruiting process

• Some important considerations for video interviews

• Onboarding new hires when people are working from home

• Motivating a remote talent acquisition team in a time of high anxiety

• What help is there for recruiters who are being laid off or who are worried about their jobs

Subscribe to this podcast in Apple Podcasts

 

]]> 1699 no Ep 249: Delivering A Custom Experience https://recfuture.libsyn.com/ep-249-delivering-a-custom-experience Contact: matt@metashift.co.uk Candidate experience seems to be an evergreen topic and certainly one that will be with us and continually evolve for some time to come. We often talk about the challenges of delivering a quality candidate experience at scale, but for companies who are scaling quickly very often, it is about delivering a custom candidate experience at speed. My guest this week is Anna Chalon, Director of Recruiting and D&I at Frame.io. Whatever your candidate experiences are I guarantee you will get some valuable takeaways from this conversation. In the interview, we discuss: • The recruiting challenges at Frame.io • Creative thinking and empathy in recruiting • Speed, transparency and thoughtfulness • The role of technology • Avoiding unconscious bias • Measuring success • The future Subscribe to this podcast in Apple Podcasts Tue, 17 Mar 2020 22:02:47 -0000 Delivering A Custom Experience full 249 Matt Alder Anna Chalon talks to Matt Alder Contact: matt@metashift.co.uk Candidate experience seems to be an evergreen topic and certainly one that will be with us and continually evolve for some time to come. We often talk about the challenges of delivering a quality candidate experience at scale, but for companies who are scaling quickly very often, it is about delivering a custom candidate experience at speed. My guest this week is Anna Chalon, Director of Recruiting and D&I at Frame.io. Whatever your candidate experiences are I guarantee you will get some valuable takeaways from this conversation. In the interview, we discuss: • The recruiting challenges at Frame.io • Creative thinking and empathy in recruiting • Speed, transparency and thoughtfulness • The role of technology • Avoiding unconscious bias • Measuring success • The future Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Candidate experience seems to be an evergreen topic and certainly one that will be with us and continually evolve for some time to come. We often talk about the challenges of delivering a quality candidate experience at scale, but for companies who are scaling quickly very often, it is about delivering a custom candidate experience at speed.

My guest this week is Anna Chalon, Director of Recruiting and D&I at Frame.io. Whatever your candidate experiences are I guarantee you will get some valuable takeaways from this conversation.

In the interview, we discuss:

• The recruiting challenges at Frame.io

• Creative thinking and empathy in recruiting

• Speed, transparency and thoughtfulness

• The role of technology

• Avoiding unconscious bias

• Measuring success

• The future

Subscribe to this podcast in Apple Podcasts

]]> 1325 no Special Episode https://recfuture.libsyn.com/special-episode-coronavirus-outbreak In light of events this week with the pandemic, here is a special short episode to help the talent acquisition community get access to relevant information. I'm joined by Lars Schmidt, who is curating an information resource that everyone needs to be aware of. Here is the link to the Google Doc Fri, 13 Mar 2020 15:17:26 -0000 Special Episode: Coronavirus outbreak bonus Matt Alder Lars Schmidt talks to Matt Alder In light of events this week with the pandemic, here is a special short episode to help the talent acquisition community get access to relevant information. I'm joined by Lars Schmidt, who is curating an information resource that everyone needs to be aware of. Here is the link to the Google Doc In light of events this week with the pandemic, here is a special short episode to help the talent acquisition community get access to relevant information. I'm joined by Lars Schmidt, who is curating an information resource that everyone needs to be aware of.

Here is the link to the Google Doc

]]> 669 no Ep 248: Fixing The Broken Rung https://recfuture.libsyn.com/ep-248-fixing-the-broken-rung The latest McKinsey Women in the Workforce report illustrates that there is still a very long way to go before we get to gender equality in the workforce. McKinsey identifies a "broken rung" in the career ladder with only 72 women promoted or hired to manager level for every 100 men promoted or hired to manager level. So how do employers fix this situation, what support is required, and how do mindsets need to change? To help answer these questions my guest this week is Addie Swartz, CEO of reacHire. Addie has been on a three-decade-long mission to change the trajectory for women at work and has some extremely practical insights to share. In the interview, we discuss: • Addie's background and motivation for starting reacHire • Fixing the broken rung • The bottom-line impact of workforce equality • Investing to support women in their early careers • Why women leave the workforce and the challenges they can face when trying to return • Changing employer mindsets • Bias in recruiting • Reverse mentoring and the benefits of a multi-generational workforce Subscribe to this podcast in Apple Podcasts Thu, 12 Mar 2020 15:00:47 -0000 Fixing The Broken Rung full 248 Matt Alder Addie Swartz talks to Matt Alder The latest McKinsey Women in the Workforce report illustrates that there is still a very long way to go before we get to gender equality in the workforce. McKinsey identifies a "broken rung" in the career ladder with only 72 women promoted or hired to manager level for every 100 men promoted or hired to manager level. So how do employers fix this situation, what support is required, and how do mindsets need to change? To help answer these questions my guest this week is Addie Swartz, CEO of reacHire. Addie has been on a three-decade-long mission to change the trajectory for women at work and has some extremely practical insights to share. In the interview, we discuss: • Addie's background and motivation for starting reacHire • Fixing the broken rung • The bottom-line impact of workforce equality • Investing to support women in their early careers • Why women leave the workforce and the challenges they can face when trying to return • Changing employer mindsets • Bias in recruiting • Reverse mentoring and the benefits of a multi-generational workforce Subscribe to this podcast in Apple Podcasts The latest McKinsey Women in the Workforce report illustrates that there is still a very long way to go before we get to gender equality in the workforce. McKinsey identifies a "broken rung" in the career ladder with only 72 women promoted or hired to manager level for every 100 men promoted or hired to manager level.

So how do employers fix this situation, what support is required, and how do mindsets need to change? To help answer these questions my guest this week is Addie Swartz, CEO of reacHire. Addie has been on a three-decade-long mission to change the trajectory for women at work and has some extremely practical insights to share.

In the interview, we discuss:

• Addie's background and motivation for starting reacHire

• Fixing the broken rung

• The bottom-line impact of workforce equality

• Investing to support women in their early careers

• Why women leave the workforce and the challenges they can face when trying to return

• Changing employer mindsets

• Bias in recruiting

• Reverse mentoring and the benefits of a multi-generational workforce

Subscribe to this podcast in Apple Podcasts

]]> 1558 no Ep 247: Working Strategically With Hiring Managers https://recfuture.libsyn.com/ep-247-working-strategically-with-hiring-managers Contact: matt@metashift.co.uk Most recruiters would agree that hiring manager relationships are critical to effective corporate talent acquisition. But how do you develop effective relationships and what does it take to become a strategic talent advisor to your organization. I'm delighted to welcome the always brilliant John Vlastelica back to the show. John is the Founder and Managing Director of Recruiting Toolbox and helps companies raise the bar on recruiting effectiveness. He has some highly actionable insights to share on strategic hiring manager relationships, and I know you will find this interview really valuable. In the interview, we discuss: • The definition of a strategic talent advisor • Engaging hiring managers in pre-funnel work • Fluid workforces • The advantages of batch processing • False positives and false negatives in hiring • Fat, skinny and constipated funnels • The role of technology • John's predictions for the future Subscribe to this podcast in Apple Podcasts   Tue, 10 Mar 2020 23:42:51 -0000 Working Strategically With Hiring Managers full 247 Matt Alder John Vlastelica talks to Matt Alder Contact: matt@metashift.co.uk Most recruiters would agree that hiring manager relationships are critical to effective corporate talent acquisition. But how do you develop effective relationships and what does it take to become a strategic talent advisor to your organization. I'm delighted to welcome the always brilliant John Vlastelica back to the show. John is the Founder and Managing Director of Recruiting Toolbox and helps companies raise the bar on recruiting effectiveness. He has some highly actionable insights to share on strategic hiring manager relationships, and I know you will find this interview really valuable. In the interview, we discuss: • The definition of a strategic talent advisor • Engaging hiring managers in pre-funnel work • Fluid workforces • The advantages of batch processing • False positives and false negatives in hiring • Fat, skinny and constipated funnels • The role of technology • John's predictions for the future Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

Most recruiters would agree that hiring manager relationships are critical to effective corporate talent acquisition. But how do you develop effective relationships and what does it take to become a strategic talent advisor to your organization.

I'm delighted to welcome the always brilliant John Vlastelica back to the show. John is the Founder and Managing Director of Recruiting Toolbox and helps companies raise the bar on recruiting effectiveness. He has some highly actionable insights to share on strategic hiring manager relationships, and I know you will find this interview really valuable.

In the interview, we discuss:

• The definition of a strategic talent advisor

• Engaging hiring managers in pre-funnel work

• Fluid workforces

• The advantages of batch processing

• False positives and false negatives in hiring

• Fat, skinny and constipated funnels

• The role of technology

• John's predictions for the future

Subscribe to this podcast in Apple Podcasts

 

]]> 1747 no Ep 246: Solving Challenges With Technology https://recfuture.libsyn.com/ep-246-solving-challenges-with-technology Contact: matt@metashift.co.uk Recruiting technology, data analytics and employer branding are all regular topics on this podcast. However, we don't always talk about strategic thinking that is needed to make all three elements work together to solve recruiting challenges. My guest this week is James Edwards Digital Attraction Manager at Mitchells and Butlers, one of the largest operators of restaurants, pubs and bars in the UK. Mitchells and Butlers have been working on several interrelated projects using technology, creativity and data to solve their recruiting challenges. In the interview, we discuss: • The challenges of hiring 30,000 people each year with multiple consumer brands • ATS selection based on hiring manager experience • The importance of not making assumptions about technology features • Combing data sources to identify workforce trends • How a candidate experience audit identified the need for the new careers site. • Career site systems • The importance of content and job adverts that actually sell the role to potential candidates Subscribe to this podcast in Apple Podcasts Fri, 06 Mar 2020 17:17:16 -0000 Solving Challenges With Technology full 246 Matt Alder James Edwards talks to Matt Alder Contact: matt@metashift.co.uk Recruiting technology, data analytics and employer branding are all regular topics on this podcast. However, we don't always talk about strategic thinking that is needed to make all three elements work together to solve recruiting challenges. My guest this week is James Edwards Digital Attraction Manager at Mitchells and Butlers, one of the largest operators of restaurants, pubs and bars in the UK. Mitchells and Butlers have been working on several interrelated projects using technology, creativity and data to solve their recruiting challenges. In the interview, we discuss: • The challenges of hiring 30,000 people each year with multiple consumer brands • ATS selection based on hiring manager experience • The importance of not making assumptions about technology features • Combing data sources to identify workforce trends • How a candidate experience audit identified the need for the new careers site. • Career site systems • The importance of content and job adverts that actually sell the role to potential candidates Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Recruiting technology, data analytics and employer branding are all regular topics on this podcast. However, we don't always talk about strategic thinking that is needed to make all three elements work together to solve recruiting challenges.

My guest this week is James Edwards Digital Attraction Manager at Mitchells and Butlers, one of the largest operators of restaurants, pubs and bars in the UK. Mitchells and Butlers have been working on several interrelated projects using technology, creativity and data to solve their recruiting challenges.

In the interview, we discuss:

• The challenges of hiring 30,000 people each year with multiple consumer brands

• ATS selection based on hiring manager experience

• The importance of not making assumptions about technology features

• Combing data sources to identify workforce trends

• How a candidate experience audit identified the need for the new careers site.

• Career site systems

• The importance of content and job adverts that actually sell the role to potential candidates

Subscribe to this podcast in Apple Podcasts

]]> 1651 no Ep 245: Programmatic Advertising Explained https://recfuture.libsyn.com/ep-245-programmatic-advertising-explained Contact: matt@metashift.co.uk Programmatic Advertising is something that seems to strike confusion into the heart of many employers around the world. However, there are a growing number of talent acquisition teams who are using already programmatic techniques to drive some excellent results. So what techniques and technologies are they using and how does programmatic advertising even work? To get the definitive answers to these questions, I have not one, not two but three guests on the show this week. Jon Hull, Head of Resourcing Delivery at Nationwide Building Society and Ben Gledhill, Head of Talent Acquisition at Yodel will be sharing their experiences as practitioners. I'm also joined by Rob Prince from Talent Nexus who will be acting as our programmatic expert and helping to demystify what is fast becoming a significant area of talent attraction. In the interviews, we discuss: • Two different types of programmatic advertising and their benefits • The unique nature of programmatic job board advertising • Technology and platforms • Data, results and expectations • Advice for getting started • Selling programmatic to internal stakeholders • The future of programmatic advertising for talent acquisition Subscribe to this podcast in Apple Podcasts Tue, 03 Mar 2020 13:18:29 -0000 Programmatic Advertising Explained full 254 Matt Alder Rob Prince, Jon Hull and Ben Gledhill speak to Matt Alder Contact: matt@metashift.co.uk Programmatic Advertising is something that seems to strike confusion into the heart of many employers around the world. However, there are a growing number of talent acquisition teams who are using already programmatic techniques to drive some excellent results. So what techniques and technologies are they using and how does programmatic advertising even work? To get the definitive answers to these questions, I have not one, not two but three guests on the show this week. Jon Hull, Head of Resourcing Delivery at Nationwide Building Society and Ben Gledhill, Head of Talent Acquisition at Yodel will be sharing their experiences as practitioners. I'm also joined by Rob Prince from Talent Nexus who will be acting as our programmatic expert and helping to demystify what is fast becoming a significant area of talent attraction. In the interviews, we discuss: • Two different types of programmatic advertising and their benefits • The unique nature of programmatic job board advertising • Technology and platforms • Data, results and expectations • Advice for getting started • Selling programmatic to internal stakeholders • The future of programmatic advertising for talent acquisition Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Programmatic Advertising is something that seems to strike confusion into the heart of many employers around the world. However, there are a growing number of talent acquisition teams who are using already programmatic techniques to drive some excellent results. So what techniques and technologies are they using and how does programmatic advertising even work?

To get the definitive answers to these questions, I have not one, not two but three guests on the show this week. Jon Hull, Head of Resourcing Delivery at Nationwide Building Society and Ben Gledhill, Head of Talent Acquisition at Yodel will be sharing their experiences as practitioners. I'm also joined by Rob Prince from Talent Nexus who will be acting as our programmatic expert and helping to demystify what is fast becoming a significant area of talent attraction.

In the interviews, we discuss:

• Two different types of programmatic advertising and their benefits

• The unique nature of programmatic job board advertising

• Technology and platforms

• Data, results and expectations

• Advice for getting started

• Selling programmatic to internal stakeholders

• The future of programmatic advertising for talent acquisition

Subscribe to this podcast in Apple Podcasts

]]> 2636 no Ep 244: February Round Up https://recfuture.libsyn.com/ep-244-february-round-up Contact: matt@metashift.co.uk Recruiting Future Round-Up is the monthly show on The Recruiting Future Podcast channel. It's a short round-up that highlights episodes you may have missed and gives you my take on some of the key learnings from my guests. As I wasn't able to do a round up in January, this episode features interviews from both January and February. Here are the shows featured: Ep 237: Analysing The Recruiting Technology Market Ep 238: The Rise Of Talent Intelligence Ep 239: The Human Touch Ep 240: Global Talent Trends In 2020 Ep 241: Grit & Resilience In Talent Acquisition Ep 242: Purpose Ep 243: Attracting and Assessing Future Talent Subscribe to the podcast on Apple Podcast Sun, 01 Mar 2020 21:44:35 -0000 February Round Up full 244 Matt Alder Matt Alder review January and February's interviews Contact: matt@metashift.co.uk Recruiting Future Round-Up is the monthly show on The Recruiting Future Podcast channel. It's a short round-up that highlights episodes you may have missed and gives you my take on some of the key learnings from my guests. As I wasn't able to do a round up in January, this episode features interviews from both January and February. Here are the shows featured: Ep 237: Analysing The Recruiting Technology Market Ep 238: The Rise Of Talent Intelligence Ep 239: The Human Touch Ep 240: Global Talent Trends In 2020 Ep 241: Grit & Resilience In Talent Acquisition Ep 242: Purpose Ep 243: Attracting and Assessing Future Talent Subscribe to the podcast on Apple Podcast Contact: matt@metashift.co.uk

Recruiting Future Round-Up is the monthly show on The Recruiting Future Podcast channel. It's a short round-up that highlights episodes you may have missed and gives you my take on some of the key learnings from my guests.

As I wasn't able to do a round up in January, this episode features interviews from both January and February.

Here are the shows featured:

Ep 237: Analysing The Recruiting Technology Market

Ep 238: The Rise Of Talent Intelligence

Ep 239: The Human Touch

Ep 240: Global Talent Trends In 2020

Ep 241: Grit & Resilience In Talent Acquisition

Ep 242: Purpose

Ep 243: Attracting and Assessing Future Talent

Subscribe to the podcast on Apple Podcast

]]> 564 no Ep 243: Attracting and Assessing Future Talent https://recfuture.libsyn.com/ep-243-attracting-and-assessing-future-talent Contact: matt@metashift.co.uk Over the last few years, there has been a global shakeup in the way companies recruit future talent to their organisations. Many employers are now extending their search beyond university and college graduates to explore more diverse talent pools. But what is the best way to attract and assess future talent in 2020? My guest this week is Cameron Sorsby, CEO of Praxis, a six-month start-up boot camp aimed at skilling entry-level talent. Cameron has some brilliant insights to share on how companies should be attracting and assessing their future talent. In the interview, we discuss: • The evolving challenges of entry-level hiring • Framing opportunities in the right way to engage with the target audience • Taking a long term approach to recruiting • How assessment is changing • Candidate attitudes to recruiting technology • The rise of boot camps • The Future of entry-level hiring Subscribe to this podcast in Apple Podcasts   Thu, 27 Feb 2020 15:16:18 -0000 Attracting and Assessing Future Talent full 243 Matt Alder Cameron Sorsby talks to Matt Alder Contact: matt@metashift.co.uk Over the last few years, there has been a global shakeup in the way companies recruit future talent to their organisations. Many employers are now extending their search beyond university and college graduates to explore more diverse talent pools. But what is the best way to attract and assess future talent in 2020? My guest this week is Cameron Sorsby, CEO of Praxis, a six-month start-up boot camp aimed at skilling entry-level talent. Cameron has some brilliant insights to share on how companies should be attracting and assessing their future talent. In the interview, we discuss: • The evolving challenges of entry-level hiring • Framing opportunities in the right way to engage with the target audience • Taking a long term approach to recruiting • How assessment is changing • Candidate attitudes to recruiting technology • The rise of boot camps • The Future of entry-level hiring Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

Over the last few years, there has been a global shakeup in the way companies recruit future talent to their organisations. Many employers are now extending their search beyond university and college graduates to explore more diverse talent pools. But what is the best way to attract and assess future talent in 2020?

My guest this week is Cameron Sorsby, CEO of Praxis, a six-month start-up boot camp aimed at skilling entry-level talent. Cameron has some brilliant insights to share on how companies should be attracting and assessing their future talent.

In the interview, we discuss:

• The evolving challenges of entry-level hiring

• Framing opportunities in the right way to engage with the target audience

• Taking a long term approach to recruiting

• How assessment is changing

• Candidate attitudes to recruiting technology

• The rise of boot camps

• The Future of entry-level hiring

Subscribe to this podcast in Apple Podcasts

 

]]> 1575 no Ep 242: Purpose https://recfuture.libsyn.com/ep-242-purpose Contact: matt@metashift.co.uk I've been producing this podcast for five years, and I have to say that my guest in this episode is one of the most insightful people I've ever had on the show. Digital disruption is affecting everyone in ways we couldn't have even of imagined a few years ago. The companies who are thriving are the organisations that are taking bold strategic decisions and thinking several steps ahead of their competition. My guest this week is Balaji Ganapathy. Balaji is Global Head of Corporate Social Responsibility and Head of Workforce Effectiveness at Tata Consultancy Services, a company with 450,000 employees. TCS has responded to our changing digital world by radically upskilling a vast percentage of their workforce and completely reinventing the way they do talent acquisition to make it more inclusive. They are also proactively nurturing communities of future talent as well as supporting education systems all over the world. All of this has been built on their understanding of the vital importance of purpose. In the interview, we discuss: • The skills modern business need to survive and thrive • How TCS reskilled their existing teams by creating the right culture, tools and systems • Why technology is legacy, but people aren't and why AI still needs human intelligence • Why every organisation needs to be a purpose-driven organisation • Content, Context and Connection • Changing the talent acquisition model to be more open and inclusive • Working with education systems to give students relevant skills • The importance of building bridges between technology and people Subscribe to this podcast in Apple Podcasts   Fri, 21 Feb 2020 21:08:45 -0000 Purpose full Matt Alder Balaji Ganapathy talks to Matt Alder Contact: matt@metashift.co.uk I've been producing this podcast for five years, and I have to say that my guest in this episode is one of the most insightful people I've ever had on the show. Digital disruption is affecting everyone in ways we couldn't have even of imagined a few years ago. The companies who are thriving are the organisations that are taking bold strategic decisions and thinking several steps ahead of their competition. My guest this week is Balaji Ganapathy. Balaji is Global Head of Corporate Social Responsibility and Head of Workforce Effectiveness at Tata Consultancy Services, a company with 450,000 employees. TCS has responded to our changing digital world by radically upskilling a vast percentage of their workforce and completely reinventing the way they do talent acquisition to make it more inclusive. They are also proactively nurturing communities of future talent as well as supporting education systems all over the world. All of this has been built on their understanding of the vital importance of purpose. In the interview, we discuss: • The skills modern business need to survive and thrive • How TCS reskilled their existing teams by creating the right culture, tools and systems • Why technology is legacy, but people aren't and why AI still needs human intelligence • Why every organisation needs to be a purpose-driven organisation • Content, Context and Connection • Changing the talent acquisition model to be more open and inclusive • Working with education systems to give students relevant skills • The importance of building bridges between technology and people Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

I've been producing this podcast for five years, and I have to say that my guest in this episode is one of the most insightful people I've ever had on the show.

Digital disruption is affecting everyone in ways we couldn't have even of imagined a few years ago. The companies who are thriving are the organisations that are taking bold strategic decisions and thinking several steps ahead of their competition.

My guest this week is Balaji Ganapathy. Balaji is Global Head of Corporate Social Responsibility and Head of Workforce Effectiveness at Tata Consultancy Services, a company with 450,000 employees. TCS has responded to our changing digital world by radically upskilling a vast percentage of their workforce and completely reinventing the way they do talent acquisition to make it more inclusive. They are also proactively nurturing communities of future talent as well as supporting education systems all over the world. All of this has been built on their understanding of the vital importance of purpose.

In the interview, we discuss:

• The skills modern business need to survive and thrive

• How TCS reskilled their existing teams by creating the right culture, tools and systems

• Why technology is legacy, but people aren't and why AI still needs human intelligence

• Why every organisation needs to be a purpose-driven organisation

• Content, Context and Connection

• Changing the talent acquisition model to be more open and inclusive

• Working with education systems to give students relevant skills

• The importance of building bridges between technology and people


Subscribe to this podcast in Apple Podcasts

 

]]> 1740 no Ep 241: Grit & Resilience In Talent Acquisition https://recfuture.libsyn.com/ep-241-grit-resilience-in-talent-acquisition Well, that wasn't quite the start to the year I was expecting as I've been in and out of hospital for the last two weeks. I'm pleased to say though that I'm now well on the way to making a full recovery and regular podcasting service is now resumed. A huge thank you to Nick Price for helping me out and introducing last week's episode, and I would strongly recommend you check out Career Life Stories to find out more about the great work he does. So on with this week's show. After my recent hospital experience, it seems very fitting that the main focus for this week's guest is recruiting healthcare professionals. Blake Thiess is Director Of Talent Acquisition at Prestige Care. Recruiting healthcare professionals and nurses, in particular, is a real challenge in many countries, and Blake talks about the techniques his team use, as well as the importance of grit and resilience. In the interview, we discuss: • Recruiting in a hyper-competitive environment • Pipelining with a CRM • Highly targeted recruitment marketing • Generating brand content • What do grit and resilience mean in practice • The skills recruiters need in 2020 • The importance of leveraging video • Personal brand or employer brand Blake also discusses the role of technology and shares his thoughts on the future of talent acquisition. Subscribe to this podcast in Apple Podcasts Tue, 11 Feb 2020 22:08:53 -0000 Grit & Resilience In Talent Acquisition full 241 Matt Alder Blake Thiess talks to Matt Alder Well, that wasn't quite the start to the year I was expecting as I've been in and out of hospital for the last two weeks. I'm pleased to say though that I'm now well on the way to making a full recovery and regular podcasting service is now resumed. A huge thank you to Nick Price for helping me out and introducing last week's episode, and I would strongly recommend you check out Career Life Stories to find out more about the great work he does. So on with this week's show. After my recent hospital experience, it seems very fitting that the main focus for this week's guest is recruiting healthcare professionals. Blake Thiess is Director Of Talent Acquisition at Prestige Care. Recruiting healthcare professionals and nurses, in particular, is a real challenge in many countries, and Blake talks about the techniques his team use, as well as the importance of grit and resilience. In the interview, we discuss: • Recruiting in a hyper-competitive environment • Pipelining with a CRM • Highly targeted recruitment marketing • Generating brand content • What do grit and resilience mean in practice • The skills recruiters need in 2020 • The importance of leveraging video • Personal brand or employer brand Blake also discusses the role of technology and shares his thoughts on the future of talent acquisition. Subscribe to this podcast in Apple Podcasts Well, that wasn't quite the start to the year I was expecting as I've been in and out of hospital for the last two weeks. I'm pleased to say though that I'm now well on the way to making a full recovery and regular podcasting service is now resumed. A huge thank you to Nick Price for helping me out and introducing last week's episode, and I would strongly recommend you check out Career Life Stories to find out more about the great work he does.

So on with this week's show. After my recent hospital experience, it seems very fitting that the main focus for this week's guest is recruiting healthcare professionals. Blake Thiess is Director Of Talent Acquisition at Prestige Care. Recruiting healthcare professionals and nurses, in particular, is a real challenge in many countries, and Blake talks about the techniques his team use, as well as the importance of grit and resilience.

In the interview, we discuss:

• Recruiting in a hyper-competitive environment

• Pipelining with a CRM

• Highly targeted recruitment marketing

• Generating brand content

• What do grit and resilience mean in practice

• The skills recruiters need in 2020

• The importance of leveraging video

• Personal brand or employer brand

Blake also discusses the role of technology and shares his thoughts on the future of talent acquisition.

Subscribe to this podcast in Apple Podcasts

]]> 1652 no Ep 240: Global Talent Trends In 2020 https://recfuture.libsyn.com/ep-240-global-talent-trends-in-2020 Contact: matt@metashift.co.uk A couple of weeks ago, LinkedIn published its annual Global Talent Trends research which explored some of the key themes they are seeing developing in talent acquisition for 2020. My guest this week is, Amy Schultz, Director of Talent Acquisition at LinkedIn. Amy is returning to the show for the second time to share her insights as a talent acquisition professional on the key findings in the research and also to tell us more about what we can expect to see from Linkedin in 2020 The key trends we discuss in the interview are: • Employee Experience • People Analytics • Internal Recruiting • Multi-Generational Workforce Subscribe to this podcast in Apple Podcasts Wed, 05 Feb 2020 16:47:35 -0000 Global Talent Trends In 2020 full 240 Matt Alder Amy Schultz talks to Matt Alder Contact: matt@metashift.co.uk A couple of weeks ago, LinkedIn published its annual Global Talent Trends research which explored some of the key themes they are seeing developing in talent acquisition for 2020. My guest this week is, Amy Schultz, Director of Talent Acquisition at LinkedIn. Amy is returning to the show for the second time to share her insights as a talent acquisition professional on the key findings in the research and also to tell us more about what we can expect to see from Linkedin in 2020 The key trends we discuss in the interview are: • Employee Experience • People Analytics • Internal Recruiting • Multi-Generational Workforce Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

A couple of weeks ago, LinkedIn published its annual Global Talent Trends research which explored some of the key themes they are seeing developing in talent acquisition for 2020.

My guest this week is, Amy Schultz, Director of Talent Acquisition at LinkedIn. Amy is returning to the show for the second time to share her insights as a talent acquisition professional on the key findings in the research and also to tell us more about what we can expect to see from Linkedin in 2020

The key trends we discuss in the interview are:

• Employee Experience

• People Analytics

• Internal Recruiting

• Multi-Generational Workforce

Subscribe to this podcast in Apple Podcasts

]]> 1568 no Ep 239: The Human Touch https://recfuture.libsyn.com/ep-239-the-human-touch Contact: matt@metashift.co.uk With so much focus on technology, it's essential not to forget the human nature of recruiting. Engagement, empathy, influence and persuasion are not currently hard wired into chatbots or algorithms and are vital elements of effective recruiting. My guest this week is Jodi Cohen, Director Talent Acquisition at The Tombras Group. With many of Tombras's hires having to relocate Jodi using empathy and the questioning skills, she learned as an agency recruiter to build high levels of trust with her target talent. In the interview, we discuss: • The recruiting challenges at Tombras • Persuasion based on building trust • Personalization • Hiring manager relationships • Building an excellent candidate experience • The differences between agency recruiting and internal recruiting Subscribe to this podcast in Apple Podcast   Sat, 25 Jan 2020 23:50:35 -0000 Ep 239: The Human Touch full 239 Matt Alder Jodi Cohen talks to Matt Alder Contact: matt@metashift.co.uk With so much focus on technology, it's essential not to forget the human nature of recruiting. Engagement, empathy, influence and persuasion are not currently hard wired into chatbots or algorithms and are vital elements of effective recruiting. My guest this week is Jodi Cohen, Director Talent Acquisition at The Tombras Group. With many of Tombras's hires having to relocate Jodi using empathy and the questioning skills, she learned as an agency recruiter to build high levels of trust with her target talent. In the interview, we discuss: • The recruiting challenges at Tombras • Persuasion based on building trust • Personalization • Hiring manager relationships • Building an excellent candidate experience • The differences between agency recruiting and internal recruiting Subscribe to this podcast in Apple Podcast   Contact: matt@metashift.co.uk

With so much focus on technology, it's essential not to forget the human nature of recruiting. Engagement, empathy, influence and persuasion are not currently hard wired into chatbots or algorithms and are vital elements of effective recruiting.

My guest this week is Jodi Cohen, Director Talent Acquisition at The Tombras Group. With many of Tombras's hires having to relocate Jodi using empathy and the questioning skills, she learned as an agency recruiter to build high levels of trust with her target talent.

In the interview, we discuss:

• The recruiting challenges at Tombras

• Persuasion based on building trust

• Personalization

• Hiring manager relationships

• Building an excellent candidate experience

• The differences between agency recruiting and internal recruiting

Subscribe to this podcast in Apple Podcast

 

]]> 1267 no Ep 238: The Rise Of Talent Intelligence https://recfuture.libsyn.com/ep-238-the-rise-of-talent-intelligence Contact: matt@metashift.co.uk Data based intelligence is a critical part of the modern world, but historically talent acquisition has tended to be based on gut feel and lived experience, making it very slow to wake up to the new realities of data-based decision making. Thankfully things are now changing, and one aspect of this change is the rise of talent intelligence as a talent acquisition business function. My guest this week is Marlieke Pols, Talent Intelligence analyst at Philips. Marklieke recently authored a whitepaper that Phillips has published aimed at helping employers better appreciate the immense value of talent intelligence as a critical part of any talent acquisition strategy. In the interview, we discuss: • What is talent intelligence? • Why instinct is not good enough • Difference between talent intelligence and people analytics • The key benefits, KPIs and ROI of talent intelligence • Data sources • How many employers are using talent intelligence • Building the business case • The skills needed in a talent intelligence team. Download the Philips Talent Intelligence Whitepaper Subscribe to this podcast in Apple Podcasts   Wed, 22 Jan 2020 12:17:55 -0000 The Rise Of Talent Intelligence full 238 Matt Alder Marlieke Pols talks to Matt Alder Contact: matt@metashift.co.uk Data based intelligence is a critical part of the modern world, but historically talent acquisition has tended to be based on gut feel and lived experience, making it very slow to wake up to the new realities of data-based decision making. Thankfully things are now changing, and one aspect of this change is the rise of talent intelligence as a talent acquisition business function. My guest this week is Marlieke Pols, Talent Intelligence analyst at Philips. Marklieke recently authored a whitepaper that Phillips has published aimed at helping employers better appreciate the immense value of talent intelligence as a critical part of any talent acquisition strategy. In the interview, we discuss: • What is talent intelligence? • Why instinct is not good enough • Difference between talent intelligence and people analytics • The key benefits, KPIs and ROI of talent intelligence • Data sources • How many employers are using talent intelligence • Building the business case • The skills needed in a talent intelligence team. Download the Philips Talent Intelligence Whitepaper Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

Data based intelligence is a critical part of the modern world, but historically talent acquisition has tended to be based on gut feel and lived experience, making it very slow to wake up to the new realities of data-based decision making. Thankfully things are now changing, and one aspect of this change is the rise of talent intelligence as a talent acquisition business function.

My guest this week is Marlieke Pols, Talent Intelligence analyst at Philips. Marklieke recently authored a whitepaper that Phillips has published aimed at helping employers better appreciate the immense value of talent intelligence as a critical part of any talent acquisition strategy.

In the interview, we discuss:

• What is talent intelligence?

• Why instinct is not good enough

• Difference between talent intelligence and people analytics

• The key benefits, KPIs and ROI of talent intelligence

• Data sources

• How many employers are using talent intelligence

• Building the business case

• The skills needed in a talent intelligence team.

Download the Philips Talent Intelligence Whitepaper


Subscribe to this podcast in Apple Podcasts

 

]]> 1437 no Ep 237: Analysing The Recruiting Technology Market https://recfuture.libsyn.com/ep-237-analysing-the-recruiting-technology-market Contact: matt@metashift.co.uk The recruiting technology marketplace is getting extremely complex, and it can be challenging for talent acquisition leaders to develop fully effective technology strategies. My guest this week is David Wilson, CEO of industry analysts The Fosway Group. In our interview, David talks about the kind of approach and insights Fosway used to analyse talent technology markets. We also talk in some depth about the HCM suite versus specialist solution debate. A debate I can see raging for some time yet and one that will continue to shape the patterns of investment and acquisition in the recruiting technology marketplace. In the interview we discuss: • The role of an industry analyst • Headline findings from Fosway’s 9 Grid report into Talent Acquisition • Why the talent acquisition technology market is currently in flux • HCM suite vendors versus specialists • The evolution of the ATS / CRM debate • Ecosystems over systems • Current shortcomings in data and analytics Download the Fosway 9 Grid report here Subscribe to this podcast in Apple Podcasts Thu, 16 Jan 2020 15:54:49 -0000 Analysing The Recruiting Technology Market full 237 Matt Alder David Wilson talks to Matt Alder Contact: matt@metashift.co.uk The recruiting technology marketplace is getting extremely complex, and it can be challenging for talent acquisition leaders to develop fully effective technology strategies. My guest this week is David Wilson, CEO of industry analysts The Fosway Group. In our interview, David talks about the kind of approach and insights Fosway used to analyse talent technology markets. We also talk in some depth about the HCM suite versus specialist solution debate. A debate I can see raging for some time yet and one that will continue to shape the patterns of investment and acquisition in the recruiting technology marketplace. In the interview we discuss: • The role of an industry analyst • Headline findings from Fosway’s 9 Grid report into Talent Acquisition • Why the talent acquisition technology market is currently in flux • HCM suite vendors versus specialists • The evolution of the ATS / CRM debate • Ecosystems over systems • Current shortcomings in data and analytics Download the Fosway 9 Grid report here Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

The recruiting technology marketplace is getting extremely complex, and it can be challenging for talent acquisition leaders to develop fully effective technology strategies.

My guest this week is David Wilson, CEO of industry analysts The Fosway Group. In our interview, David talks about the kind of approach and insights Fosway used to analyse talent technology markets. We also talk in some depth about the HCM suite versus specialist solution debate. A debate I can see raging for some time yet and one that will continue to shape the patterns of investment and acquisition in the recruiting technology marketplace.

In the interview we discuss:

• The role of an industry analyst

• Headline findings from Fosway’s 9 Grid report into Talent Acquisition

• Why the talent acquisition technology market is currently in flux

• HCM suite vendors versus specialists

• The evolution of the ATS / CRM debate

• Ecosystems over systems

• Current shortcomings in data and analytics

Download the Fosway 9 Grid report here

Subscribe to this podcast in Apple Podcasts

]]> 1847 no Ep 236: 2019 Round Up https://recfuture.libsyn.com/ep-236-2019-round-up Contact: matt@metashift.co.uk Recruiting Future Round-Up is the new monthly show on The Recruiting Future Podcast channel. It's a short round-up that highlights episodes you may have missed and gives you my take on some of the key learnings from my guests. As this is my last show of the year, rather than offer you a round-up specifically for the December interviews, I thought I'd round up the whole of 2019 and at the same time take a little bit of a look forward to 2020. Links to interviews mentions in the show: Bruce Daisley Tom Goodwin Francesa Gino Matthew Syed Anna Whitehouse Podcast audience survey, I need your feedback. Thanks to 4MAT for sponsoring, if you are thinking of replacing or refreshing your careers website in 2020, I would strongly recommend downloading their new eBook. Subscribe to this podcast in Apple Podcasts Tue, 31 Dec 2019 00:13:24 -0000 Ep 236: 2019 Round Up full 236 Matt Alder Matt Alder looks back at 2019’s podcast interviews Contact: matt@metashift.co.uk Recruiting Future Round-Up is the new monthly show on The Recruiting Future Podcast channel. It's a short round-up that highlights episodes you may have missed and gives you my take on some of the key learnings from my guests. As this is my last show of the year, rather than offer you a round-up specifically for the December interviews, I thought I'd round up the whole of 2019 and at the same time take a little bit of a look forward to 2020. Links to interviews mentions in the show: Bruce Daisley Tom Goodwin Francesa Gino Matthew Syed Anna Whitehouse Podcast audience survey, I need your feedback. Thanks to 4MAT for sponsoring, if you are thinking of replacing or refreshing your careers website in 2020, I would strongly recommend downloading their new eBook. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Recruiting Future Round-Up is the new monthly show on The Recruiting Future Podcast channel. It's a short round-up that highlights episodes you may have missed and gives you my take on some of the key learnings from my guests.

As this is my last show of the year, rather than offer you a round-up specifically for the December interviews, I thought I'd round up the whole of 2019 and at the same time take a little bit of a look forward to 2020.

Links to interviews mentions in the show:

Bruce Daisley

Tom Goodwin

Francesa Gino

Matthew Syed

Anna Whitehouse


Podcast audience survey, I need your feedback.


Thanks to 4MAT for sponsoring, if you are thinking of replacing or refreshing your careers website in 2020, I would strongly recommend downloading their new eBook.

Subscribe to this podcast in Apple Podcasts

]]> 721 no Ep 235: A Model Candidate Experience https://recfuture.libsyn.com/ep-235-a-model-candidate-experience Contact: matt@metashift.co.uk It seems like we have been talking about the candidate experience forever, and while some employers have made progress in improving things, there is still a long way to go. One of the issues has always been the lack of a recognised model to explain and then consequently strategically address the candidate experience. I was therefore delighted to hear that Exaqueo, Career Crossroads and The Talent Board have been working in partnership with several Fortune 500 employers to develop a new employee lifecycle and candidate experience model. To tell us all about this, my guest this week is Susan LaMotte, Founder and CEO of Exaqueo. In the interview, we discuss: • Process versus experience • Phases of the candidate experience • The unification of candidate experience and employee experience • Why so few employers are fixing their candidate experience • Measurement • Source of influencer versus source of hire • Talking points and messaging for employee referrals • Employer Brand Susan also talks about the role of technology and the importance of the Candidate Experience Awards. Subscribe to this podcast in Apple Podcasts Mon, 23 Dec 2019 16:35:11 -0000 A Model Candidate Experience full 235 Matt Alder Susan LaMotte talks to Matt Alder Contact: matt@metashift.co.uk It seems like we have been talking about the candidate experience forever, and while some employers have made progress in improving things, there is still a long way to go. One of the issues has always been the lack of a recognised model to explain and then consequently strategically address the candidate experience. I was therefore delighted to hear that Exaqueo, Career Crossroads and The Talent Board have been working in partnership with several Fortune 500 employers to develop a new employee lifecycle and candidate experience model. To tell us all about this, my guest this week is Susan LaMotte, Founder and CEO of Exaqueo. In the interview, we discuss: • Process versus experience • Phases of the candidate experience • The unification of candidate experience and employee experience • Why so few employers are fixing their candidate experience • Measurement • Source of influencer versus source of hire • Talking points and messaging for employee referrals • Employer Brand Susan also talks about the role of technology and the importance of the Candidate Experience Awards. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

It seems like we have been talking about the candidate experience forever, and while some employers have made progress in improving things, there is still a long way to go. One of the issues has always been the lack of a recognised model to explain and then consequently strategically address the candidate experience.

I was therefore delighted to hear that Exaqueo, Career Crossroads and The Talent Board have been working in partnership with several Fortune 500 employers to develop a new employee lifecycle and candidate experience model. To tell us all about this, my guest this week is Susan LaMotte, Founder and CEO of Exaqueo.

In the interview, we discuss:

• Process versus experience

• Phases of the candidate experience

• The unification of candidate experience and employee experience

• Why so few employers are fixing their candidate experience

• Measurement

• Source of influencer versus source of hire

• Talking points and messaging for employee referrals

• Employer Brand

Susan also talks about the role of technology and the importance of the Candidate Experience Awards.

Subscribe to this podcast in Apple Podcasts

]]> 1803 no Ep 234: Data Driven Talent Attraction https://recfuture.libsyn.com/ep-234-data-driven-talent-attraction Contact: matt@metashift.co.uk Many organizations are currently finding talent acquisition very challenging and need to increase the sophistication of their recruitment marketing to connect with and influence their target audiences of talent. My guest this week is Celinda Appleby, Global Talent Attraction Director at Visa. Visa is using a strategy of data-driven recruitment marketing supported by sophisticated storytelling and technology to meet their recruiting challenges and Celinda has some great practical insights to share. In the interview, we discuss: • Visa's recruiting challenges • How recruitment marketing is changing • Dealing with multiple personas and target audiences • Using data for audience insight • The importance of market analysis • Working in close partnership with vendors • Building business cases and consensus internally • The role of technology • Redefining what storytelling means Celinda also shares her thoughts on where the industry is going over the next two to three years. Subscribe to this podcast in Apple Podcasts Thu, 19 Dec 2019 17:34:52 -0000 Data Driven Talent Attraction full 234 Matt Alder Celinda Appleby talks to Matt Alder Contact: matt@metashift.co.uk Many organizations are currently finding talent acquisition very challenging and need to increase the sophistication of their recruitment marketing to connect with and influence their target audiences of talent. My guest this week is Celinda Appleby, Global Talent Attraction Director at Visa. Visa is using a strategy of data-driven recruitment marketing supported by sophisticated storytelling and technology to meet their recruiting challenges and Celinda has some great practical insights to share. In the interview, we discuss: • Visa's recruiting challenges • How recruitment marketing is changing • Dealing with multiple personas and target audiences • Using data for audience insight • The importance of market analysis • Working in close partnership with vendors • Building business cases and consensus internally • The role of technology • Redefining what storytelling means Celinda also shares her thoughts on where the industry is going over the next two to three years. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Many organizations are currently finding talent acquisition very challenging and need to increase the sophistication of their recruitment marketing to connect with and influence their target audiences of talent.

My guest this week is Celinda Appleby, Global Talent Attraction Director at Visa. Visa is using a strategy of data-driven recruitment marketing supported by sophisticated storytelling and technology to meet their recruiting challenges and Celinda has some great practical insights to share.

In the interview, we discuss:

• Visa's recruiting challenges

• How recruitment marketing is changing

• Dealing with multiple personas and target audiences

• Using data for audience insight

• The importance of market analysis

• Working in close partnership with vendors

• Building business cases and consensus internally

• The role of technology

• Redefining what storytelling means

Celinda also shares her thoughts on where the industry is going over the next two to three years.

Subscribe to this podcast in Apple Podcasts

]]> 1292 no Ep 233: How To Buy And Implement An ATS https://recfuture.libsyn.com/ep-233-how-to-buy-and-implement-an-ats Contact: matt@metashift.co.uk Buying and implementing a new ATS can be a long, complicated and frustrating process, not to mention the additional work required to drive adoption once the system is actually in place. So what can employers do to set themselves up for success and make sure the process achieves its ultimate objectives? My guest this week is Shanu Varghese, Director, Global HR Technology at Apollo Global Management. During his career, Shanu has been responsible for over 50 HR technology implementations and has some great insights and advice to share. In the interview, we discuss: • The importance of keeping up to date with the market and having an open mind • How to approach the RFP process • Achieving stakeholder buy-in • Strategies for successful implementation • Tailoring your strategy to reflect geographical and role differences • How to encourage usage and adoption • The importance of understanding the vendor's product roadmap. Shanu also talks about recruiting automation and what's next for Apollo. Subscribe to this podcast in Apple Podcasts Tue, 17 Dec 2019 18:03:52 -0000 How To Buy And Implement An ATS full 233 Matt Alder Shanu Varghese talks to Matt Alder Contact: matt@metashift.co.uk Buying and implementing a new ATS can be a long, complicated and frustrating process, not to mention the additional work required to drive adoption once the system is actually in place. So what can employers do to set themselves up for success and make sure the process achieves its ultimate objectives? My guest this week is Shanu Varghese, Director, Global HR Technology at Apollo Global Management. During his career, Shanu has been responsible for over 50 HR technology implementations and has some great insights and advice to share. In the interview, we discuss: • The importance of keeping up to date with the market and having an open mind • How to approach the RFP process • Achieving stakeholder buy-in • Strategies for successful implementation • Tailoring your strategy to reflect geographical and role differences • How to encourage usage and adoption • The importance of understanding the vendor's product roadmap. Shanu also talks about recruiting automation and what's next for Apollo. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Buying and implementing a new ATS can be a long, complicated and frustrating process, not to mention the additional work required to drive adoption once the system is actually in place. So what can employers do to set themselves up for success and make sure the process achieves its ultimate objectives?

My guest this week is Shanu Varghese, Director, Global HR Technology at Apollo Global Management. During his career, Shanu has been responsible for over 50 HR technology implementations and has some great insights and advice to share.

In the interview, we discuss:

• The importance of keeping up to date with the market and having an open mind

• How to approach the RFP process

• Achieving stakeholder buy-in

• Strategies for successful implementation

• Tailoring your strategy to reflect geographical and role differences

• How to encourage usage and adoption

• The importance of understanding the vendor's product roadmap.

Shanu also talks about recruiting automation and what's next for Apollo.

Subscribe to this podcast in Apple Podcasts

]]> 1266 no Ep 232: Is Assessment Technology Working? https://recfuture.libsyn.com/ep-232-is-assessment-technology-working Contact: matt@metashift.co.uk Back in September 2018, I interviewed industry consultant Bas Van De Haterd about his research work exploring emerging assessment technologies. The assessment market is moving exceptionally quickly, and I wanted to invite Bas back, a year later, to update us on what has changed. In the interview, we discuss: • The problems with traditional methods of assessment • Making sense of evolving technologies • The issue with black box algorithms • Are micro-expressions useful? • The power of game-based assessments • Using technology to broaden pools of talent Bas also shares several case studies from employers achieving considerable success with new assessment technology and give us his view on the future. Subscribe to this podcast in Apple Podcasts Fri, 13 Dec 2019 21:34:03 -0000 Is Assessment Technology Working? full 232 Matt Alder Bas Van De Haterd talks to Matt Alder Contact: matt@metashift.co.uk Back in September 2018, I interviewed industry consultant Bas Van De Haterd about his research work exploring emerging assessment technologies. The assessment market is moving exceptionally quickly, and I wanted to invite Bas back, a year later, to update us on what has changed. In the interview, we discuss: • The problems with traditional methods of assessment • Making sense of evolving technologies • The issue with black box algorithms • Are micro-expressions useful? • The power of game-based assessments • Using technology to broaden pools of talent Bas also shares several case studies from employers achieving considerable success with new assessment technology and give us his view on the future. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Back in September 2018, I interviewed industry consultant Bas Van De Haterd about his research work exploring emerging assessment technologies. The assessment market is moving exceptionally quickly, and I wanted to invite Bas back, a year later, to update us on what has changed.

In the interview, we discuss:

• The problems with traditional methods of assessment

• Making sense of evolving technologies

• The issue with black box algorithms

• Are micro-expressions useful?

• The power of game-based assessments

• Using technology to broaden pools of talent

Bas also shares several case studies from employers achieving considerable success with new assessment technology and give us his view on the future.

Subscribe to this podcast in Apple Podcasts

]]> 1662 no Ep 231: The Reality Of Recruiting Automation https://recfuture.libsyn.com/ep-231-the-reality-of-recruiting-automation Contact: matt@metashift.co.uk One of the ongoing themes of the podcast in 2019 has been my quest to cut through the hype and find out to what extent employers are automating aspects of their recruiting process. I've spoken to several practitioners and look at the automation debate for a few different angles. So I thought it was high time that I talked to a recruiting technology vendor about the art of the possible in recruiting automation and the benefits they are seeing their clients get from it. My guest this week is Aida Fazylova, founder and CEO of XOR, an automated communication platform for recruiting. Aida started her career as a recruiter and has some great insights to share into both the current and future capabilities of recruiting automation. In the interview, we discuss: • The amount of time wasted on repetitive tasks in recruiting • The evolving sophistication of chatbots • Natural language recognition and intent analysis • Do candidates like interacting with chatbots? • What areas of the recruiting can be automated now and how much could be automated in the future • Humans versus machines Aida also talks about the results and benefits employers are getting from recruiting automation as well her predictions for the marketing int he next 12 months. Subscribe to this podcast in Apple Podcasts   Thu, 12 Dec 2019 23:20:24 -0000 The Reality Of Recruiting Automation full 231 Matt Alder Aida Fazylova talks to Matt Alder Contact: matt@metashift.co.uk One of the ongoing themes of the podcast in 2019 has been my quest to cut through the hype and find out to what extent employers are automating aspects of their recruiting process. I've spoken to several practitioners and look at the automation debate for a few different angles. So I thought it was high time that I talked to a recruiting technology vendor about the art of the possible in recruiting automation and the benefits they are seeing their clients get from it. My guest this week is Aida Fazylova, founder and CEO of XOR, an automated communication platform for recruiting. Aida started her career as a recruiter and has some great insights to share into both the current and future capabilities of recruiting automation. In the interview, we discuss: • The amount of time wasted on repetitive tasks in recruiting • The evolving sophistication of chatbots • Natural language recognition and intent analysis • Do candidates like interacting with chatbots? • What areas of the recruiting can be automated now and how much could be automated in the future • Humans versus machines Aida also talks about the results and benefits employers are getting from recruiting automation as well her predictions for the marketing int he next 12 months. Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

One of the ongoing themes of the podcast in 2019 has been my quest to cut through the hype and find out to what extent employers are automating aspects of their recruiting process. I've spoken to several practitioners and look at the automation debate for a few different angles. So I thought it was high time that I talked to a recruiting technology vendor about the art of the possible in recruiting automation and the benefits they are seeing their clients get from it.

My guest this week is Aida Fazylova, founder and CEO of XOR, an automated communication platform for recruiting. Aida started her career as a recruiter and has some great insights to share into both the current and future capabilities of recruiting automation.

In the interview, we discuss:

• The amount of time wasted on repetitive tasks in recruiting

• The evolving sophistication of chatbots

• Natural language recognition and intent analysis

• Do candidates like interacting with chatbots?

• What areas of the recruiting can be automated now and how much could be automated in the future

• Humans versus machines


Aida also talks about the results and benefits employers are getting from recruiting automation as well her predictions for the marketing int he next 12 months.

Subscribe to this podcast in Apple Podcasts

 

]]> 1335 no Ep 230: Recruiting Future Round-Up https://recfuture.libsyn.com/recruiting-future-round-up-ep-230 Contact: matt@metashift.co.uk Recruiting Future Round-Up is a new monthly show on The Recruiting Future Podcast channel. Now that I'm publishing two podcasts a week, I'm aware that not everyone has time to listen to every show. Moving forward I'll be recording a short monthly round-up episode highlighting episodes you may have missed and giving you my take on some of the key talking points. Thanks to 4MAT for sponsoring, if you are thinking of replacing or refreshing your careers website in 2020, I would strongly recommend downloading their new eBook. Subscribe to this podcast in Apple Podcasts Sat, 07 Dec 2019 23:00:09 -0000 Recruiting Future Round-Up full 230 Matt Alder Matt gives his take on the most recent episodes of the podcast Contact: matt@metashift.co.uk Recruiting Future Round-Up is a new monthly show on The Recruiting Future Podcast channel. Now that I'm publishing two podcasts a week, I'm aware that not everyone has time to listen to every show. Moving forward I'll be recording a short monthly round-up episode highlighting episodes you may have missed and giving you my take on some of the key talking points. Thanks to 4MAT for sponsoring, if you are thinking of replacing or refreshing your careers website in 2020, I would strongly recommend downloading their new eBook. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Recruiting Future Round-Up is a new monthly show on The Recruiting Future Podcast channel.

Now that I'm publishing two podcasts a week, I'm aware that not everyone has time to listen to every show. Moving forward I'll be recording a short monthly round-up episode highlighting episodes you may have missed and giving you my take on some of the key talking points.

Thanks to 4MAT for sponsoring, if you are thinking of replacing or refreshing your careers website in 2020, I would strongly recommend downloading their new eBook.

Subscribe to this podcast in Apple Podcasts

]]> 655 no Ep 229: Improving Social Mobility https://recfuture.libsyn.com/ep-229-improving-social-mobility Contact: matt@metashift.co.uk Social mobility is a critical issue in a lot of countries. What should employers be doing to increase social mobility and how effective can their efforts be in terms of tangible results? My guest this week is Lisa Scales, Head of Resourcing, Executive and New Talent at Severn Trent, a large UK based utilities company. Severn Trent has recently moved up to 3rd place in The Social Mobility Employer Index as a result of their innovative work in this area and is seeing huge benefits as an organisation from their initiatives. In the interview, we discuss: • The definition of social mobility and what it means to Severn Trent as an organisation • Recruiting on equal terms to show opportunities to a massive pool of untapped talent • Schools engagement • Work experience focused on employability. • Thinking different about the recruitment process • The Social Mobility Pledge Lisa also talks about the results Severn Trent as seeing from their initiatives and the considerable benefits to the business. Subscribe to this podcast in Apple Podcasts Wed, 04 Dec 2019 17:01:52 -0000 Improving Social Mobility full 229 Matt Alder Lisa Scales talks to Matt Alder Contact: matt@metashift.co.uk Social mobility is a critical issue in a lot of countries. What should employers be doing to increase social mobility and how effective can their efforts be in terms of tangible results? My guest this week is Lisa Scales, Head of Resourcing, Executive and New Talent at Severn Trent, a large UK based utilities company. Severn Trent has recently moved up to 3rd place in The Social Mobility Employer Index as a result of their innovative work in this area and is seeing huge benefits as an organisation from their initiatives. In the interview, we discuss: • The definition of social mobility and what it means to Severn Trent as an organisation • Recruiting on equal terms to show opportunities to a massive pool of untapped talent • Schools engagement • Work experience focused on employability. • Thinking different about the recruitment process • The Social Mobility Pledge Lisa also talks about the results Severn Trent as seeing from their initiatives and the considerable benefits to the business. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Social mobility is a critical issue in a lot of countries. What should employers be doing to increase social mobility and how effective can their efforts be in terms of tangible results?

My guest this week is Lisa Scales, Head of Resourcing, Executive and New Talent at Severn Trent, a large UK based utilities company. Severn Trent has recently moved up to 3rd place in The Social Mobility Employer Index as a result of their innovative work in this area and is seeing huge benefits as an organisation from their initiatives.

In the interview, we discuss:

• The definition of social mobility and what it means to Severn Trent as an organisation

• Recruiting on equal terms to show opportunities to a massive pool of untapped talent

• Schools engagement

• Work experience focused on employability.

• Thinking different about the recruitment process

• The Social Mobility Pledge

Lisa also talks about the results Severn Trent as seeing from their initiatives and the considerable benefits to the business.

Subscribe to this podcast in Apple Podcasts

]]> 1403 no Ep 228: Coaching https://recfuture.libsyn.com/ep-228-coaching Contact: matt@metashift.co.uk To fully understand the impact of technology on what we do, it 's essential to look outside of talent acquisition occasionally and see how other areas of the talent ecosystem are being disrupted. My guest this week is Ozlem Sarioglu, an award-winning coach and co-founder of digital coaching platform SparkUs. As well as providing a fascinating overview of how technology is changing coaching. Ozlem also shares some insights and advice into the coaching mindset. Something that will help anyone who is leading and developing a team. In the interview, we discuss: • How Ozlem became a coach • The benefits of and common misconceptions about coaching • How technology is making coaching more accessible • The balance between human and machine • Measuring results Ozlem also gives her thoughts on developing a coaching mindset and shares advice on how people can get the most out of coaching Subscribe to this podcast in Apple Podcasts Fri, 29 Nov 2019 21:55:13 -0000 Coaching full 228 Matt Alder Ozlem Sarioglu talks to Matt Alder Contact: matt@metashift.co.uk To fully understand the impact of technology on what we do, it 's essential to look outside of talent acquisition occasionally and see how other areas of the talent ecosystem are being disrupted. My guest this week is Ozlem Sarioglu, an award-winning coach and co-founder of digital coaching platform SparkUs. As well as providing a fascinating overview of how technology is changing coaching. Ozlem also shares some insights and advice into the coaching mindset. Something that will help anyone who is leading and developing a team. In the interview, we discuss: • How Ozlem became a coach • The benefits of and common misconceptions about coaching • How technology is making coaching more accessible • The balance between human and machine • Measuring results Ozlem also gives her thoughts on developing a coaching mindset and shares advice on how people can get the most out of coaching Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

To fully understand the impact of technology on what we do, it 's essential to look outside of talent acquisition occasionally and see how other areas of the talent ecosystem are being disrupted.

My guest this week is Ozlem Sarioglu, an award-winning coach and co-founder of digital coaching platform SparkUs. As well as providing a fascinating overview of how technology is changing coaching. Ozlem also shares some insights and advice into the coaching mindset. Something that will help anyone who is leading and developing a team.

In the interview, we discuss:

• How Ozlem became a coach

• The benefits of and common misconceptions about coaching

• How technology is making coaching more accessible

• The balance between human and machine

• Measuring results

Ozlem also gives her thoughts on developing a coaching mindset and shares advice on how people can get the most out of coaching

Subscribe to this podcast in Apple Podcasts

]]> 1586 no Ep 227: Challenging Recruiting Norms https://recfuture.libsyn.com/ep-227-challenging-recruiting-norms Contact: matt@metashift.co.uk Despite an influx of technology over the last 20 years, the fundamentals of recruiting haven't really been disrupted. So how should we be challenging recruiting norms which no longer deliver what employers need and are process and mindset more important than technology? To help me answer these questions, and more besides, my guest this week is Matt Buckland making a welcome return to the show. Matt is currently Founder and Head Of Talent at Rainmaking Venture Studio and has been experimenting with some new approaches to make hiring fairer and more effective. In the interview, we discuss: • The importance of challenging assumptions • Using data to uncover bias and why bias is a loaded word • Anonymous testing • Why process is critical • Making culture and mindset shifts rather than relying on techniques and technologies • Matt also talks about the recruiter networking group DBR and shares his thoughts on the future of recruiting. Subscribe to this podcast in Apple Podcasts Wed, 27 Nov 2019 22:03:35 -0000 Challenging Recruiting Norms full 227 Matt Alder Matt Buckland talks to Matt Alder Contact: matt@metashift.co.uk Despite an influx of technology over the last 20 years, the fundamentals of recruiting haven't really been disrupted. So how should we be challenging recruiting norms which no longer deliver what employers need and are process and mindset more important than technology? To help me answer these questions, and more besides, my guest this week is Matt Buckland making a welcome return to the show. Matt is currently Founder and Head Of Talent at Rainmaking Venture Studio and has been experimenting with some new approaches to make hiring fairer and more effective. In the interview, we discuss: • The importance of challenging assumptions • Using data to uncover bias and why bias is a loaded word • Anonymous testing • Why process is critical • Making culture and mindset shifts rather than relying on techniques and technologies • Matt also talks about the recruiter networking group DBR and shares his thoughts on the future of recruiting. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Despite an influx of technology over the last 20 years, the fundamentals of recruiting haven't really been disrupted. So how should we be challenging recruiting norms which no longer deliver what employers need and are process and mindset more important than technology?

To help me answer these questions, and more besides, my guest this week is Matt Buckland making a welcome return to the show. Matt is currently Founder and Head Of Talent at Rainmaking Venture Studio and has been experimenting with some new approaches to make hiring fairer and more effective.

In the interview, we discuss:

• The importance of challenging assumptions

• Using data to uncover bias and why bias is a loaded word

• Anonymous testing

• Why process is critical

• Making culture and mindset shifts rather than relying on techniques and technologies

• Matt also talks about the recruiter networking group DBR and shares his thoughts on the future of recruiting.

Subscribe to this podcast in Apple Podcasts

]]> 1799 no Ep 226: Personal Branding For Recruiters https://recfuture.libsyn.com/ep-226-personal-branding-for-recruiters Contact: matt@metashift.co.uk We live in a highly connected world but also a very noisy one. Standing out from the crowd can be very difficult for recruiters, especially on Linkedin where an unprecedented amount of content is being posted, much of it, unfortunately, is not very good. My guest this week is Hishem Azzouz, founder of Azzouz Branding and host of The Recruitment Rollercoaster Podcast. Hishem works with recruiters to help them build authentic personal brands and develop content that cuts through the noise to resonate with their target audiences. In the interview, we discuss: • Hishem's career journey so far and his experience of getting started in recruiting • Being more personable, more human and standing out from the crowd • What does personal branding mean in 2019? • Techniques to stand out and engage • The importance of knowing your target audience • What are the real measures of success? Hishem also gives some examples of people and companies doing this well and shares more details about The Recruitment Rollercoaster Podcast. Subscribe to this podcast in Apple Podcasts   Fri, 22 Nov 2019 22:35:40 -0000 Personal Branding For Recruiters full 226 Matt Alder Hishem Azzouz talks to Matt Alder Contact: matt@metashift.co.uk We live in a highly connected world but also a very noisy one. Standing out from the crowd can be very difficult for recruiters, especially on Linkedin where an unprecedented amount of content is being posted, much of it, unfortunately, is not very good. My guest this week is Hishem Azzouz, founder of Azzouz Branding and host of The Recruitment Rollercoaster Podcast. Hishem works with recruiters to help them build authentic personal brands and develop content that cuts through the noise to resonate with their target audiences. In the interview, we discuss: • Hishem's career journey so far and his experience of getting started in recruiting • Being more personable, more human and standing out from the crowd • What does personal branding mean in 2019? • Techniques to stand out and engage • The importance of knowing your target audience • What are the real measures of success? Hishem also gives some examples of people and companies doing this well and shares more details about The Recruitment Rollercoaster Podcast. Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

We live in a highly connected world but also a very noisy one. Standing out from the crowd can be very difficult for recruiters, especially on Linkedin where an unprecedented amount of content is being posted, much of it, unfortunately, is not very good.

My guest this week is Hishem Azzouz, founder of Azzouz Branding and host of The Recruitment Rollercoaster Podcast. Hishem works with recruiters to help them build authentic personal brands and develop content that cuts through the noise to resonate with their target audiences.

In the interview, we discuss:

• Hishem's career journey so far and his experience of getting started in recruiting

• Being more personable, more human and standing out from the crowd

• What does personal branding mean in 2019?

• Techniques to stand out and engage

• The importance of knowing your target audience

• What are the real measures of success?

Hishem also gives some examples of people and companies doing this well and shares more details about The Recruitment Rollercoaster Podcast.

Subscribe to this podcast in Apple Podcasts

 

]]> 1459 no Ep 225: Hiring Military Veterans https://recfuture.libsyn.com/ep-225-hiring-military-veterans Contact: matt@metashift.co.uk Hiring ex-armed forces personnel is a topic that doesn't get as much bandwidth as it deserves. So how should employers be behaving and communicating to tap into this incredible pool of talent effectively? My guest this week is Tim Redfern, Managing Director, Defence at Amey. In the interview, we discuss: • Tim's own experience of transitioning his career on leaving The Royal Navy • The broader transition challenges facing armed forces personnel • Translating the language of transferable skills • Common employer misconceptions • Changing the recruiting mindset on skills • Messaging that resonates • Salary and marketing value Tim also shares details on what Amey does to attract and retain forces leavers. Subscribe to this podcast in Apple Podcast Wed, 20 Nov 2019 22:57:32 -0000 Hiring Military Veterans full 225 Matt Alder Tim Redfern talks to Matt Alder Contact: matt@metashift.co.uk Hiring ex-armed forces personnel is a topic that doesn't get as much bandwidth as it deserves. So how should employers be behaving and communicating to tap into this incredible pool of talent effectively? My guest this week is Tim Redfern, Managing Director, Defence at Amey. In the interview, we discuss: • Tim's own experience of transitioning his career on leaving The Royal Navy • The broader transition challenges facing armed forces personnel • Translating the language of transferable skills • Common employer misconceptions • Changing the recruiting mindset on skills • Messaging that resonates • Salary and marketing value Tim also shares details on what Amey does to attract and retain forces leavers. Subscribe to this podcast in Apple Podcast Contact: matt@metashift.co.uk

Hiring ex-armed forces personnel is a topic that doesn't get as much bandwidth as it deserves. So how should employers be behaving and communicating to tap into this incredible pool of talent effectively?

My guest this week is Tim Redfern, Managing Director, Defence at Amey.

In the interview, we discuss:

• Tim's own experience of transitioning his career on leaving The Royal Navy

• The broader transition challenges facing armed forces personnel

• Translating the language of transferable skills

• Common employer misconceptions

• Changing the recruiting mindset on skills

• Messaging that resonates

• Salary and marketing value

Tim also shares details on what Amey does to attract and retain forces leavers.

Subscribe to this podcast in Apple Podcast

]]> 1019 no Ep 224: The Realities Of Recruiting Technology https://recfuture.libsyn.com/ep-224-the-realities-of-recruiting-technology Contact: matt@metashift.co.uk Implementing and then working with recruitment technology on a day to day basis can have some challenges. So how can you make sure you are getting the most from your system in terms of driving the efficiency and end-user satisfaction needed to achieve key recruiting objectives? To share the benefits of their experience my guests this week are Megan Deville, an HRIS Analyst and Allison Thomas, Talent Acquisition Recruiter both of whom work for Laitram. In the interview, we discuss: • Laitram's recruiting challenges • Using tech to create more recruiter time • Finding quality in quantity • Driving process and tool adoption • The power of diversity of thought • Keeping pace with growth • The importance of the personal touch Subscribe to this podcast in Apple Podcasts Fri, 15 Nov 2019 22:15:22 -0000 The Realities Of Recruiting Technology full 224 Matt Alder Matt Alder talks to Megan Deville and Allison Thomas from Laitram Contact: matt@metashift.co.uk Implementing and then working with recruitment technology on a day to day basis can have some challenges. So how can you make sure you are getting the most from your system in terms of driving the efficiency and end-user satisfaction needed to achieve key recruiting objectives? To share the benefits of their experience my guests this week are Megan Deville, an HRIS Analyst and Allison Thomas, Talent Acquisition Recruiter both of whom work for Laitram. In the interview, we discuss: • Laitram's recruiting challenges • Using tech to create more recruiter time • Finding quality in quantity • Driving process and tool adoption • The power of diversity of thought • Keeping pace with growth • The importance of the personal touch Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Implementing and then working with recruitment technology on a day to day basis can have some challenges. So how can you make sure you are getting the most from your system in terms of driving the efficiency and end-user satisfaction needed to achieve key recruiting objectives?

To share the benefits of their experience my guests this week are Megan Deville, an HRIS Analyst and Allison Thomas, Talent Acquisition Recruiter both of whom work for Laitram.

In the interview, we discuss:

• Laitram's recruiting challenges

• Using tech to create more recruiter time

• Finding quality in quantity

• Driving process and tool adoption

• The power of diversity of thought

• Keeping pace with growth

• The importance of the personal touch

Subscribe to this podcast in Apple Podcasts

]]> 1717 no Ep 223: The Future For Recruiters https://recfuture.libsyn.com/ep-223-the-future-for-recruiters Contact: matt@metashift.co.uk This is a podcast about the future of recruiting, and perhaps the one topic we've neglected to cover very often is the future of recruiters. To redress the balance my guest this week is Amy Schultz, Director of Talent Acquisition at LinkedIn. LinkedIn has recently published a research report titled "The future of recruiting, the 7 ways your role will change" and it's great to be able to get Amy's practitioner perspective on the findings. In the interview, we discuss: • What is the current state of the talent market and how is this affecting recruiting as a profession • How the role of a recruiter going to change • The three skills that will redefine recruiting • What recruitment teams should be doing to keep up with rapidly changing business needs • The essential metrics recruiters should be tracking and why • The role of technology Amy also shares her key advice to recruiting professionals on how they can be ready for the future. Subscribe to this podcast in Apple Podcasts Fri, 08 Nov 2019 16:37:19 -0000 The Future For Recruiters full 223 Matt Alder Amy Schultz, Director Of Talent Acquisition at LinkedIn, talks to Matt Alder Contact: matt@metashift.co.uk This is a podcast about the future of recruiting, and perhaps the one topic we've neglected to cover very often is the future of recruiters. To redress the balance my guest this week is Amy Schultz, Director of Talent Acquisition at LinkedIn. LinkedIn has recently published a research report titled "The future of recruiting, the 7 ways your role will change" and it's great to be able to get Amy's practitioner perspective on the findings. In the interview, we discuss: • What is the current state of the talent market and how is this affecting recruiting as a profession • How the role of a recruiter going to change • The three skills that will redefine recruiting • What recruitment teams should be doing to keep up with rapidly changing business needs • The essential metrics recruiters should be tracking and why • The role of technology Amy also shares her key advice to recruiting professionals on how they can be ready for the future. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

This is a podcast about the future of recruiting, and perhaps the one topic we've neglected to cover very often is the future of recruiters.

To redress the balance my guest this week is Amy Schultz, Director of Talent Acquisition at LinkedIn. LinkedIn has recently published a research report titled "The future of recruiting, the 7 ways your role will change" and it's great to be able to get Amy's practitioner perspective on the findings.

In the interview, we discuss:

• What is the current state of the talent market and how is this affecting recruiting as a profession

• How the role of a recruiter going to change

• The three skills that will redefine recruiting

• What recruitment teams should be doing to keep up with rapidly changing business needs

• The essential metrics recruiters should be tracking and why

• The role of technology

Amy also shares her key advice to recruiting professionals on how they can be ready for the future.

Subscribe to this podcast in Apple Podcasts

]]> 1267 no Ep 222: Talent Mobility https://recfuture.libsyn.com/ep-222-talent-mobility Contact: matt@metashift.co.uk We talk a lot on this show about the future of work and its implications. However, it is critically important not to overlook the here and now. Work is already changing dramatically with huge consequences for everyone. So what should employers be doing to make sure they are fit for purpose in these changing times? My guest this week is Brynne Kennedy, founder of Topia and a congressional candidate for California. Brynne has recently written a book called "Flat, Fluid and Fast", designed to help employers understand and adapt to the age of talent mobility. In the interview, we discuss: • What is talent mobility? • The implications of a geographically mobile workforce • Redesigning the contract for work • New career paths and skills first recruiting. • Importance of embracing flexible work • Impact of office footprints, benefits and the structure of HR • Tech stack best practices Brynne always talks through examples of companies doing this well and shares her thoughts on what work will look like in 10 years. Subscribe to this podcast in Apple Podcasts Wed, 06 Nov 2019 18:04:26 -0000 Talent Mobility full 222 Matt Alder Brynne Kennedy talks to Matt Alder Contact: matt@metashift.co.uk We talk a lot on this show about the future of work and its implications. However, it is critically important not to overlook the here and now. Work is already changing dramatically with huge consequences for everyone. So what should employers be doing to make sure they are fit for purpose in these changing times? My guest this week is Brynne Kennedy, founder of Topia and a congressional candidate for California. Brynne has recently written a book called "Flat, Fluid and Fast", designed to help employers understand and adapt to the age of talent mobility. In the interview, we discuss: • What is talent mobility? • The implications of a geographically mobile workforce • Redesigning the contract for work • New career paths and skills first recruiting. • Importance of embracing flexible work • Impact of office footprints, benefits and the structure of HR • Tech stack best practices Brynne always talks through examples of companies doing this well and shares her thoughts on what work will look like in 10 years. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

We talk a lot on this show about the future of work and its implications. However, it is critically important not to overlook the here and now. Work is already changing dramatically with huge consequences for everyone.

So what should employers be doing to make sure they are fit for purpose in these changing times?

My guest this week is Brynne Kennedy, founder of Topia and a congressional candidate for California. Brynne has recently written a book called "Flat, Fluid and Fast", designed to help employers understand and adapt to the age of talent mobility.

In the interview, we discuss:

• What is talent mobility?

• The implications of a geographically mobile workforce

• Redesigning the contract for work

• New career paths and skills first recruiting.

• Importance of embracing flexible work

• Impact of office footprints, benefits and the structure of HR

• Tech stack best practices

Brynne always talks through examples of companies doing this well and shares her thoughts on what work will look like in 10 years.

Subscribe to this podcast in Apple Podcasts

]]> 1448 no Ep 221: The Power Of Culture https://recfuture.libsyn.com/ep-221-the-power-of-culture Building a culture that attracts and retains the right talent is not an easy task. There is a lot of theory and discussion around this, but translating theory and discussion into practical reality can be very difficult. Accurately reflecting the culture in the employer brand and recruitment process is an additional challenge. My guest this week is Matt Jung co-founder of Comfort Research, the company behind the "Big Joe" range of products. Matt shares an incredibly honest account of his company's journey to build a culture and establish a set of core values that guide everything they do and help them attract and retain the people they need to grow their business. In the interview, we discuss: • Identifying core values and how Comfort Research got it wrong the first time • Rewarding behaviour that champions core values • Using core values in the recruiting process • Why leaders should always be recruiting • Recruiters as "culture concierges." Matt also talks about what has surprised him most about building his business and what the future holds for Comfort Research. Subscribe to this podcast in Apple Podcasts Wed, 30 Oct 2019 17:30:31 -0000 The Power Of Culture full Matt Alder Matt Jung talks to Matt Alder Building a culture that attracts and retains the right talent is not an easy task. There is a lot of theory and discussion around this, but translating theory and discussion into practical reality can be very difficult. Accurately reflecting the culture in the employer brand and recruitment process is an additional challenge. My guest this week is Matt Jung co-founder of Comfort Research, the company behind the "Big Joe" range of products. Matt shares an incredibly honest account of his company's journey to build a culture and establish a set of core values that guide everything they do and help them attract and retain the people they need to grow their business. In the interview, we discuss: • Identifying core values and how Comfort Research got it wrong the first time • Rewarding behaviour that champions core values • Using core values in the recruiting process • Why leaders should always be recruiting • Recruiters as "culture concierges." Matt also talks about what has surprised him most about building his business and what the future holds for Comfort Research. Subscribe to this podcast in Apple Podcasts Building a culture that attracts and retains the right talent is not an easy task. There is a lot of theory and discussion around this, but translating theory and discussion into practical reality can be very difficult. Accurately reflecting the culture in the employer brand and recruitment process is an additional challenge.

My guest this week is Matt Jung co-founder of Comfort Research, the company behind the "Big Joe" range of products. Matt shares an incredibly honest account of his company's journey to build a culture and establish a set of core values that guide everything they do and help them attract and retain the people they need to grow their business.

In the interview, we discuss:

• Identifying core values and how Comfort Research got it wrong the first time

• Rewarding behaviour that champions core values

• Using core values in the recruiting process

• Why leaders should always be recruiting

• Recruiters as "culture concierges."

Matt also talks about what has surprised him most about building his business and what the future holds for Comfort Research.

Subscribe to this podcast in Apple Podcasts

]]> 1447 no Ep 220: Talent Experience https://recfuture.libsyn.com/ep-220-talent-experience Over the last few years, there have been parallel conversations about candidate experience and talent experience. As thinking has developed, it has become obvious that these two things aren't mutually exclusive and are in fact elements of an overall talent experience. I recently undertook a research project in collaboration with Mervyn Dinnen and with the support of Saba Software, to explore the implications of a joined-up talent experience on talent acquisition. We spoke to several employers who are doing some exciting work in this area and have recently published our findings in a free whitepaper. My guest in this episode is Duncan Miller from Saba Software. Duncan has some great insights to share on talent experience and how it might develop in the future. In the interview, we discuss: • What is talent experience and why is it so important • How closely should candidate experience and employee experience be aligned • What are employers doing to create world-class talent experiences • The role of technology and its limitations • Early onboarding • Understanding the moments that matter most and the practicalities of personalization Download our whitepaper Subscribe to this podcast in Apple Podcasts   Mon, 28 Oct 2019 21:53:28 -0000 Talent Experience full 220 Matt Alder Duncan Miller talks to Matt Alder Over the last few years, there have been parallel conversations about candidate experience and talent experience. As thinking has developed, it has become obvious that these two things aren't mutually exclusive and are in fact elements of an overall talent experience. I recently undertook a research project in collaboration with Mervyn Dinnen and with the support of Saba Software, to explore the implications of a joined-up talent experience on talent acquisition. We spoke to several employers who are doing some exciting work in this area and have recently published our findings in a free whitepaper. My guest in this episode is Duncan Miller from Saba Software. Duncan has some great insights to share on talent experience and how it might develop in the future. In the interview, we discuss: • What is talent experience and why is it so important • How closely should candidate experience and employee experience be aligned • What are employers doing to create world-class talent experiences • The role of technology and its limitations • Early onboarding • Understanding the moments that matter most and the practicalities of personalization Download our whitepaper Subscribe to this podcast in Apple Podcasts   Over the last few years, there have been parallel conversations about candidate experience and talent experience. As thinking has developed, it has become obvious that these two things aren't mutually exclusive and are in fact elements of an overall talent experience.

I recently undertook a research project in collaboration with Mervyn Dinnen and with the support of Saba Software, to explore the implications of a joined-up talent experience on talent acquisition. We spoke to several employers who are doing some exciting work in this area and have recently published our findings in a free whitepaper.

My guest in this episode is Duncan Miller from Saba Software. Duncan has some great insights to share on talent experience and how it might develop in the future.

In the interview, we discuss:

• What is talent experience and why is it so important

• How closely should candidate experience and employee experience be aligned

• What are employers doing to create world-class talent experiences

• The role of technology and its limitations

• Early onboarding

• Understanding the moments that matter most and the practicalities of personalization


Download our whitepaper

Subscribe to this podcast in Apple Podcasts

 

]]> 1291 no Ep 219: Making Your Employer Brand Stand Out https://recfuture.libsyn.com/ep-219-making-your-employer-brand-stand-out Contact: matt@metashift.co.uk Employer branding has been the hot topic for the last several years as companies vie for competitive advantage in tight talent markets. But, despite all the focus, is employer branding actually getting worse and what do companies have to do to get noticed and connect with their talent audiences? My guest this week is Ed Nathanson from Red Pill Talent, Ed has a vast amount of experience in helping build employer brands that stand out from the crowd and has some great practical tips to share. In the interview, we discuss: • How employer brand is changing • Creating something meaning and memorable • The danger of being vanilla • Engagement as the ultimate measurement • Message and marketing Ed also talks about making brands stand out and share some examples of what great looks like Subscribe to this podcast in Apple Podcasts   Fri, 25 Oct 2019 14:17:24 -0000 Making Your Employer Brand Stand Out full 219 Matt Alder Ed Nathanson talks to Matt Alder Contact: matt@metashift.co.uk Employer branding has been the hot topic for the last several years as companies vie for competitive advantage in tight talent markets. But, despite all the focus, is employer branding actually getting worse and what do companies have to do to get noticed and connect with their talent audiences? My guest this week is Ed Nathanson from Red Pill Talent, Ed has a vast amount of experience in helping build employer brands that stand out from the crowd and has some great practical tips to share. In the interview, we discuss: • How employer brand is changing • Creating something meaning and memorable • The danger of being vanilla • Engagement as the ultimate measurement • Message and marketing Ed also talks about making brands stand out and share some examples of what great looks like Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

Employer branding has been the hot topic for the last several years as companies vie for competitive advantage in tight talent markets. But, despite all the focus, is employer branding actually getting worse and what do companies have to do to get noticed and connect with their talent audiences?

My guest this week is Ed Nathanson from Red Pill Talent, Ed has a vast amount of experience in helping build employer brands that stand out from the crowd and has some great practical tips to share.

In the interview, we discuss:

• How employer brand is changing

• Creating something meaning and memorable

• The danger of being vanilla

• Engagement as the ultimate measurement

• Message and marketing

Ed also talks about making brands stand out and share some examples of what great looks like

Subscribe to this podcast in Apple Podcasts

 

]]> 1445 no Ep 218: Better Job Descriptions https://recfuture.libsyn.com/ep-218-better-job-descriptions Contact: matt@metashift.co.uk We talk a lot about the poor quality of job postings with many just being a cut and paste version of the internal job description. However, we should also be talking about the poor quality of job descriptions themselves, many of which are put together in haste with little thought round impact and outcome. To give us a different perspective, my guest this week is Kate Leto, a well-known product management and transformation consultant. As well as sharing her thoughts on job descriptions, Kate also offers insights on how thinking like a product manager could help improve the talent acquisition process. In the interview, we discuss: • What is product management and what lessons might it have for talent acquisition • The importance of recruiting for emotional intelligence • Person organisational fit • Using four simple questions to create effective job descriptions Subscribe to this podcast in Apple Podcasts   Mon, 21 Oct 2019 18:51:52 -0000 Better Job Descriptions full 218 Matt Alder Kate Leto talks to Matt Alder Contact: matt@metashift.co.uk We talk a lot about the poor quality of job postings with many just being a cut and paste version of the internal job description. However, we should also be talking about the poor quality of job descriptions themselves, many of which are put together in haste with little thought round impact and outcome. To give us a different perspective, my guest this week is Kate Leto, a well-known product management and transformation consultant. As well as sharing her thoughts on job descriptions, Kate also offers insights on how thinking like a product manager could help improve the talent acquisition process. In the interview, we discuss: • What is product management and what lessons might it have for talent acquisition • The importance of recruiting for emotional intelligence • Person organisational fit • Using four simple questions to create effective job descriptions Subscribe to this podcast in Apple Podcasts   Contact: matt@metashift.co.uk

We talk a lot about the poor quality of job postings with many just being a cut and paste version of the internal job description. However, we should also be talking about the poor quality of job descriptions themselves, many of which are put together in haste with little thought round impact and outcome.

To give us a different perspective, my guest this week is Kate Leto, a well-known product management and transformation consultant. As well as sharing her thoughts on job descriptions, Kate also offers insights on how thinking like a product manager could help improve the talent acquisition process.

In the interview, we discuss:

• What is product management and what lessons might it have for talent acquisition

• The importance of recruiting for emotional intelligence

• Person organisational fit

• Using four simple questions to create effective job descriptions

Subscribe to this podcast in Apple Podcasts

 

]]> 1163 no Ep 217: Job Board Evolution https://recfuture.libsyn.com/ep-217-job-board-evolution Contact: matt@metashift.co.uk Job Boards and their likely future is a topic that we've not really covered in-depth on the podcast. Despite the decade long predictions of their demise, Job Boards still play a crucial role in many talent acquisition strategies. They are evolving quickly, and some of the new generation talent marketplaces are attracting enormous venture capital investment. My guest this week is Martin Lenz. Martin is CEO of innovative job board software provider Jobiqo and is therefore ideally placed to get us up to speed on the current state and future potential of job boards. In the interview, we discuss: • What role are job boards currently playing in talent acquisition and how could they be better at it • Creating value in niches • Leveraging increasing amounts of data • Improving the candidate experience • What factors are driving change in the job board market and who are going to be the winners and losers. • What functionality should talent acquisition professionals be demanding from job boards both not and in the future Subscribe to this podcast in Apple Podcasts Follow the show on Instagram Fri, 18 Oct 2019 09:32:31 -0000 Job Board Evolution full 217 Matt Alder Martin Lenz talks to Matt Alder Contact: matt@metashift.co.uk Job Boards and their likely future is a topic that we've not really covered in-depth on the podcast. Despite the decade long predictions of their demise, Job Boards still play a crucial role in many talent acquisition strategies. They are evolving quickly, and some of the new generation talent marketplaces are attracting enormous venture capital investment. My guest this week is Martin Lenz. Martin is CEO of innovative job board software provider Jobiqo and is therefore ideally placed to get us up to speed on the current state and future potential of job boards. In the interview, we discuss: • What role are job boards currently playing in talent acquisition and how could they be better at it • Creating value in niches • Leveraging increasing amounts of data • Improving the candidate experience • What factors are driving change in the job board market and who are going to be the winners and losers. • What functionality should talent acquisition professionals be demanding from job boards both not and in the future Subscribe to this podcast in Apple Podcasts Follow the show on Instagram Contact: matt@metashift.co.uk

Job Boards and their likely future is a topic that we've not really covered in-depth on the podcast. Despite the decade long predictions of their demise, Job Boards still play a crucial role in many talent acquisition strategies. They are evolving quickly, and some of the new generation talent marketplaces are attracting enormous venture capital investment.

My guest this week is Martin Lenz. Martin is CEO of innovative job board software provider Jobiqo and is therefore ideally placed to get us up to speed on the current state and future potential of job boards.

In the interview, we discuss:

• What role are job boards currently playing in talent acquisition and how could they be better at it

• Creating value in niches

• Leveraging increasing amounts of data

• Improving the candidate experience

• What factors are driving change in the job board market and who are going to be the winners and losers.

• What functionality should talent acquisition professionals be demanding from job boards both not and in the future

Subscribe to this podcast in Apple Podcasts

Follow the show on Instagram

]]> 1452 no Ep 216: Employer Brand Storytelling Strategy https://recfuture.libsyn.com/ep-216-employer-brand-storytelling-strategy Contact: matt@metashift.co.uk Employer Brand storytelling is a crucial topic for me, and it has been great to see an increase in the number of employers using the power of stories over the last 18 months. However realising the true potential of storytelling is only possible by understanding the science behind it and having proper strategies in place for audience segmentation, messaging, medium, format and distribution. My guest this week is someone who will genuinely accelerate your understanding of how to get results using stories. Miki Johnson is the co-founder of Job Portraits, a San Francisco based employer branding studio focused on helping high growth startups hire more effectively through storytelling. In the interview, we discuss: • The evolution of employer branding • Deep dive storytelling • A strategic approach to content using UX research tools • Evidencing EVP through stories • Tailoring the message to different audience segments • Medium, Format and Distribution • When to use video and when not to Miki also discusses the role of employees as creators and distributors and highlights some great examples of companies producing great content. If you are interested in getting started with or improving your storytelling, Job Portraits have an Employer Value Proposition Worksheet that can help. Please email miki@jobportraits.com to get your copy. Subscribe to this podcast in Apple Podcasts Tue, 15 Oct 2019 22:14:59 -0000 Employer Brand Storytelling Strategy full 216 Matt Alder Miki Johnson talks to Matt Alder Contact: matt@metashift.co.uk Employer Brand storytelling is a crucial topic for me, and it has been great to see an increase in the number of employers using the power of stories over the last 18 months. However realising the true potential of storytelling is only possible by understanding the science behind it and having proper strategies in place for audience segmentation, messaging, medium, format and distribution. My guest this week is someone who will genuinely accelerate your understanding of how to get results using stories. Miki Johnson is the co-founder of Job Portraits, a San Francisco based employer branding studio focused on helping high growth startups hire more effectively through storytelling. In the interview, we discuss: • The evolution of employer branding • Deep dive storytelling • A strategic approach to content using UX research tools • Evidencing EVP through stories • Tailoring the message to different audience segments • Medium, Format and Distribution • When to use video and when not to Miki also discusses the role of employees as creators and distributors and highlights some great examples of companies producing great content. If you are interested in getting started with or improving your storytelling, Job Portraits have an Employer Value Proposition Worksheet that can help. Please email miki@jobportraits.com to get your copy. Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Employer Brand storytelling is a crucial topic for me, and it has been great to see an increase in the number of employers using the power of stories over the last 18 months.

However realising the true potential of storytelling is only possible by understanding the science behind it and having proper strategies in place for audience segmentation, messaging, medium, format and distribution.

My guest this week is someone who will genuinely accelerate your understanding of how to get results using stories. Miki Johnson is the co-founder of Job Portraits, a San Francisco based employer branding studio focused on helping high growth startups hire more effectively through storytelling.

In the interview, we discuss:

• The evolution of employer branding

• Deep dive storytelling

• A strategic approach to content using UX research tools

• Evidencing EVP through stories

• Tailoring the message to different audience segments

• Medium, Format and Distribution

• When to use video and when not to

Miki also discusses the role of employees as creators and distributors and highlights some great examples of companies producing great content.

If you are interested in getting started with or improving your storytelling, Job Portraits have an Employer Value Proposition Worksheet that can help. Please email miki@jobportraits.com to get your copy.

Subscribe to this podcast in Apple Podcasts

]]> 2024 no Ep 215: Talent Acquisition Technology https://recfuture.libsyn.com/ep-215-talent-acquisition-technology A couple of weeks back, I had the great pleasure of attending the TA Tech North America event in Austin, Texas. There were some great content and discussions which explored the current and future state of talent acquisition technology. In this week's show, I have four interviews to give you a flavour of the key topics at the event. Firstly I interview: • Terry Baker from Pandologic about the TA Tech Stack research and the disconnect between employers and vendors. • George Larocque from HRWins about the amount of investment in talent acquisition technology in 2019 • Jessica Miller-Merrell from Workology about recruitment marketing and the user implications of job boards buying and selling traffic. I then got the opportunity to get on the main stage and host a fireside chat with Shannon Offord, VP Strategic Partnerships and Alliance at DirectEmployers Association. In our interview, we discuss: • The aims and objectives of DirectEmployers Association • The biggest challenges employers are currently facing. • Flexible working and Diversity • Accessibility in recruitment technology • The future of the industry Subscribe to this podcast in Apple Podcasts   Fri, 11 Oct 2019 13:53:37 -0000 Talent Acquisition Technology full Matt Alder TA Tech North America Special Episode A couple of weeks back, I had the great pleasure of attending the TA Tech North America event in Austin, Texas. There were some great content and discussions which explored the current and future state of talent acquisition technology. In this week's show, I have four interviews to give you a flavour of the key topics at the event. Firstly I interview: • Terry Baker from Pandologic about the TA Tech Stack research and the disconnect between employers and vendors. • George Larocque from HRWins about the amount of investment in talent acquisition technology in 2019 • Jessica Miller-Merrell from Workology about recruitment marketing and the user implications of job boards buying and selling traffic. I then got the opportunity to get on the main stage and host a fireside chat with Shannon Offord, VP Strategic Partnerships and Alliance at DirectEmployers Association. In our interview, we discuss: • The aims and objectives of DirectEmployers Association • The biggest challenges employers are currently facing. • Flexible working and Diversity • Accessibility in recruitment technology • The future of the industry Subscribe to this podcast in Apple Podcasts   A couple of weeks back, I had the great pleasure of attending the TA Tech North America event in Austin, Texas. There were some great content and discussions which explored the current and future state of talent acquisition technology.

In this week's show, I have four interviews to give you a flavour of the key topics at the event.

Firstly I interview:

• Terry Baker from Pandologic about the TA Tech Stack research and the disconnect between employers and vendors.

• George Larocque from HRWins about the amount of investment in talent acquisition technology in 2019

• Jessica Miller-Merrell from Workology about recruitment marketing and the user implications of job boards buying and selling traffic.

I then got the opportunity to get on the main stage and host a fireside chat with Shannon Offord, VP Strategic Partnerships and Alliance at DirectEmployers Association.

In our interview, we discuss:

• The aims and objectives of DirectEmployers Association

• The biggest challenges employers are currently facing.

• Flexible working and Diversity

• Accessibility in recruitment technology

• The future of the industry


Subscribe to this podcast in Apple Podcasts

 

]]> 1983 no Ep 214: Recruiting For A Changing World https://recfuture.libsyn.com/ep-214-recruiting-for-a-changing-world Contact - matt@metashift.co.uk Work is changing. Jobs are changing. Is recruiting changing quickly enough to keep up? The demand for new mixes of skills and ever-shortening tenure means that recruiting needs to be extremely flexible and work faster than it ever has before. My guest this week is Nikos Moraitakis, CEO of Workable. Workable work with 20,000 companies across 100 countries which means Nikos has some fascinating insights to share on the current and future state of recruiting. In the interview, we discuss: • How work and jobs are changing and the implications for talent acquisition • The broadening fit between skills and jobs and why this makes matching more difficult • Ever higher candidate expectations • Recruiting automation • The changing nature of screening and assessment • Providing hiring managers with tools they don't hate Nikos also talks about the role of recruiting technology and shares his thoughts on what recruiting will look like in 5 to 10 years. Subscribe to this podcast in Apple Podcasts Wed, 09 Oct 2019 20:31:03 -0000 Recruiting For A Changing World full 214 Matt Alder Nikos Moraitakis talks to Matt Alder Contact - matt@metashift.co.uk Work is changing. Jobs are changing. Is recruiting changing quickly enough to keep up? The demand for new mixes of skills and ever-shortening tenure means that recruiting needs to be extremely flexible and work faster than it ever has before. My guest this week is Nikos Moraitakis, CEO of Workable. Workable work with 20,000 companies across 100 countries which means Nikos has some fascinating insights to share on the current and future state of recruiting. In the interview, we discuss: • How work and jobs are changing and the implications for talent acquisition • The broadening fit between skills and jobs and why this makes matching more difficult • Ever higher candidate expectations • Recruiting automation • The changing nature of screening and assessment • Providing hiring managers with tools they don't hate Nikos also talks about the role of recruiting technology and shares his thoughts on what recruiting will look like in 5 to 10 years. Subscribe to this podcast in Apple Podcasts Contact - matt@metashift.co.uk

Work is changing. Jobs are changing. Is recruiting changing quickly enough to keep up? The demand for new mixes of skills and ever-shortening tenure means that recruiting needs to be extremely flexible and work faster than it ever has before.

My guest this week is Nikos Moraitakis, CEO of Workable. Workable work with 20,000 companies across 100 countries which means Nikos has some fascinating insights to share on the current and future state of recruiting.

In the interview, we discuss:

• How work and jobs are changing and the implications for talent acquisition

• The broadening fit between skills and jobs and why this makes matching more difficult

• Ever higher candidate expectations

• Recruiting automation

• The changing nature of screening and assessment

• Providing hiring managers with tools they don't hate

Nikos also talks about the role of recruiting technology and shares his thoughts on what recruiting will look like in 5 to 10 years.

Subscribe to this podcast in Apple Podcasts

]]> 1321 no Ep 213: Neurodiversity In The Workplace https://recfuture.libsyn.com/ep-213-neurodiversity-in-the-workplace Building a workplace that is inclusive for neurodivergent people is something every employer should be doing. However, there is still widespread ignorance about neurodiversity and relatively little discussion about it in our industry. My guest this week is Theo Smith, recruitment manager at The National Institute for Healthcare Excellence. Theo draws on personal experience and some in-depth research to share his insights into how and why companies should attract, include and retain a more neurodivergent workforce. In the interview, we discuss: • What is neurodiversity and how is it misunderstood • The challenges neurodivergent people face in the workplace • Empowering superhuman abilities • The importance of sharing stories. Theo also talks about the companies who are getting this right and shares his advice on the steps companies can take to improve the employee experience for neurodivergent people. Subscribe to this podcast in Apple Podcasts Fri, 04 Oct 2019 16:32:31 -0000 Neurodiversity In The Workplace full 213 Matt Alder Theo Smith talks to Matt Alder Building a workplace that is inclusive for neurodivergent people is something every employer should be doing. However, there is still widespread ignorance about neurodiversity and relatively little discussion about it in our industry. My guest this week is Theo Smith, recruitment manager at The National Institute for Healthcare Excellence. Theo draws on personal experience and some in-depth research to share his insights into how and why companies should attract, include and retain a more neurodivergent workforce. In the interview, we discuss: • What is neurodiversity and how is it misunderstood • The challenges neurodivergent people face in the workplace • Empowering superhuman abilities • The importance of sharing stories. Theo also talks about the companies who are getting this right and shares his advice on the steps companies can take to improve the employee experience for neurodivergent people. Subscribe to this podcast in Apple Podcasts Building a workplace that is inclusive for neurodivergent people is something every employer should be doing. However, there is still widespread ignorance about neurodiversity and relatively little discussion about it in our industry.

My guest this week is Theo Smith, recruitment manager at The National Institute for Healthcare Excellence. Theo draws on personal experience and some in-depth research to share his insights into how and why companies should attract, include and retain a more neurodivergent workforce.

In the interview, we discuss:

• What is neurodiversity and how is it misunderstood

• The challenges neurodivergent people face in the workplace

• Empowering superhuman abilities

• The importance of sharing stories.

Theo also talks about the companies who are getting this right and shares his advice on the steps companies can take to improve the employee experience for neurodivergent people.

Subscribe to this podcast in Apple Podcasts

]]> 2069 no Ep 212: Driving Talent Acquisition Transformation https://recfuture.libsyn.com/ep-212-driving-talent-acquisition-transformation Contact: matt@metashift.co.uk Talent acquisition transformation projects seem to be everywhere at the moment as employers look to adapt to changing markets, shifting business priorities and new technologies. I always tell my clients that transformation is impossible without evaluation and strategy, but how do you build and measure an effective strategy in talent acquisition. My guest this week is Rebecca Carr, SVP of Global Success, Consulting and Strategy for SmartRecruiters. Rebecca talks in detail about the Hiring Success methodology and how it can help employers understand where they are now and where they need to be in the future. In the interview, we discuss: • Why the Hiring Success model was developed • How do you measure talent acquisition effectiveness • Reinventing legacy metrics • Key pillars and the 4 level maturity model • Strategic steps for transformation and improvement Rebecca also shares her thoughts on who is doing this well and what's next for talent acquisition. SmartRecruiters Hiring Success Podcast Subscribe to this podcast in Apple Podcasts Sat, 28 Sep 2019 22:02:55 -0000 Driving Talent Acquisition Transformation full 212 Matt Alder Rebecca Carr talks to Matt Alder Contact: matt@metashift.co.uk Talent acquisition transformation projects seem to be everywhere at the moment as employers look to adapt to changing markets, shifting business priorities and new technologies. I always tell my clients that transformation is impossible without evaluation and strategy, but how do you build and measure an effective strategy in talent acquisition. My guest this week is Rebecca Carr, SVP of Global Success, Consulting and Strategy for SmartRecruiters. Rebecca talks in detail about the Hiring Success methodology and how it can help employers understand where they are now and where they need to be in the future. In the interview, we discuss: • Why the Hiring Success model was developed • How do you measure talent acquisition effectiveness • Reinventing legacy metrics • Key pillars and the 4 level maturity model • Strategic steps for transformation and improvement Rebecca also shares her thoughts on who is doing this well and what's next for talent acquisition. SmartRecruiters Hiring Success Podcast Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

Talent acquisition transformation projects seem to be everywhere at the moment as employers look to adapt to changing markets, shifting business priorities and new technologies.

I always tell my clients that transformation is impossible without evaluation and strategy, but how do you build and measure an effective strategy in talent acquisition.

My guest this week is Rebecca Carr, SVP of Global Success, Consulting and Strategy for SmartRecruiters. Rebecca talks in detail about the Hiring Success methodology and how it can help employers understand where they are now and where they need to be in the future.

In the interview, we discuss:

• Why the Hiring Success model was developed

• How do you measure talent acquisition effectiveness

• Reinventing legacy metrics

• Key pillars and the 4 level maturity model

• Strategic steps for transformation and improvement

Rebecca also shares her thoughts on who is doing this well and what's next for talent acquisition.

SmartRecruiters Hiring Success Podcast

Subscribe to this podcast in Apple Podcasts

]]> 1917 no Ep 211: How To Be A Great Speaker https://recfuture.libsyn.com/ep-211-how-to-be-a-great-speaker In recent times there has been an explosion in the number of conferences, webinars and indeed podcasts aimed at the talent acquisition audience. The kind of peer to peer learning these platforms are driving is incredibly useful and therefore, extremely popular. However, this only all works if there a steady flow of practitioners who are prepared to step up and share their story and I know this is something that many people find challenging. My guests this week are Audra Knight, senior manager of employer branding at Foundation Medicine and Katrina Kibben the founder and CEO of Three Ears Media. Audra and Katrina are both fantastic speakers who have some brilliant advice to share with anyone who either wants to get started or be better at speaking. In the interview, we discuss: • Why a talent acquisition professional would want to get involved with speaking • How to get started • How to find speaking opportunities • How to pitch to speak • Should speakers be paid? • How to prepare • Dealing with nerves • Most common speaking mistakes • The importance of preparation Audra and Katrina also talk about the favourite presentations they have given. Subscribe in Apple Podcasts   Tue, 24 Sep 2019 16:57:30 -0000 How To Be A Great Speaker full 211 Matt Alder Audra Knight and Katrina Kibben talk to Matt Alder In recent times there has been an explosion in the number of conferences, webinars and indeed podcasts aimed at the talent acquisition audience. The kind of peer to peer learning these platforms are driving is incredibly useful and therefore, extremely popular. However, this only all works if there a steady flow of practitioners who are prepared to step up and share their story and I know this is something that many people find challenging. My guests this week are Audra Knight, senior manager of employer branding at Foundation Medicine and Katrina Kibben the founder and CEO of Three Ears Media. Audra and Katrina are both fantastic speakers who have some brilliant advice to share with anyone who either wants to get started or be better at speaking. In the interview, we discuss: • Why a talent acquisition professional would want to get involved with speaking • How to get started • How to find speaking opportunities • How to pitch to speak • Should speakers be paid? • How to prepare • Dealing with nerves • Most common speaking mistakes • The importance of preparation Audra and Katrina also talk about the favourite presentations they have given. Subscribe in Apple Podcasts   In recent times there has been an explosion in the number of conferences, webinars and indeed podcasts aimed at the talent acquisition audience. The kind of peer to peer learning these platforms are driving is incredibly useful and therefore, extremely popular. However, this only all works if there a steady flow of practitioners who are prepared to step up and share their story and I know this is something that many people find challenging.

My guests this week are Audra Knight, senior manager of employer branding at Foundation Medicine and Katrina Kibben the founder and CEO of Three Ears Media.

Audra and Katrina are both fantastic speakers who have some brilliant advice to share with anyone who either wants to get started or be better at speaking.

In the interview, we discuss:

• Why a talent acquisition professional would want to get involved with speaking

• How to get started

• How to find speaking opportunities

• How to pitch to speak

• Should speakers be paid?

• How to prepare

• Dealing with nerves

• Most common speaking mistakes

• The importance of preparation

Audra and Katrina also talk about the favourite presentations they have given.

Subscribe in Apple Podcasts

 

]]> 2178 no Ep 210: The Case For Flexible Working https://recfuture.libsyn.com/ep-210-the-case-for-flexible-working Thu, 19 Sep 2019 16:18:56 -0000 The Case For Flexible Working full 210 Matt Alder Anna Whitehouse talks to Matt Alder 1654 no Ep 209: Matthew Syed, Rebel Ideas https://recfuture.libsyn.com/ep-209-matthew-syed-rebel-ideas My guest this week is Matthew Syed. Matthew was formerly the British table tennis number one and is now a journalist the best selling author of books such as "Bounce" and "Black Box Thinking". Matthew's new book, "Rebel Ideas" has just been published. In the book, he explores a topic that we've looked at a few times on the show, the importance of diverse thinking in teams and organisations. In the interview, we discuss: • When and why diversity matters and how it contributes to success • Diversity of background, perspective and thinking • Rebel ideas that challenge, cross pollenate, diverge and augment. • An example of the CIA being individually perceptive but collectively blind • The danger of assimilation to the dominant assumptions of a business. Matthew also shares his advice for recruiters and suggest ways we can all have more rebel ideas Subscribe to this podcast in Apple Podcasts Fri, 13 Sep 2019 16:51:09 -0000 Matthew Syed, Rebel Ideas full 209 Matt Alder Matthew Syed talks to Matt Alder My guest this week is Matthew Syed. Matthew was formerly the British table tennis number one and is now a journalist the best selling author of books such as "Bounce" and "Black Box Thinking". Matthew's new book, "Rebel Ideas" has just been published. In the book, he explores a topic that we've looked at a few times on the show, the importance of diverse thinking in teams and organisations. In the interview, we discuss: • When and why diversity matters and how it contributes to success • Diversity of background, perspective and thinking • Rebel ideas that challenge, cross pollenate, diverge and augment. • An example of the CIA being individually perceptive but collectively blind • The danger of assimilation to the dominant assumptions of a business. Matthew also shares his advice for recruiters and suggest ways we can all have more rebel ideas Subscribe to this podcast in Apple Podcasts My guest this week is Matthew Syed. Matthew was formerly the British table tennis number one and is now a journalist the best selling author of books such as "Bounce" and "Black Box Thinking".

Matthew's new book, "Rebel Ideas" has just been published. In the book, he explores a topic that we've looked at a few times on the show, the importance of diverse thinking in teams and organisations.

In the interview, we discuss:

• When and why diversity matters and how it contributes to success

• Diversity of background, perspective and thinking

• Rebel ideas that challenge, cross pollenate, diverge and augment.

• An example of the CIA being individually perceptive but collectively blind

• The danger of assimilation to the dominant assumptions of a business.

Matthew also shares his advice for recruiters and suggest ways we can all have more rebel ideas

Subscribe to this podcast in Apple Podcasts

]]> 1359 no Ep 208: Explaining AI In Recruiting (Part 2) https://recfuture.libsyn.com/ep-208-explaining-ai-in-recruiting-part-2 Following on from my conversation with Megan Butler about the state of the market for AI in recruitment, for the second part of this mini-series explaining AI and Machine learning, we are taking a deep dive into the technology and terminology itself. My guest is Jon Krohn, Chief Data Scientist at recruiting technology company Untapt. Jon is also a lecturer, researcher and author in the field of machine learning, deep learning and natural language processing. This interview goes into a huge amount of detail into the definitions and mechanics of AI (in an understandable way!) as well as exploring current and future applications for recruiting. In the interview, we discuss: • The role of a data scientist • AI and sorting the mail • Building predictive data models • Machine learning versus deep learning and how Siri got clever • Data engineering • Adoption and bias • Current and future applications of AI in recruiting Subscribe to this podcast in Apple Podcasts Fri, 06 Sep 2019 17:06:44 -0000 Explaining AI In Recruiting (Part 2) full Matt Alder Jon Krohn talks to Matt Alder Following on from my conversation with Megan Butler about the state of the market for AI in recruitment, for the second part of this mini-series explaining AI and Machine learning, we are taking a deep dive into the technology and terminology itself. My guest is Jon Krohn, Chief Data Scientist at recruiting technology company Untapt. Jon is also a lecturer, researcher and author in the field of machine learning, deep learning and natural language processing. This interview goes into a huge amount of detail into the definitions and mechanics of AI (in an understandable way!) as well as exploring current and future applications for recruiting. In the interview, we discuss: • The role of a data scientist • AI and sorting the mail • Building predictive data models • Machine learning versus deep learning and how Siri got clever • Data engineering • Adoption and bias • Current and future applications of AI in recruiting Subscribe to this podcast in Apple Podcasts Following on from my conversation with Megan Butler about the state of the market for AI in recruitment, for the second part of this mini-series explaining AI and Machine learning, we are taking a deep dive into the technology and terminology itself.

My guest is Jon Krohn, Chief Data Scientist at recruiting technology company Untapt. Jon is also a lecturer, researcher and author in the field of machine learning, deep learning and natural language processing. This interview goes into a huge amount of detail into the definitions and mechanics of AI (in an understandable way!) as well as exploring current and future applications for recruiting.

In the interview, we discuss:

• The role of a data scientist

• AI and sorting the mail

• Building predictive data models

• Machine learning versus deep learning and how Siri got clever

• Data engineering

• Adoption and bias

• Current and future applications of AI in recruiting


Subscribe to this podcast in Apple Podcasts

]]> 2952 no Ep 207: Explaining AI In Recruiting (Part 1) https://recfuture.libsyn.com/ep-207-explaining-ai-in-recruiting-part-1 The role of AI and machine learning in recruiting technology continues to provoke both debate and confusion. What benefits do these technologies current bring and how much of the current narrative is just marketing spin? What will they make possible in the future, and what are the risks and dangers we need to be aware of right now? To help answer these questions, in the next two episodes of the show I'll be asking two genuine experts in AI for recruiting to share their knowledge. First up is Megan Butler, a research analyst in AI for HR. Megan was part of my live panel back in episode 200, so it is brilliant to have the chance to talk to her in more depth. In the interview, we discuss: • Is AI in recruiting what it is hyped up to be? • How to get the benefits and mitigate the risks • The fine line between analytics and machine learning • Matching and assessment • The importance of process • Bias Megan also shares her thoughts on the future of AI in recruiting and the importance of taking controlled risks. Subscribe to this podcast in Apple Podcasts Sun, 01 Sep 2019 20:04:00 -0000 Explaining AI In Recruiting (Part 1) full 207 Matt Alder Megan Butler talks to Matt Alder The role of AI and machine learning in recruiting technology continues to provoke both debate and confusion. What benefits do these technologies current bring and how much of the current narrative is just marketing spin? What will they make possible in the future, and what are the risks and dangers we need to be aware of right now? To help answer these questions, in the next two episodes of the show I'll be asking two genuine experts in AI for recruiting to share their knowledge. First up is Megan Butler, a research analyst in AI for HR. Megan was part of my live panel back in episode 200, so it is brilliant to have the chance to talk to her in more depth. In the interview, we discuss: • Is AI in recruiting what it is hyped up to be? • How to get the benefits and mitigate the risks • The fine line between analytics and machine learning • Matching and assessment • The importance of process • Bias Megan also shares her thoughts on the future of AI in recruiting and the importance of taking controlled risks. Subscribe to this podcast in Apple Podcasts The role of AI and machine learning in recruiting technology continues to provoke both debate and confusion. What benefits do these technologies current bring and how much of the current narrative is just marketing spin? What will they make possible in the future, and what are the risks and dangers we need to be aware of right now?

To help answer these questions, in the next two episodes of the show I'll be asking two genuine experts in AI for recruiting to share their knowledge.

First up is Megan Butler, a research analyst in AI for HR. Megan was part of my live panel back in episode 200, so it is brilliant to have the chance to talk to her in more depth.

In the interview, we discuss:

• Is AI in recruiting what it is hyped up to be?

• How to get the benefits and mitigate the risks

• The fine line between analytics and machine learning

• Matching and assessment

• The importance of process

• Bias

Megan also shares her thoughts on the future of AI in recruiting and the importance of taking controlled risks.

Subscribe to this podcast in Apple Podcasts

]]> 1241 no Ep 206: EVP, Inclusion & Talent Experience https://recfuture.libsyn.com/ep-206-evp-inclusion-talent-experience One thing that I've noticed recently is the increasing traction behind the concept of talent experience. The reality is that employer brand, candidate experience and employee experience don't exist in silos when you are the employee experiencing them. So what can employers do to ensure the kind of joined-up thinking that creates a seamless talent experience and, at the same time, develops workplaces that prioritise belonging and inclusion? My guest this week is Charu Malhotra, a highly experienced global employer branding leader. In the interview, we discuss: • How employer branding is changing • Why EVPs tend to get overshadowed by other employer branding outputs • Joining up candidate experience, employee experience, employer brand and EVP • Moving culture and values from talk into action • Inclusion, belonging and psychological safety. • The importance of listening and two-way communication • The role of technology Subscribe to this podcast in Apple Podcasts   Tue, 27 Aug 2019 22:09:03 -0000 EVP, Inclusion & Talent Experience full 206 Matt Alder Charu Malhotra talks to Matt Alder One thing that I've noticed recently is the increasing traction behind the concept of talent experience. The reality is that employer brand, candidate experience and employee experience don't exist in silos when you are the employee experiencing them. So what can employers do to ensure the kind of joined-up thinking that creates a seamless talent experience and, at the same time, develops workplaces that prioritise belonging and inclusion? My guest this week is Charu Malhotra, a highly experienced global employer branding leader. In the interview, we discuss: • How employer branding is changing • Why EVPs tend to get overshadowed by other employer branding outputs • Joining up candidate experience, employee experience, employer brand and EVP • Moving culture and values from talk into action • Inclusion, belonging and psychological safety. • The importance of listening and two-way communication • The role of technology Subscribe to this podcast in Apple Podcasts   One thing that I've noticed recently is the increasing traction behind the concept of talent experience. The reality is that employer brand, candidate experience and employee experience don't exist in silos when you are the employee experiencing them.

So what can employers do to ensure the kind of joined-up thinking that creates a seamless talent experience and, at the same time, develops workplaces that prioritise belonging and inclusion?

My guest this week is Charu Malhotra, a highly experienced global employer branding leader.

In the interview, we discuss:

• How employer branding is changing

• Why EVPs tend to get overshadowed by other employer branding outputs

• Joining up candidate experience, employee experience, employer brand and EVP

• Moving culture and values from talk into action

• Inclusion, belonging and psychological safety.

• The importance of listening and two-way communication

• The role of technology

Subscribe to this podcast in Apple Podcasts

 

]]> 1617 no Ep 205: Generation Z https://recfuture.libsyn.com/ep-205-generation-z After about 15 years worth of articles and conference presentations about Millennials I'm sure I'm not alone in finding generational stereotyping a bit annoying. However, research-based insights into changing attitudes to technology, work and careers are incredibly useful. My guest this week is Pranam Lipinski, Co-Founder and CEO of Door Of Clubs. Pranam has spent the last few years conducting research to uncover insights into the mindset of the newest generation in the workforce, Generation Z. In the interview, we discuss: • The validity of generational stereotypes • Smartphones in 4th grade and growing up in the era of fake news • Attitudes to work and careers • Inclusion, Stability and Loyalty • Providing unique employer experiences • Becoming an input focused as an employer • How to market to a generation that avoids commercial attempts on their attention. Pranam also talks about the importance of personalization and shares details of how to get his one-page Generation Z research summary. Subscribe to this podcast in Apple Podcasts   Fri, 23 Aug 2019 11:34:14 -0000 Generation Z full 205 Matt Alder Pranam Lipinski talks to Matt Alder After about 15 years worth of articles and conference presentations about Millennials I'm sure I'm not alone in finding generational stereotyping a bit annoying. However, research-based insights into changing attitudes to technology, work and careers are incredibly useful. My guest this week is Pranam Lipinski, Co-Founder and CEO of Door Of Clubs. Pranam has spent the last few years conducting research to uncover insights into the mindset of the newest generation in the workforce, Generation Z. In the interview, we discuss: • The validity of generational stereotypes • Smartphones in 4th grade and growing up in the era of fake news • Attitudes to work and careers • Inclusion, Stability and Loyalty • Providing unique employer experiences • Becoming an input focused as an employer • How to market to a generation that avoids commercial attempts on their attention. Pranam also talks about the importance of personalization and shares details of how to get his one-page Generation Z research summary. Subscribe to this podcast in Apple Podcasts   After about 15 years worth of articles and conference presentations about Millennials I'm sure I'm not alone in finding generational stereotyping a bit annoying. However, research-based insights into changing attitudes to technology, work and careers are incredibly useful.

My guest this week is Pranam Lipinski, Co-Founder and CEO of Door Of Clubs. Pranam has spent the last few years conducting research to uncover insights into the mindset of the newest generation in the workforce, Generation Z.

In the interview, we discuss:

• The validity of generational stereotypes

• Smartphones in 4th grade and growing up in the era of fake news

• Attitudes to work and careers

• Inclusion, Stability and Loyalty

• Providing unique employer experiences

• Becoming an input focused as an employer

• How to market to a generation that avoids commercial attempts on their attention.

Pranam also talks about the importance of personalization and shares details of how to get his one-page Generation Z research summary.

Subscribe to this podcast in Apple Podcasts

 

]]> 1342 no Ep 204: Recruiting In A Highly Competitive Market https://recfuture.libsyn.com/ep-204-recruiting-in-a-highly-competitive-market Whenever I'm talking to companies about their recruitment challenges, one area that comes up time and time again is recruiting enterprise salespeople, particularly in the tech sector. My guest this week is someone who can give us a hiring manager's perspective from one of the most competitive locations in the world for this type of talent. Angie Jongejan is a Director of Sales for SurveyMonkey in San Mateo, California. It was great to hear her share some insights into SurveyMonkey's approach to recruiting and retention in their highly competitive talent market. In the interview, we discuss: • SurveyMonkey's three main recruiting challenges • The importance of providing a fantastic candidate experience • Ensuring alignment between the recruitment team and hiring managers • Sourcing jams • The role of surveys and acting on feedback Angie also shares her thoughts on what is next for SurveyMonkey. Subscribe to this podcast in Apple Podcasts Wed, 21 Aug 2019 15:48:53 -0000 Recruiting In A Highly Competitive Market full 203 Matt Alder Angie Jongejan talks to Matt Alder Whenever I'm talking to companies about their recruitment challenges, one area that comes up time and time again is recruiting enterprise salespeople, particularly in the tech sector. My guest this week is someone who can give us a hiring manager's perspective from one of the most competitive locations in the world for this type of talent. Angie Jongejan is a Director of Sales for SurveyMonkey in San Mateo, California. It was great to hear her share some insights into SurveyMonkey's approach to recruiting and retention in their highly competitive talent market. In the interview, we discuss: • SurveyMonkey's three main recruiting challenges • The importance of providing a fantastic candidate experience • Ensuring alignment between the recruitment team and hiring managers • Sourcing jams • The role of surveys and acting on feedback Angie also shares her thoughts on what is next for SurveyMonkey. Subscribe to this podcast in Apple Podcasts Whenever I'm talking to companies about their recruitment challenges, one area that comes up time and time again is recruiting enterprise salespeople, particularly in the tech sector.

My guest this week is someone who can give us a hiring manager's perspective from one of the most competitive locations in the world for this type of talent.

Angie Jongejan is a Director of Sales for SurveyMonkey in San Mateo, California. It was great to hear her share some insights into SurveyMonkey's approach to recruiting and retention in their highly competitive talent market.

In the interview, we discuss:

• SurveyMonkey's three main recruiting challenges

• The importance of providing a fantastic candidate experience

• Ensuring alignment between the recruitment team and hiring managers

• Sourcing jams

• The role of surveys and acting on feedback

Angie also shares her thoughts on what is next for SurveyMonkey.

Subscribe to this podcast in Apple Podcasts

]]> 953 no Ep 203: Diversity, Inclusion, Equity & Belonging https://recfuture.libsyn.com/ep-203-diversity-inclusion-equity-belonging Contact - matt@metashift.co.uk Diversity and inclusion are a vital issue for many employers, but as an industry do we genuinely understand what they mean, their implications and the issues that need to be solved? My guest this week is Jackie Glenn, Principal and Founder at Jackie Glenn Diversity Solutions and former Global Chief Diversity Officer at Dell EMC. In the interview, we discuss: • The amazing story of Jackie's career • The challenges of a Chief Diversity Officer • Diversity, Inclusion, Equity and Belonging • Is D&I really as much a priority for employers as it should be? • The importance of auditing and the power of diverse teams • D&I issues in the technology sector. • Letting your audio match your video Jackie also shares her advice for employers and talks about her book "Lift As I Climb: An Immigrant Girl's Journey Through Corporate America." Subscribe to this podcast in Apple Podcasts Fri, 16 Aug 2019 11:31:29 -0000 Diversity, Inclusion, Equity & Belonging full 203 Matt Alder Jackie Glenn talks to Matt Alder Contact - matt@metashift.co.uk Diversity and inclusion are a vital issue for many employers, but as an industry do we genuinely understand what they mean, their implications and the issues that need to be solved? My guest this week is Jackie Glenn, Principal and Founder at Jackie Glenn Diversity Solutions and former Global Chief Diversity Officer at Dell EMC. In the interview, we discuss: • The amazing story of Jackie's career • The challenges of a Chief Diversity Officer • Diversity, Inclusion, Equity and Belonging • Is D&I really as much a priority for employers as it should be? • The importance of auditing and the power of diverse teams • D&I issues in the technology sector. • Letting your audio match your video Jackie also shares her advice for employers and talks about her book "Lift As I Climb: An Immigrant Girl's Journey Through Corporate America." Subscribe to this podcast in Apple Podcasts Contact - matt@metashift.co.uk

Diversity and inclusion are a vital issue for many employers, but as an industry do we genuinely understand what they mean, their implications and the issues that need to be solved?

My guest this week is Jackie Glenn, Principal and Founder at Jackie Glenn Diversity Solutions and former Global Chief Diversity Officer at Dell EMC.

In the interview, we discuss:

• The amazing story of Jackie's career

• The challenges of a Chief Diversity Officer

• Diversity, Inclusion, Equity and Belonging

• Is D&I really as much a priority for employers as it should be?

• The importance of auditing and the power of diverse teams

• D&I issues in the technology sector.

• Letting your audio match your video

Jackie also shares her advice for employers and talks about her book "Lift As I Climb: An Immigrant Girl's Journey Through Corporate America."

Subscribe to this podcast in Apple Podcasts

]]> 1518 no Ep 202: Presence, Influence and Persuasion https://recfuture.libsyn.com/ep-202-presence-influence-and-persuasion Contact: matt@metashift.co.uk One of the biggest things I've learned in my career is the importance of effective influence. Driving change, promoting technology adoption and establishing new ways of working is a challenge whatever employer you are working for. So what can talent acquisition leaders be doing to develop presence and be more influential? My guest this week is an expert in these areas. Harrison Monarth is a New York Times best selling author and leading executive coach with a client list that includes Fortune 500 CEOs, start-up entrepreneurs and Members of Congress. In the interview, we discuss: • Harrison' coaching philosophy • What is "executive presence", why is it so important and how anyone can develop it • The critical importance of perception • Managing emotions in high-stress situations • Feedback • Improving influence and getting buy-in • Harrison also talks about managing the line between confidence and arrogance and the new edition of his book "Executive Presence." Subscribe to this podcast in Apple Podcasts Thu, 08 Aug 2019 17:54:06 -0000 Presence, Influence and Persuasion full 202 Matt Alder Harrison Monarth talks to Matt Alder Contact: matt@metashift.co.uk One of the biggest things I've learned in my career is the importance of effective influence. Driving change, promoting technology adoption and establishing new ways of working is a challenge whatever employer you are working for. So what can talent acquisition leaders be doing to develop presence and be more influential? My guest this week is an expert in these areas. Harrison Monarth is a New York Times best selling author and leading executive coach with a client list that includes Fortune 500 CEOs, start-up entrepreneurs and Members of Congress. In the interview, we discuss: • Harrison' coaching philosophy • What is "executive presence", why is it so important and how anyone can develop it • The critical importance of perception • Managing emotions in high-stress situations • Feedback • Improving influence and getting buy-in • Harrison also talks about managing the line between confidence and arrogance and the new edition of his book "Executive Presence." Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

One of the biggest things I've learned in my career is the importance of effective influence.

Driving change, promoting technology adoption and establishing new ways of working is a challenge whatever employer you are working for. So what can talent acquisition leaders be doing to develop presence and be more influential?

My guest this week is an expert in these areas. Harrison Monarth is a New York Times best selling author and leading executive coach with a client list that includes Fortune 500 CEOs, start-up entrepreneurs and Members of Congress.

In the interview, we discuss:

• Harrison' coaching philosophy

• What is "executive presence", why is it so important and how anyone can develop it

• The critical importance of perception

• Managing emotions in high-stress situations

• Feedback

• Improving influence and getting buy-in

• Harrison also talks about managing the line between confidence and arrogance and the new edition of his book "Executive Presence."


Subscribe to this podcast in Apple Podcasts

]]> 1102 no Ep 201: Accessing New Pools Of Talent https://recfuture.libsyn.com/ep-201-accessing-new-pools-of-talent Contact - matt@metashift.co.uk The relentless march of digital transformation means that many employers are having to find ways of reaching out to new pools of talent to attract different types of people into their businesses. No company is immune from this and even established technology companies are having to rethink their talent acquisition strategies. My guest this week is Andreea Nicolescu Employer Branding and HR Communication Manager and at Temenos. Temenos is a market-leading Fintech business and has developed cutting edge strategies in both talent acquisition and talent management to facilitate digital transformation. In the interview, we discuss: • The recruiting challenges at TemenosAccessing New Pools Of Talent • Attracting digital natives into roles that previously did not exist • Moving from a transactional to a proactive model of talent acquisition • Switching to new technologies to support the talent acquisition strategy • The right candidates not the right number of candidates • Engaging with new talent pools via targeted advertising • Getting ROI by engaging, tracking and optimising • Developing talent via academies and boot camps Andreea also talks about diversity in the workforce and what is next for Temenos. Subscribe to this podcast in Apple Podcasts   Wed, 31 Jul 2019 11:19:03 -0000 Accessing New Pools Of Talent full 201 Matt Alder Andreea Nicolescu talks to Matt Alder Contact - matt@metashift.co.uk The relentless march of digital transformation means that many employers are having to find ways of reaching out to new pools of talent to attract different types of people into their businesses. No company is immune from this and even established technology companies are having to rethink their talent acquisition strategies. My guest this week is Andreea Nicolescu Employer Branding and HR Communication Manager and at Temenos. Temenos is a market-leading Fintech business and has developed cutting edge strategies in both talent acquisition and talent management to facilitate digital transformation. In the interview, we discuss: • The recruiting challenges at TemenosAccessing New Pools Of Talent • Attracting digital natives into roles that previously did not exist • Moving from a transactional to a proactive model of talent acquisition • Switching to new technologies to support the talent acquisition strategy • The right candidates not the right number of candidates • Engaging with new talent pools via targeted advertising • Getting ROI by engaging, tracking and optimising • Developing talent via academies and boot camps Andreea also talks about diversity in the workforce and what is next for Temenos. Subscribe to this podcast in Apple Podcasts   Contact - matt@metashift.co.uk

The relentless march of digital transformation means that many employers are having to find ways of reaching out to new pools of talent to attract different types of people into their businesses. No company is immune from this and even established technology companies are having to rethink their talent acquisition strategies.

My guest this week is Andreea Nicolescu Employer Branding and HR Communication Manager and at Temenos. Temenos is a market-leading Fintech business and has developed cutting edge strategies in both talent acquisition and talent management to facilitate digital transformation.

In the interview, we discuss:

• The recruiting challenges at TemenosAccessing New Pools Of Talent

• Attracting digital natives into roles that previously did not exist

• Moving from a transactional to a proactive model of talent acquisition

• Switching to new technologies to support the talent acquisition strategy

• The right candidates not the right number of candidates

• Engaging with new talent pools via targeted advertising

• Getting ROI by engaging, tracking and optimising

• Developing talent via academies and boot camps

Andreea also talks about diversity in the workforce and what is next for Temenos.

Subscribe to this podcast in Apple Podcasts

 

]]> 1313 no Ep 200: Recruiting Automation Live At Recfest https://recfuture.libsyn.com/ep-200-recruiting-automation-live-at-recfest Contact: matt@metashift.co.uk When I first started this show as a fun side project, I had no real expectations of getting much of an audience. I could never have anticipated that four years and three-quarters of a million listens later I'd be publishing my 200th episode. I want to take this opportunity to say a huge thank you to everyone who has supported me and the show. My superb guests, my fabulous sponsors and most of all, everyone who has listened, subscribed, recommended, shared and given me feedback. The story doesn't end here, I've got some big plans for the future and as some fantastic guests lined up for the coming months. What better way to celebrate 200 episodes than with a live recording of the show. A few weeks back, I was on stage at the excellent RecFest event in London, and we recorded a live panel discussion on Recruiting Automation. My guests were: • Megan Butler from CognitionX • Ben Gledhill from Yodel • Andrew Soane from Accenture The discussion was wide-ranging with lots of insights and experiences shared Thanks to SurveyMonkey for supporting this episode, I highly recommend signing up for their online Curiosity Conference, more details here Subscribe to this podcast in Apple Podcasts Fri, 26 Jul 2019 07:47:43 -0000 Recruiting Automation Live At RecFest full 200 Matt Alder Andrew Soane, Megan Butler and Ben Gledhill talk to Matt Alder Contact: matt@metashift.co.uk When I first started this show as a fun side project, I had no real expectations of getting much of an audience. I could never have anticipated that four years and three-quarters of a million listens later I'd be publishing my 200th episode. I want to take this opportunity to say a huge thank you to everyone who has supported me and the show. My superb guests, my fabulous sponsors and most of all, everyone who has listened, subscribed, recommended, shared and given me feedback. The story doesn't end here, I've got some big plans for the future and as some fantastic guests lined up for the coming months. What better way to celebrate 200 episodes than with a live recording of the show. A few weeks back, I was on stage at the excellent RecFest event in London, and we recorded a live panel discussion on Recruiting Automation. My guests were: • Megan Butler from CognitionX • Ben Gledhill from Yodel • Andrew Soane from Accenture The discussion was wide-ranging with lots of insights and experiences shared Thanks to SurveyMonkey for supporting this episode, I highly recommend signing up for their online Curiosity Conference, more details here Subscribe to this podcast in Apple Podcasts Contact: matt@metashift.co.uk

When I first started this show as a fun side project, I had no real expectations of getting much of an audience. I could never have anticipated that four years and three-quarters of a million listens later I'd be publishing my 200th episode.

I want to take this opportunity to say a huge thank you to everyone who has supported me and the show. My superb guests, my fabulous sponsors and most of all, everyone who has listened, subscribed, recommended, shared and given me feedback. The story doesn't end here, I've got some big plans for the future and as some fantastic guests lined up for the coming months.

What better way to celebrate 200 episodes than with a live recording of the show. A few weeks back, I was on stage at the excellent RecFest event in London, and we recorded a live panel discussion on Recruiting Automation.

My guests were:

• Megan Butler from CognitionX

• Ben Gledhill from Yodel

• Andrew Soane from Accenture

The discussion was wide-ranging with lots of insights and experiences shared

Thanks to SurveyMonkey for supporting this episode, I highly recommend signing up for their online Curiosity Conference, more details here

Subscribe to this podcast in Apple Podcasts

]]> 1407 no Ep 199: Competitive Advantage via Candidate Experience https://recfuture.libsyn.com/ep-199-competitive-advantage-via-candidate-experience Candidate experience is a topic we've covered time and time again on this podcast, mainly by looking at employers who are innovating in this area. It is clear though that delivering even an acceptable level of candidate experience is still problematic for most companies. So what is the current state of the candidate experience and what can employers be doing to get a competitive advantage? My guests this week are Martin Dangerfield and Neil Harrison, both of whom are well known consultants in talent acquisition. They have recently collaborated on a piece of research that collected candidate experience insights from a variety of employers In the interview we discuss: • The importance of candidate experience in the current labour market • Where does candidate experience start and end • Who owns the candidate experience • Key moments of truth • The increasing importance of review sites • The relationship between talent acquisition and hiring managers • Data, measurement and the importance of optimisation • Getting competitive advantage. You can find the full report here. Subscribe to this podcast in Apple Podcasts Tue, 23 Jul 2019 16:57:25 -0000 Competitive Advantage Via Candidate Experience full 199 Matt Alder Martin Dangerfield and Neil Harrison talk to Matt Alder Candidate experience is a topic we've covered time and time again on this podcast, mainly by looking at employers who are innovating in this area. It is clear though that delivering even an acceptable level of candidate experience is still problematic for most companies. So what is the current state of the candidate experience and what can employers be doing to get a competitive advantage? My guests this week are Martin Dangerfield and Neil Harrison, both of whom are well known consultants in talent acquisition. They have recently collaborated on a piece of research that collected candidate experience insights from a variety of employers In the interview we discuss: • The importance of candidate experience in the current labour market • Where does candidate experience start and end • Who owns the candidate experience • Key moments of truth • The increasing importance of review sites • The relationship between talent acquisition and hiring managers • Data, measurement and the importance of optimisation • Getting competitive advantage. You can find the full report here. Subscribe to this podcast in Apple Podcasts Candidate experience is a topic we've covered time and time again on this podcast, mainly by looking at employers who are innovating in this area. It is clear though that delivering even an acceptable level of candidate experience is still problematic for most companies. So what is the current state of the candidate experience and what can employers be doing to get a competitive advantage?

My guests this week are Martin Dangerfield and Neil Harrison, both of whom are well known consultants in talent acquisition. They have recently collaborated on a piece of research that collected candidate experience insights from a variety of employers

In the interview we discuss:

• The importance of candidate experience in the current labour market

• Where does candidate experience start and end

• Who owns the candidate experience

• Key moments of truth

• The increasing importance of review sites

• The relationship between talent acquisition and hiring managers

• Data, measurement and the importance of optimisation

• Getting competitive advantage.

You can find the full report here.

Subscribe to this podcast in Apple Podcasts

]]> 1290 no Ep 198: Building Recruiter Capability https://recfuture.libsyn.com/ep-198-building-recruiter-capability Contact - matt@metashift.co.uk With talent acquisition continuously changing and evolving, making sure your recruiters have the right skills is critical for employer hiring success. But what are the skills needed, what should recruiters be doing develop them, and how should their employers be supporting this process? My guest this week is Rachel Dalboth Strategy and Capability Director for the Forum For In House Recruitment Managers, otherwise known as The Firm. The Firm is a collaborative support community for in house recruiters and has recently done several very interesting research projects around recruiter capability. In the interview we discuss: • The FIRM and its work • The definition of recruiter capability • The critical skills in house recruiters need in 2019 and how they currently measure up against them. • When confidence is overconfidence • Typical areas for development • How the growth of technology is changing the type of skills which are needed Rachel also shares what she is seeing the best employers doing to build capability and gives more details on how companies can get involved with The Firm. Subscribe to this podcast in Apple Podcasts Wed, 17 Jul 2019 16:01:00 -0000 Building Recruiter Capability full 198 Matt Alder Rachel Dalboth talks to Matt Alder Contact - matt@metashift.co.uk With talent acquisition continuously changing and evolving, making sure your recruiters have the right skills is critical for employer hiring success. But what are the skills needed, what should recruiters be doing develop them, and how should their employers be supporting this process? My guest this week is Rachel Dalboth Strategy and Capability Director for the Forum For In House Recruitment Managers, otherwise known as The Firm. The Firm is a collaborative support community for in house recruiters and has recently done several very interesting research projects around recruiter capability. In the interview we discuss: • The FIRM and its work • The definition of recruiter capability • The critical skills in house recruiters need in 2019 and how they currently measure up against them. • When confidence is overconfidence • Typical areas for development • How the growth of technology is changing the type of skills which are needed Rachel also shares what she is seeing the best employers doing to build capability and gives more details on how companies can get involved with The Firm. Subscribe to this podcast in Apple Podcasts Contact - matt@metashift.co.uk

With talent acquisition continuously changing and evolving, making sure your recruiters have the right skills is critical for employer hiring success. But what are the skills needed, what should recruiters be doing develop them, and how should their employers be supporting this process?

My guest this week is Rachel Dalboth Strategy and Capability Director for the Forum For In House Recruitment Managers, otherwise known as The Firm. The Firm is a collaborative support community for in house recruiters and has recently done several very interesting research projects around recruiter capability.

In the interview we discuss:

• The FIRM and its work

• The definition of recruiter capability

• The critical skills in house recruiters need in 2019 and how they currently measure up against them.

• When confidence is overconfidence

• Typical areas for development

• How the growth of technology is changing the type of skills which are needed

Rachel also shares what she is seeing the best employers doing to build capability and gives more details on how companies can get involved with The Firm.

Subscribe to this podcast in Apple Podcasts

]]> 1149 no Ep 197: How To Buy Technology https://recfuture.libsyn.com/ep-197-how-to-buy-technology In this episode, Matt Alder speaks to Matt Burns from The Global HR Collective about technology strategy in HR and Talent Acquisition Tue, 16 Jul 2019 17:34:39 -0000 How To Buy Technology full 197 Matt Alder Matt Burns talks to Matt Alder In this episode, Matt Alder speaks to Matt Burns from The Global HR Collective about technology strategy in HR and Talent Acquisition 1780 no Ep 196: Addressing Gender Imbalance In Tech https://recfuture.libsyn.com/ep-196-addressing-gender-imbalance-in-tech In this episode, Matt Alder talks to Sinead Bunting about The Tech Talent Charter and the initiatives to improve the gender balance in the tech workforce Tue, 09 Jul 2019 14:48:27 -0000 Addressing Gender Imbalance In Tech full 196 Matt Alder Sinead Bunting talks to Matt Alder In this episode, Matt Alder talks to Sinead Bunting about The Tech Talent Charter and the initiatives to improve the gender balance in the tech workforce 1708 no Ep 195: Supercharged Referral Hiring https://recfuture.libsyn.com/ep-195-supercharged-referral-hiring In this episode, Matt Alder talks to Dakota Younger, Founder and CEO Boon about what employers should be doing to supercharge referral hiring Thu, 04 Jul 2019 15:08:52 -0000 Supercharged Referral Hiring full 195 Matt Alder Dakota Younger talks to Matt Alder In this episode, Matt Alder talks to Dakota Younger, Founder and CEO Boon about what employers should be doing to supercharge referral hiring 1441 no Ep 194: Recruiting Automation In Action https://recfuture.libsyn.com/ep-194-recruiting-automation-in-action In this episode, Matt Alder talks to Brandon Batt, Director Of People Operations at Four Foods Group about recruiting automation and the line between humans and technology Mon, 24 Jun 2019 20:03:44 -0000 Recruiting Automation In Action full 194 Matt Alder Brandon Batt talks to Matt Alder In this episode, Matt Alder talks to Brandon Batt, Director Of People Operations at Four Foods Group about recruiting automation and the line between humans and technology 1168 no Ep 193: The Chad And Cheese Crossover https://recfuture.libsyn.com/ep-193-the-chad-and-cheese-crossover In this episode The Recruiting Future Podcast and The Chad & Cheese show collide to talk recruiting technology adoption and the future of the industry Thu, 20 Jun 2019 06:48:41 -0000 The Chad And Cheese Crossover full Matt Alder The Recruiting Future Podcast and Chad & Cheese show collide In this episode The Recruiting Future Podcast and The Chad & Cheese show collide to talk recruiting technology adoption and the future of the industry 2142 no Ep 192: Focusing On Employee Experience https://recfuture.libsyn.com/ep-192-focusing-on-employee-experience In this episode, Matt Alder talks to Tonille Miller, Global VP of Culture and People Engagement at Startek, about the importance of employee experience Tue, 18 Jun 2019 17:08:27 -0000 Focusing On Employee Experience full 192 Matt Alder Tonille Miller talks to Matt Alder In this episode, Matt Alder talks to Tonille Miller, Global VP of Culture and People Engagement at Startek, about the importance of employee experience 1209 no Ep 191: The Potential Of Virtual Reality https://recfuture.libsyn.com/ep-191-the-potential-of-virtual-reality Matt Alder talks to Bruce Ballantine from Articise about the current state of virtual reality and its potential in talent acquisition Thu, 13 Jun 2019 15:16:43 -0000 The Potential Of Virtual Reality full 191 Matt Alder Bruce Ballantine talks to Matt Alder Matt Alder talks to Bruce Ballantine from Articise about the current state of virtual reality and its potential in talent acquisition 1495 no Ep 190: Building A Disruption Mindset https://recfuture.libsyn.com/ep-190-building-a-disruption-mindset In this episode, Matt Alder talks to author and analyst Charlene Li about the talent strategies and thinking required for digital transformation. Fri, 31 May 2019 16:17:47 -0000 Building A Disruption Mindset full 190 Matt Alder Charlene Li talks to Matt Alder In this episode, Matt Alder talks to author and analyst Charlene Li about the talent strategies and thinking required for digital transformation. 1352 no Ep 189: Responding To A Changing Talent Market https://recfuture.libsyn.com/ep-189-responding-to-a-changing-talent-market In this episode, Matt Alder talks to Allyn Bailey, talent acquisition transformation manager at Intel, about the end of transactional recruiting Wed, 29 May 2019 22:11:45 -0000 Responding To A Changing Talent Market full 189 Matt Alder Allyn Bailey talks to Matt Alder In this episode, Matt Alder talks to Allyn Bailey, talent acquisition transformation manager at Intel, about the end of transactional recruiting 1561 no Ep 188: The Future Of Recruiters https://recfuture.libsyn.com/ep-188-the-future-of-recruiters In this episode, Matt Alder talks to Jim Stroud, VP Product Evangelist at ClickIQ about the future of recruiters Thu, 23 May 2019 17:17:19 -0000 The Future Of Recruiters full 188 Matt Alder Jim Stroud talks to Matt Alder In this episode, Matt Alder talks to Jim Stroud, VP Product Evangelist at ClickIQ about the future of recruiters 1675 no Ep 187: Talking Technology https://recfuture.libsyn.com/ep-187-talking-technology In this episode, Matt Alder talks to number of the speakers (including a robot) at TA Tech in Lisbon about current issues in recruiting technology Fri, 17 May 2019 09:37:44 -0000 Talking Technology full 187 Matt Alder Matt Alder talks to six of the speakers at TA Tech Europe In this episode, Matt Alder talks to number of the speakers (including a robot) at TA Tech in Lisbon about current issues in recruiting technology 1716 no Ep 186: Data Driven Candidate Experience https://recfuture.libsyn.com/ep-186-data-driven-candidate-experience In this episode, Matt Alder talks to Hayke Tjemmes from Wehkamp about building data models to measure and improve the candidate experience Wed, 15 May 2019 19:27:10 -0000 Data Driven Candidate Experience full 186 Matt Alder Hayke Tjemmes talks to Matt Alder In this episode, Matt Alder talks to Hayke Tjemmes from Wehkamp about building data models to measure and improve the candidate experience 1331 no Ep 185: Talent Attraction and Talent Branding https://recfuture.libsyn.com/ep-185-talent-attraction-and-talent-branding In this episode, Matt Alder talks to Bryan Chaney, Global Director of Employer Branding at Indeed, about Talent Branding and Talent Attraction Sat, 11 May 2019 22:35:49 -0000 Talent Attraction and Talent Branding full 185 Matt Alder Bryan Chaney talks to Matt Alder In this episode, Matt Alder talks to Bryan Chaney, Global Director of Employer Branding at Indeed, about Talent Branding and Talent Attraction 1546 no Ep 184: Strategic Recruiting https://recfuture.libsyn.com/ep-184-strategic-recruiting In this episode, Matt Alder talks to Mark Deubel, Global Technical Recruiter at Elastic Search about strategic recruiting Tue, 07 May 2019 21:25:21 -0000 Strategic Recruiting full 184 Matt Alder Mark Deubel talks to Matt Alder In this episode, Matt Alder talks to Mark Deubel, Global Technical Recruiter at Elastic Search about strategic recruiting 1555 no Ep 183: Rebel Talent https://recfuture.libsyn.com/ep-183-rebel-talent In this episode, Matt Alder talks to Harvard Business School Professor Francesca Gino about her book Rebel Talent Tue, 30 Apr 2019 14:53:55 -0000 Rebel Talent full 183 Matt Alder Francesca Gino talks to Matt Alder In this episode, Matt Alder talks to Harvard Business School Professor Francesca Gino about her book Rebel Talent 1139 no Ep 182: The Future Is Already Here https://recfuture.libsyn.com/ep-182-the-future-is-already-here In this episode, Matt Alder talks to Peter Weddle, CEO of TA Tech, about the future of work and its implications for talent acquisition. Sat, 27 Apr 2019 22:26:33 -0000 The Future Is Already Here full 182 Matt Alder Peter Weddle talks to Matt Alder In this episode, Matt Alder talks to Peter Weddle, CEO of TA Tech, about the future of work and its implications for talent acquisition. 1375 no Ep 181: How To Be Great At Onboarding https://recfuture.libsyn.com/ep-181-how-to-be-great-at-onboarding In this episode, Matt Alder talks to Daniel Chait, CEO at Greenhouse Software about what makes great onboarding Wed, 24 Apr 2019 18:22:46 -0000 How To Be Great At Onboarding full 181 Matt Alder Daniel Chait talks to Matt Alder In this episode, Matt Alder talks to Daniel Chait, CEO at Greenhouse Software about what makes great onboarding 1362 no Ep 180: Remote First https://recfuture.libsyn.com/ep-180-remote-first In this episode, Matt Alder talks to Wiktor Schmidt, CEO of Netguru about implementing a "remote first" culture. Sat, 20 Apr 2019 22:11:40 -0000 Remote First full 180 Matt Alder Wiktor Schmidt talks to Matt Alder In this episode, Matt Alder talks to Wiktor Schmidt, CEO of Netguru about implementing a "remote first" culture. 1093 no Ep 179: Digital Talent At Bayer And Allianz https://recfuture.libsyn.com/ep-179-digital-talent-at-bayer-and-allianz In this episode, Matt Alder talks digital talent acquisition and retention with Sebastian Kolberg from Bayer and Angelika Inglsperger from Allianz Fri, 12 Apr 2019 12:27:12 -0000 Digital Talent At Bayer And Allianz full 178 Matt Alder Sebastian Kolberg from Bayer and Angelika Inglsperger from Allianz talk to Matt Alder In this episode, Matt Alder talks digital talent acquisition and retention with Sebastian Kolberg from Bayer and Angelika Inglsperger from Allianz 1037 no Ep 178: Recruiting Automation Fact or Fiction? https://recfuture.libsyn.com/ep-178-recruiting-automation-fact-or-fiction In this episode, Matt Alder and John Wallace investigate recruiting automation. Featuring interviews with Ben Gledhill, Head of Resourcing at Yodel, and talent futurist Kevin Wheeler. Fri, 05 Apr 2019 12:38:25 -0000 Recruiting Automation Fact or Fiction? full 178 Matt Alder John Wallace, Ben Gledhill and Kevin Wheeler talk to Matt Alder In this episode, Matt Alder and John Wallace investigate recruiting automation. Featuring interviews with Ben Gledhill, Head of Resourcing at Yodel, and talent futurist Kevin Wheeler. 2623 no Ep 177: Culture, Community and Technology https://recfuture.libsyn.com/ep-177-culture-community-and-technology In this episode, Matt Alder talks to Damon Klotz from Culture Amp about the space where culture, technology and analytics collide Fri, 29 Mar 2019 17:47:42 -0000 Culture , Community and Technology full 177 Matt Alder Damon Klotz talks to Matt Alder In this episode, Matt Alder talks to Damon Klotz from Culture Amp about the space where culture, technology and analytics collide 1395 no Ep 176: Evidence Based Recruiting https://recfuture.libsyn.com/ep-176-evidence-based-recruiting In this episode, Matt Alder talks to Theo Smith, recruitment manager at NICE about the importance of evidence based recruitment marketing Wed, 27 Mar 2019 12:25:34 -0000 Evidence Based Recruiting full 176 Matt Alder Theo Smith talks to Matt Alder In this episode, Matt Alder talks to Theo Smith, recruitment manager at NICE about the importance of evidence based recruitment marketing 1430 no Ep 175: The Structure Of Digital Transformation https://recfuture.libsyn.com/ep-175-the-structure-of-digital-transformation In this episode, Matt Alder talks to Dorothee El Khoury from the Hackett Group about changes HR and Recruiting need to make to drive digital transformation Mon, 18 Mar 2019 13:16:05 -0000 The Structure Of Digital Transformation full 175 Matt Alder Dorothee El Khoury talks to Matt Alder In this episode, Matt Alder talks to Dorothee El Khoury from the Hackett Group about changes HR and Recruiting need to make to drive digital transformation 1650 no Ep 174: Acquiring Digital Talent https://recfuture.libsyn.com/ep-174-acquiring-digital-talent In this episode, Matt Alder talks to Jordon Meyer from Granular about the techniques they use to attract senior digital talent to their business Thu, 14 Mar 2019 16:41:08 -0000 Acquiring Digital Talent full 174 Matt Alder Jordon Meyer talks to Matt Alder In this episode, Matt Alder talks to Jordon Meyer from Granular about the techniques they use to attract senior digital talent to their business 1466 no Ep 173: Just In Time Recruiting https://recfuture.libsyn.com/ep-173-just-in-time-recruiting In this episode, Matt Alder talks to Craig Brown from Just In Time Recruiting about Lean Recruiting methodologies. Sun, 10 Mar 2019 22:03:24 -0000 Just In Time Recruiting full 173 Matt Alder Craig Brown talks to Matt Alder In this episode, Matt Alder talks to Craig Brown from Just In Time Recruiting about Lean Recruiting methodologies. 1085 no Ep 172: Talent For Digital Transformation https://recfuture.libsyn.com/ep-172-talent-for-digital-transformation In this episode, Matt Alder talks to Tom Goodwin about Digital Darwinism and talent for digital transformation. Wed, 06 Mar 2019 19:40:04 -0000 Talent For Digital Transformation full 172 Matt Alder Tom Goodwin talks to Matt Alder In this episode, Matt Alder talks to Tom Goodwin about Digital Darwinism and talent for digital transformation. 1537 no Ep 171: The Evolution Of Employer Branding https://recfuture.libsyn.com/ep-171-the-evolution-of-employer-branding In this week's episode Matt Alder talks to Neil Harrison about the evolution of employer branding Fri, 01 Mar 2019 16:55:27 -0000 The Evolution Of Employer Branding full 171 Matt Alder Neil Harrison talks to Matt Alder In this week's episode Matt Alder talks to Neil Harrison about the evolution of employer branding 2024 no Ep 170: Using Employee Feedback For Recruiting And Retention https://recfuture.libsyn.com/ep-170-using-employee-feedback-for-recruiting-and-retention In this episode, Matt Alder talks to Whitney Boyer, VP of Marketing at Celadon Trucking, about the power of using employee feedback to shape recruiting and retention strategies Tue, 26 Feb 2019 23:07:43 -0000 Using Employee Feedback For Recruiting And Retention full 170 Matt Alder Whitney Boyer talks to Matt Alder In this episode, Matt Alder talks to Whitney Boyer, VP of Marketing at Celadon Trucking, about the power of using employee feedback to shape recruiting and retention strategies 1045 no Ep 169: Reinventing Job Advertising https://recfuture.libsyn.com/ep-169-reinventing-job-advertising In this episode Matt Alder talks to Richard Collins from ClickIQ about how technology and new players are changing the face of job advertising Fri, 22 Feb 2019 23:05:08 -0000 Ep 169: Reinventing Job Advertising full 169 Matt Alder Richard Collins talks to Matt Alder In this episode Matt Alder talks to Richard Collins from ClickIQ about how technology and new players are changing the face of job advertising 1641 no Ep 168: Bruce Daisley And The Joy Of Work https://recfuture.libsyn.com/ep-168-bruce-daisley-and-the-joy-of-work In this episode, Matt Alder talks to Bruce Daisley VP EMEA at Twitter, host of the Eat Sleep Work Repeat Podcast and author of the best selling book The Joy Of Work Tue, 19 Feb 2019 08:58:23 -0000 Bruce Daisley And The Joy Of Work full 168 Matt Alder Bruce Daisley talks to Matt Alder In this episode, Matt Alder talks to Bruce Daisley VP EMEA at Twitter, host of the Eat Sleep Work Repeat Podcast and author of the best selling book The Joy Of Work 1323 no Ep 167: LinkedIn's Global Talent Trends https://recfuture.libsyn.com/ep-167-linkedins-global-talent-trends In this episode, Matt Alder talks to Mark Lobosco, VP Talent Solutions at LinkedIn about LinkedIn's Global Talent Trends Report Thu, 14 Feb 2019 11:44:09 -0000 LinkedIn's Global Talent Trends full 167 Matt Alder Mark Lobosco talks to Matt Alder In this episode, Matt Alder talks to Mark Lobosco, VP Talent Solutions at LinkedIn about LinkedIn's Global Talent Trends Report 1079 no Ep 166: The Power Of Employee Advocacy https://recfuture.libsyn.com/ep-166-the-power-of-employee-advocacy In this episode, Matt Alder talks to Andrew Seel, CEO of Qubist about the power of employee advocacy for talent acquisition and employer branding Wed, 06 Feb 2019 22:51:22 -0000 The Power Of Employee Advocacy full 166 Matt Alder Andrew Seel talks to Matt Alder In this episode, Matt Alder talks to Andrew Seel, CEO of Qubist about the power of employee advocacy for talent acquisition and employer branding 1341 no Ep 165: The Power Of Storytelling https://recfuture.libsyn.com/ep-165-the-power-of-storytelling Matt Alder talks to Matt Johnson of The Impossible Company about the power of storytelling for talent acquisition Thu, 24 Jan 2019 00:30:56 -0000 The Power Of Storytelling full 165 Matt Alder Matt Johnson talks to Matt Alder Matt Alder talks to Matt Johnson of The Impossible Company about the power of storytelling for talent acquisition 1758 no Ep 164: Algorithmic Bias In Hiring https://recfuture.libsyn.com/ep-164-algorithmic-bias-in-hiring In this episode, Matt Alder talks to Miranda Bogen from Upturn about algorithmic bias in the hiring process Wed, 16 Jan 2019 21:57:27 -0000 Algorithmic Bias In Hiring full 164 Matt Alder Miranda Bogen talks to Matt Alder In this episode, Matt Alder talks to Miranda Bogen from Upturn about algorithmic bias in the hiring process 1508 no Ep 163: Success With Google For Jobs https://recfuture.libsyn.com/ep-163-success-with-google-for-jobs In this episode, Matt Alder talks to Venkat Janapareddy from Jobiak about how employers can increase their success from Google For Jobs Fri, 21 Dec 2018 12:11:15 -0000 Success With Google For Jobs full 163 Matt Alder Venkat Janapareddy talks to Matt Alder In this episode, Matt Alder talks to Venkat Janapareddy from Jobiak about how employers can increase their success from Google For Jobs 1214 no Ep 162: Talent Insights From LinkedIn https://recfuture.libsyn.com/ep-162-talent-insights-from-linkedin In this episode, Matt Alder talks to Eric Owski from LinkedIn about the power of using data strategically in talent acquisition Fri, 14 Dec 2018 15:51:37 -0000 Talent Insights From LinkedIn full 162 Matt Alder Eric Owski talks to Matt Alder In this episode, Matt Alder talks to Eric Owski from LinkedIn about the power of using data strategically in talent acquisition 1234 no Ep 161: Change Management & Adoption https://recfuture.libsyn.com/ep-161-change-management-adoption In this episode, Matt Alder talks to Lauren Addy, Director of National Recruiting at Colonial Life about the challenges of implementing a new ATS Thu, 06 Dec 2018 23:42:55 -0000 Change Management & Adoption full 161 Matt Alder Lauren Addy talks to Matt Alder In this episode, Matt Alder talks to Lauren Addy, Director of National Recruiting at Colonial Life about the challenges of implementing a new ATS 1961 no Ep 160: Should We Only Work Four Days A Week? https://recfuture.libsyn.com/ep-160-should-we-only-work-four-days-a-week In this episode, Matt Alder talks to Joyce Maroney from The Kronos Workforce Institute, about productivity, employee burn out and four day weeks Tue, 04 Dec 2018 23:37:08 -0000 Should We Only Work Four Days A Week? full 160 Matt Alder Joyce Maroney talks to Matt Alder In this episode, Matt Alder talks to Joyce Maroney from The Kronos Workforce Institute, about productivity, employee burn out and four day weeks 1680 no Ep 159: Help My Boss Is A Robot! https://recfuture.libsyn.com/ep-159-help-my-boss-is-a-robot In this episode, Matt Alder talks to futurist Steve Wells about the future for jobs, skills and technology. Fri, 30 Nov 2018 18:04:36 -0000 Help My Boss Is A Robot! full 159 Matt Alder Steve Wells talks to Matt Alder In this episode, Matt Alder talks to futurist Steve Wells about the future for jobs, skills and technology. 1922 no Ep 158: The Impact Of Employer Branding https://recfuture.libsyn.com/ep-158-the-impact-of-employer-branding In this episode Matt Alder talks to Toni Thompson, VP People & Talent at The Muse, about the impact of Employer Branding and its relationship to Employee Experience Fri, 23 Nov 2018 11:38:34 -0000 The Impact Of Employer Branding full 158 Matt Alder Matt Alder talks to Toni Thompson In this episode Matt Alder talks to Toni Thompson, VP People & Talent at The Muse, about the impact of Employer Branding and its relationship to Employee Experience 1314 no Ep 157: Untapped Talent Pools https://recfuture.libsyn.com/ep-157-untapped-talent-pools In this episode, Matt Alder talks to Dominie Moss, founder of The Return Hub, about tapping into talent pools of people looking to return to the workforce Fri, 16 Nov 2018 16:24:38 -0000 Untapped Talent Pools full 157 Matt Alder Dominie Moss talks to Matt Alder In this episode, Matt Alder talks to Dominie Moss, founder of The Return Hub, about tapping into talent pools of people looking to return to the workforce 1287 no Ep 156: The Power Of Employee Feedback https://recfuture.libsyn.com/ep-156-the-power-of-employee-feedback In this episode, Matt Alder talks to Becky Cantieri, Chief People Officer and SurveyMonkey, about building a culture based on employee feedback Fri, 09 Nov 2018 10:26:14 -0000 The Power Of Employee Feedback full 156 Matt Alder Becky Cantieri talks to Matt Alder In this episode, Matt Alder talks to Becky Cantieri, Chief People Officer and SurveyMonkey, about building a culture based on employee feedback 1250 no Ep 155: Is Employer Branding Fit For Purpose? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_155_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to David Thompson, founder of People Brand about the current state of Employer Branding Fri, 02 Nov 2018 13:55:17 -0000 Is Employer Branding Fit For Purpose? full 155 Matt Alder David Thompson talks to Matt Alder In this episode, Matt Alder talks to David Thompson, founder of People Brand about the current state of Employer Branding 1389 no Ep 154: How Google Engages Student Talent https://recfuture.libsyn.com/ep-154-how-google-engages-student-talent In this episode, Matt Alder talks to Suhail AH and Valley Mein about long-term student talent engagement and development at Google Tue, 30 Oct 2018 21:21:05 -0000 How Google Engages Student Talent full 154 Matt Alder Suhail AH and Valley Mein talk to Matt Alder In this episode, Matt Alder talks to Suhail AH and Valley Mein about long-term student talent engagement and development at Google 1112 no Ep 153: Measuring Hiring Success https://recfuture.libsyn.com/ep-153-measuring-hiring-success In this episode Matt Alder talks to Sarah Wilson, Head of People at SmartRecruiters about using hiring success metrics to improve recruiting performance Sat, 20 Oct 2018 00:16:52 -0000 Measuring Hiring Success full 153 Matt Alder Sarah Wilson talks to Matt Alder In this episode Matt Alder talks to Sarah Wilson, Head of People at SmartRecruiters about using hiring success metrics to improve recruiting performance 1097 no Ep 152: Global Human Capital Trends https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_152-_Recruiting_Future_Podcast.mp3 In this week's episode, Matt Alder talks to Michel Gretcko about The Deloitte 2018 Global Human Capital Trends Report and the rise of The Social Enterprise Sun, 14 Oct 2018 20:53:00 -0000 Ep 152: Global Human Capital Trends full 152 Matt Alder Michael Gretckzo talks to Matt Alder In this week's episode, Matt Alder talks to Michel Gretcko about The Deloitte 2018 Global Human Capital Trends Report and the rise of The Social Enterprise 1015 no Ep 151: Values Based Hiring https://recfuture.libsyn.com/ep-151-values-based-hiring In this episode Matt Alder speaks to Nathalie McGrath, VP of People At Coinbase, about values based hiring Fri, 12 Oct 2018 13:52:34 -0000 Values Based Hiring full 151 Matt Alder Nathalie McGrath talks to Matt Alder In this episode Matt Alder speaks to Nathalie McGrath, VP of People At Coinbase, about values based hiring 1435 no Ep 150: Are We Good Enough? https://recfuture.libsyn.com/ep-150-are-we-good-enough In the 150th episode of the podcast Matt Alder and John Wallace explore the topic of Recruiting Capability. Featuring interviews with Simon Rutter, Fiona Alder and Craig Donaldson Sat, 06 Oct 2018 09:39:07 -0000 Are We Good Enough? full 150 Matt Alder A study in recruiting capability In the 150th episode of the podcast Matt Alder and John Wallace explore the topic of Recruiting Capability. Featuring interviews with Simon Rutter, Fiona Alder and Craig Donaldson 3080 no Ep 149: Real Data On The Future Of Work https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_149-_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to Richard Bradley about Kelly Services' new research into job seeker attitudes to the future of work Wed, 03 Oct 2018 16:32:16 -0000 Real Data On The Future Of Work full 149 Matt Alder Richard Bradley talks to Matt Alder In this episode, Matt Alder talks to Richard Bradley about Kelly Services' new research into job seeker attitudes to the future of work 1221 no Ep 148: The Market For Digital Skills https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_148_Recruiting_Future_Podcast.mp3 In this episode Matt Alder and Brian Hickey, European MD of Udacity, discuss the digital skills companies need to succeed in the era of digital transformation Fri, 28 Sep 2018 14:35:49 -0000 The Market For Digital Skills full 148 Matt Alder Brian Hickey talks to Matt Alder In this episode Matt Alder and Brian Hickey, European MD of Udacity, discuss the digital skills companies need to succeed in the era of digital transformation 1274 no Ep 147: The Evolution Of Assessment https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_147_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder and Bas Van De Haterd discuss the evolution of assessment technologies and their effect on recruiting Sat, 22 Sep 2018 20:42:54 -0000 The Evolution Of Assessment full 147 Matt Alder Bas Van De Haterd speaks to Matt Alder In this episode, Matt Alder and Bas Van De Haterd discuss the evolution of assessment technologies and their effect on recruiting 1496 no Ep 146: Innovation And Change https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_146_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to Anastacia Flores, Director of Recruiting for Pandora about innovating for competitive talent acquisition advantage Fri, 14 Sep 2018 18:42:34 -0000 Innovation And Change full 146 Matt Alder Anastacia Flores talks to Matt Alder In this episode, Matt Alder talks to Anastacia Flores, Director of Recruiting for Pandora about innovating for competitive talent acquisition advantage 1107 no Ep 145: Understanding Unconscious Bias https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_145-_Recruiting_Future_Podcast.mp3 Matt Alder talks to author and thought leader Howard Ross about recognising and addressing unconscious bias Fri, 07 Sep 2018 12:20:33 -0000 Understanding Unconscious Bias full 145 Matt Alder Howard Ross speaks to Matt Alder Matt Alder talks to author and thought leader Howard Ross about recognising and addressing unconscious bias 1251 no Ep 144: Finding Great Talent At Speed And Scale https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_144_Recruiting_Future_Podcast.mp3 In this episode Matt Alder speaks to Roonan Mooney, Chief of Staff and Head of HR for Web Summit, about recruiting in a hyper-growth company Fri, 31 Aug 2018 12:56:00 -0000 Finding Great Talent At Speed And Scale full 144 Matt Alder Ronan Mooney talks to Matt Alder In this episode Matt Alder speaks to Roonan Mooney, Chief of Staff and Head of HR for Web Summit, about recruiting in a hyper-growth company 1859 no Ep 143: Getting Remote Working Right https://recfuture.libsyn.com/ep-143-getting-remote-working-right In this week's episode Matt Alder catches up with James Mayes, CEO of Mind The Product, during Turing Fest in Edinburgh to discuss remote working Thu, 23 Aug 2018 20:46:31 -0000 Getting Remote Working Right full 143 Matt Alder James Mayes talks to Matt Alder In this week's episode Matt Alder catches up with James Mayes, CEO of Mind The Product, during Turing Fest in Edinburgh to discuss remote working 906 no Ep 142: The Real Trends In Recruiting Technology https://recfuture.libsyn.com/ep-142-the-real-trends-in-recruiting-technology In this episode Matt Alder talks to Hessam Lavi, Director of Product at SmartRecruiters about the real trends in recruiting technology Thu, 16 Aug 2018 21:48:10 -0000 The Real Trends In Recruiting Technology full 142 Matt Alder Hessam Lavi talks to Matt Alder In this episode Matt Alder talks to Hessam Lavi, Director of Product at SmartRecruiters about the real trends in recruiting technology 1584 no Ep 141: Business Storytelling With Shane Snow https://recfuture.libsyn.com/ep-141-business-storytelling-with-shane-snow In this episode Matt Alder talks to best selling author and content marketing expert Shane Snow about business storytelling and "Dream Teams" Thu, 09 Aug 2018 15:37:21 -0000 Business Storytelling With Shane Snow full 141 Matt Alder Shane Snow talks to Matt Alder In this episode Matt Alder talks to best selling author and content marketing expert Shane Snow about business storytelling and "Dream Teams" 1847 no Ep 140: Recruiting To Build Great Teams https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_140_Recruiting_Future_Podcast.mp3 In this episode Matt Alder talks to Alistair Shepherd from Saberr about the role technology can play in helping to recruit and develop highly effective teams Sun, 05 Aug 2018 22:51:00 -0000 Recruiting To Build Great Teams full 140 Matt Alder Alistair Shepherd from Saberr talks to Matt Alder In this episode Matt Alder talks to Alistair Shepherd from Saberr about the role technology can play in helping to recruit and develop highly effective teams 1607 no Ep 139: Evolution and Revolution https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_139_Recruiting_Future_Podcast.mp3 In this episode Matt Alder talks to Gerry Crispin about the rise of technology in the recruiting industry Sat, 28 Jul 2018 20:44:31 -0000 Evolution and Revolution full 139 Matt Alder Gerry Crispin talks to Matt Alder In this episode Matt Alder talks to Gerry Crispin about the rise of technology in the recruiting industry 1704 no Ep 138: The Future Of Job Boards https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_138_Recruiting_Future_Podcast.mp3 Matt Alder talks to Richard Collins, Co-Founder of ClickIQ, about the future of job boards Fri, 20 Jul 2018 13:07:45 -0000 The Future Of Job Boards full 138 Matt Alder Richard Collins talks to Matt Alder Matt Alder talks to Richard Collins, Co-Founder of ClickIQ, about the future of job boards 1703 no Ep 137: AI And The Future Of Work https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_137_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to Byron Reece, critically acclaimed author and publisher of Gigaom, about the future of the job market in an automated world. Fri, 13 Jul 2018 17:46:49 -0000 AI And The Future Of Work full 137 Matt Alder Byron Reese talks to Matt Alder In this episode, Matt Alder talks to Byron Reece, critically acclaimed author and publisher of Gigaom, about the future of the job market in an automated world. 1626 no Ep 136: Recruiting Automation https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_136_Recruiting_Future_Podcast1.mp3 In this episode Matt Alder talks to Tim Prohm from KellyOCG about Recruiting Automation Fri, 06 Jul 2018 13:43:35 -0000 Recruiting Automation full 136 Matt Alder Tim Prohm talks to Matt Alder In this episode Matt Alder talks to Tim Prohm from KellyOCG about Recruiting Automation 1475 no Ep 135: Blockchain Explained https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_135_Recruiting_Future_Podcast.mp3 In this episode Matt Alder speaks to Seamus Cushley (Director, Blockchain, FinTech & Innovation at PwC) about the implications and use cases for Blockchain in HR and Recruiting. Fri, 29 Jun 2018 13:20:42 -0000 Blockchain Explained full 135 Matt Alder Matt Alder talks to Seamus Cushley In this episode Matt Alder speaks to Seamus Cushley (Director, Blockchain, FinTech & Innovation at PwC) about the implications and use cases for Blockchain in HR and Recruiting. 1646 no Ep 134: Cognitive Recruiting https://recfuture.libsyn.com/ep-134-cognitive-recruiting In this episode, Matt Alder talks to Kevin Blair, Global VP of Talent Acquisition at IBM about their implementation of Cognitive Recruiting using Watson technology Thu, 21 Jun 2018 21:49:18 -0000 Cognitive Recruiting full 134 Matt Alder Kevin Blair talks to Matt Alder In this episode, Matt Alder talks to Kevin Blair, Global VP of Talent Acquisition at IBM about their implementation of Cognitive Recruiting using Watson technology 1564 no Ep 133: Boomerang Hiring https://recfuture.libsyn.com/ep-133-boomerang-hiring In this episode Matt Alder talks to Lee Caraher, CEO of Double Forte, about the strategic advantages of boomerang hiring and proactive alumni relations Wed, 20 Jun 2018 23:23:05 -0000 Boomerang Hiring full 133 Matt Alder Matt Alder talks to Lee Caraher In this episode Matt Alder talks to Lee Caraher, CEO of Double Forte, about the strategic advantages of boomerang hiring and proactive alumni relations 1616 no Ep 132: How To Think Differently About Talent Acquisition https://recfuture.libsyn.com/ep-132-how-to-think-differently-about-talent-acquisition In this episode Matt Alder talks to Mike Brown, VP of Talent Acquisition for the Americas at Siemens about collaborative innovation and global ATS deployment Fri, 15 Jun 2018 15:16:09 -0000 How To Think Differently About Talent Acquisition full 132 Matt Alder Mike Brown talks to Matt Alder In this episode Matt Alder talks to Mike Brown, VP of Talent Acquisition for the Americas at Siemens about collaborative innovation and global ATS deployment 1668 no Ep 131: Inbound Recruiting https://recfuture.libsyn.com/ep-131-inbound-recruiting In this episode Matt Alder talks to Hannah Fleishman from HubSpot about Inbound Marketing for recruiting Fri, 08 Jun 2018 10:52:21 -0000 Inbound Recruiting full 131 Matt Alder Hannah Fleishman talks to Matt Alder In this episode Matt Alder talks to Hannah Fleishman from HubSpot about Inbound Marketing for recruiting 1321 no Ep 130: The Future Of Jobs https://recfuture.libsyn.com/ep-130-the-future-of-jobs In this episode Matt Alder talks to Kevin Green, former CEO of the REC and founder of What's Next Consultancy, about the future of jobs Tue, 29 May 2018 15:44:33 -0000 The Future Of Jobs full 130 Matt Alder Kevin Green talks to Matt Alder In this episode Matt Alder talks to Kevin Green, former CEO of the REC and founder of What's Next Consultancy, about the future of jobs 1518 no Ep 129: Let's Fix HR Tech https://recfuture.libsyn.com/ep-129-lets-fix-hr-tech In this episode Matt Alder speaks to Speaker, Author and Podcaster Laurie Ruettimann about everything that is wrong with Recruiting and HR Technology Fri, 25 May 2018 11:25:15 -0000 Let's Fix HR Tech full 129 Matt Alder Laurie Ruettimann talks to Matt Alder In this episode Matt Alder speaks to Speaker, Author and Podcaster Laurie Ruettimann about everything that is wrong with Recruiting and HR Technology 1428 no Ep 128: The Future Of Careers Sites https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_128_Recruiting_Future_Podcast.mp3 In this weeks episode Matt Alder talks to Ben Gledhill, Head of Resourcing at Yodel, about the future of corporate Careers Sites Fri, 18 May 2018 09:56:52 -0000 The Future Of Careers Sites full 128 Matt Alder Ben Gledhill talks to Matt Alder In this weeks episode Matt Alder talks to Ben Gledhill, Head of Resourcing at Yodel, about the future of corporate Careers Sites 1245 no Ep 127: The Future Of LinkedIn https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_127_Recruiting_Future_Podcast.mp3 In this episode Matt speaks to Jon Jersin, Head of Product of LinkedIn Talent Solutions about the future of Talent Acquisition Fri, 11 May 2018 11:58:47 -0000 The Future Of LinkedIn full 127 Matt Alder Jon Jersin talks to Matt Alder In this episode Matt speaks to Jon Jersin, Head of Product of LinkedIn Talent Solutions about the future of Talent Acquisition 1233 no Ep 126: Talent Innovation At Vodafone https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_126_Recruiting_Future_Podcast.mp3 In this week's episode Matt Alder talks to Catalina Schveninger about Vodfone's innovative approaches to talent acquisition Fri, 04 May 2018 09:46:33 -0000 Talent Innovation At Vodafone full 126 Matt Alder Catalina Schveninger talks to Matt Alder In this week's episode Matt Alder talks to Catalina Schveninger about Vodfone's innovative approaches to talent acquisition 1657 no Ep 125: AI Explained https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_125_Recruiting_Future_Podcast.mp3 Matt Alder talks to Rob McCargow, AI Programme Leader at PwC about the business implications of Artificial Intelligence Fri, 20 Apr 2018 16:27:33 -0000 AI Explained full 125 Matt Alder Rob McCargow from PwC talks to Matt Alder Matt Alder talks to Rob McCargow, AI Programme Leader at PwC about the business implications of Artificial Intelligence 1329 no Ep 124: Campus Recruiting Evolution at PwC https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_124_Recruiting_Future_Podcast.mp3 In this episode Matt Alder talks to Alexa Merschel and Ashley Lasher about the evolution of campus recruiting at PwC Fri, 13 Apr 2018 13:35:48 -0000 Campus Recruiting Evolution at PwC full 124 Matt Alder PwC's Alexa Merschel and Ashley Lasher talk to Matt Alder In this episode Matt Alder talks to Alexa Merschel and Ashley Lasher about the evolution of campus recruiting at PwC 1451 no Ep 123: International Recruiters Day https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_123_Recruiting_Future_Podcast.mp3 In a special episode to mark International Recruiters Day, Matt Alder speaks to recruitment innovators Steve Acho and Steve Lowisz. Thu, 05 Apr 2018 09:36:59 -0000 International Recruiters Day full 123 Matt Alder Steve Acho and Steve Lowisz talk to Matt Alder In a special episode to mark International Recruiters Day, Matt Alder speaks to recruitment innovators Steve Acho and Steve Lowisz. 2935 no Ep 122: Talent Intelligence https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_122_Recruiting_Future_Podcast.mp3 In this episode Matt Alder talks to Alan Agnew, Global Head of Talent Analytics at Philips about Talent Intelligence and its role in Talent Acquisition Wed, 28 Mar 2018 21:12:28 -0000 Talent Intelligence full 122 Matt Alder Alan Agnew talks to Matt Alder In this episode Matt Alder talks to Alan Agnew, Global Head of Talent Analytics at Philips about Talent Intelligence and its role in Talent Acquisition 1483 no Ep 121: The Power Of Data https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_121_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to Matt Plummer, VP of Product at ZipRecruiter, about the power of data to drive insights and innovation Wed, 07 Mar 2018 20:46:14 -0000 The Power Of Data full 121 Matt Alder Matt Alder talks to Matt Plummer from ZipRecruiter In this episode, Matt Alder talks to Matt Plummer, VP of Product at ZipRecruiter, about the power of data to drive insights and innovation 1195 no Ep 120: The ATS Market https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_120_Recruiting_Future_Podcast.mp3 In this episode Matt Alder talks to Ongig CEO Rob Kelly about the 2018 Top 100 ATS Report Fri, 02 Mar 2018 16:46:12 -0000 The ATS Market full 120 Matt Alder Rob Kelly from Ongig talks to Matt Alder In this episode Matt Alder talks to Ongig CEO Rob Kelly about the 2018 Top 100 ATS Report 1837 no Ep 119: Bridging The Gap Between HR and Technology https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_119_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to Anna Ott from UNLEASH about the booming HR Technology Startup market Fri, 23 Feb 2018 15:10:45 -0000 Bridging The Gap Between HR and Technology full 119 Matt Alder Anna Ott talks to Matt Alder In this episode, Matt Alder talks to Anna Ott from UNLEASH about the booming HR Technology Startup market 1358 no Ep 118: Understanding The Recruiting Technology Marketplace https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_118_Recruiting_Future_Podcast.mp3 In this episode Matt Alder talks to George LaRocque from HRWins to see if they can shed some light on the ever more complex Recruiting Technology marketplace Fri, 16 Feb 2018 16:38:15 -0000 Understanding The Recruiting Technology Marketplace full 118 Matt Alder George LaRocque talks to Matt Alder In this episode Matt Alder talks to George LaRocque from HRWins to see if they can shed some light on the ever more complex Recruiting Technology marketplace 1794 no Ep 117: Talent Innovation https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_117_Recruiting_Future_Podcast.mp3 In this episode Matt Alder talks to Cody Royle, Managing Partner at NTSQ Sports Group and Head Coach of AFL Team Canada about talent innovation Fri, 26 Jan 2018 23:38:52 -0000 Talent Innovation full 117 Matt Alder Cody Royle talks to Matt Alder In this episode Matt Alder talks to Cody Royle, Managing Partner at NTSQ Sports Group and Head Coach of AFL Team Canada about talent innovation 1370 no Ep 116: Workplace By Facebook https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_116_Recruiting_Future_Podcast.mp3 In the episode, Matt Alder talks to Monica Adractas, Global Director of Workplace by Facebook about the changing nature of employee engagement and communication Thu, 11 Jan 2018 14:29:59 -0000 Workplace By Facebook full 116 Matt Alder Monica Adractus talks to Matt Alder In the episode, Matt Alder talks to Monica Adractas, Global Director of Workplace by Facebook about the changing nature of employee engagement and communication 1298 no Ep 115: My Career Life Story https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_115_Recruiting_Future_Podcast.mp3 In this special end of year episode of the podcast, Nick Price from Working Films interviews Matt Alder about his Career Life Story Thu, 21 Dec 2017 00:34:12 -0000 My Career Life Story full 115 Matt Alder Nick Price interviews Matt Alder In this special end of year episode of the podcast, Nick Price from Working Films interviews Matt Alder about his Career Life Story 2479 no Ep 114: Developing Resourcing Strategically https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_114_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to John Wallace about resourcing strategy and his new book "Hire Power" Fri, 15 Dec 2017 17:31:50 -0000 Developing Resourcing Strategically full 114 Matt Alder John Wallace talks to Matt Alder In this episode, Matt Alder talks to John Wallace about resourcing strategy and his new book "Hire Power" 1723 no Ep 113: Culture, Passion and Advocacy https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_113_Recruting_Future_Podcast.mp3 In this episode, Matt Alder talks to Nicolle Sinclair, Global Head of Talent at Brewdog about scaling up, company culture and employee advocacy Fri, 08 Dec 2017 10:06:04 -0000 Culture, Passion and Advocacy full 113 Matt Alder Nicolle Sinclair talks to Matt Alder In this episode, Matt Alder talks to Nicolle Sinclair, Global Head of Talent at Brewdog about scaling up, company culture and employee advocacy 1469 no Ep 112: People Centric Employer Branding https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_112_Recruting_Future_Podcast.mp3 In this episode Matt Alder discusses People Centric Employer Branding with Julie Griggs, Head of Talent and Resourcing for Manchester Metropolitan University Fri, 01 Dec 2017 13:52:25 -0000 People Centric Employer Branding full 112 Matt Alder Julie Griggs talks to Matt Alder In this episode Matt Alder discusses People Centric Employer Branding with Julie Griggs, Head of Talent and Resourcing for Manchester Metropolitan University 1493 no Ep 111: Recruiting For Hyper Growth https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Ep_111_Recruiting_Future_Podcast.mp3 In this episode Matt Alder speaks to Justin Anastasi, Talent Acquisition Manager at Evolution Gaming, about recruiting to support hyper growth Mon, 27 Nov 2017 11:36:26 -0000 Recruiting For Hyper Growth full 111 Matt Alder Justin Anastasi talks to Matt Alder In this episode Matt Alder speaks to Justin Anastasi, Talent Acquisition Manager at Evolution Gaming, about recruiting to support hyper growth 1237 no Ep 110: Content Led Recruitment Marketing https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_110_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to Audra Knight from Tenable Network Security about Content Led Recruitment Marketing Fri, 17 Nov 2017 22:28:13 -0000 Content Led Recruitment Marketing full 110 Matt Alder Audra Knight talks to Matt Alder In this episode, Matt Alder talks to Audra Knight from Tenable Network Security about Content Led Recruitment Marketing 1866 no Ep 109: The New Rules Of Work https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_109_Recruiting_Future_Podcast.mp3 In this episode of The Recruiting Future Podcast, Matt Alder talks to Kathryn Minshew, founder and CEO of The Muse, about the new rules of work Thu, 09 Nov 2017 12:47:26 -0000 The New Rules Of Work full 109 Matt Alder Kathryn Minshew talks to Matt Alder In this episode of The Recruiting Future Podcast, Matt Alder talks to Kathryn Minshew, founder and CEO of The Muse, about the new rules of work 1354 no Ep 108: The Evolution of The ATS https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_108_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to Jerome Ternynck from SmartRecruiters about the transformation of the ATS market Wed, 25 Oct 2017 16:33:47 -0000 The Evolution of The ATS full 108 Matt Alder Jerome Ternynck speaks to Matt Alder In this episode, Matt Alder talks to Jerome Ternynck from SmartRecruiters about the transformation of the ATS market 1069 no Ep 107: Fixing The Candidate Experience https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_107_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to Alan Walker from The Talent Finders about the quest for the perfect candidate experience Thu, 19 Oct 2017 08:34:22 -0000 Fixing The Candidate Experience full 107 Matt Alder Alan Walker talks to Matt Alder In this episode, Matt Alder talks to Alan Walker from The Talent Finders about the quest for the perfect candidate experience 1456 no Ep 106: Priorities For Talent Acquisition https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_106_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder speaks to industry consultant Elaine Orler about what it takes to get competitive advantage in Talent Acquisition Fri, 06 Oct 2017 20:16:31 -0000 Priorities For Talent Acquisition full 106 Matt Alder Elaine Orler speaks to Matt Alder In this episode, Matt Alder speaks to industry consultant Elaine Orler about what it takes to get competitive advantage in Talent Acquisition 1446 no Ep 105: Talent Acquisition Innovation https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_105_Recruiting_Future_Podcast.mp3 In this episode of the podcast, Matt Alder talks to Kerstin Wagner from Deutsche Bahn about innovation in talent acquisition Thu, 28 Sep 2017 13:02:44 -0000 Talent Acquisition Innovation full 105 Matt Alder Kerstin Wagner from Deutsche Bahn talks to Matt Alder In this episode of the podcast, Matt Alder talks to Kerstin Wagner from Deutsche Bahn about innovation in talent acquisition 1241 no Ep 104: Recruiting In A Mobile World https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_104_Recruiting_Future_Podcast.mp3 In this episode, Matt Alder talks to Jez Langhorn, Senior HR Director at MacDonald's about mobile recruiting innovation Fri, 15 Sep 2017 16:38:22 -0000 Recruiting In A Mobile World full 104 Matt Alder Jez Langhorn from McDonald's speaks to Matt Alder In this episode, Matt Alder talks to Jez Langhorn, Senior HR Director at MacDonald's about mobile recruiting innovation 1165 no Ep 103: Talent Acquisition Technology https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_103_Recruiting_Future_Podcast.mp3 In this episode Matt Alder talks to Tim Sackett about the complexity of the Talent Acquisition Technology market. Thu, 07 Sep 2017 14:07:04 -0000 Talent Acquisition Technology full 103 Matt Alder Tim Sackett talks to Matt Alder In this episode Matt Alder talks to Tim Sackett about the complexity of the Talent Acquisition Technology market. 1707 no Ep 102: Can Google Solve Recruiting’s Big Problems? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_102_Recruiting_Future_Podcast.mp3 In this episode Matt Alder speaks to Bogomil Balkansky, VP at Google about Google entry into the recruiting market Wed, 30 Aug 2017 15:53:31 -0000 Can Google Solve Recruiting’s Big Problems? full 102 Matt Alder Bogomil Balkansky VP at Google speaks to Matt Alder In this episode Matt Alder speaks to Bogomil Balkansky, VP at Google about Google entry into the recruiting market 1131 no Ep 101: Modern Recruitment Marketing https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_101_Final.mp3 In this episode Matt Alder speak to Mike Bailen, VP of People at Lever, about a modern approach to Recruitment Marketing Thu, 24 Aug 2017 13:28:16 -0000 Modern Recruitment Marketing full 101 Matt Alder Mike Bailen VP of People at Lever talks to Matt Alder In this episode Matt Alder speak to Mike Bailen, VP of People at Lever, about a modern approach to Recruitment Marketing 1532 no Ep 100: Trends In Talent Acquisition https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_100_Final.mp3 I launched The Recruiting Future Podcast in early 2015 as a way of making sense of what was going on in the Talent Acquisition space. The intention was to seek out stories and opinions from the people who are working on the front line of our changing industry and share them as widely as a possible. I’m absolutely delighted to have reached episode 100 and I’m hugely thankful to everyone who has helped to make the podcast so successful. It couldn’t happen without the brilliant guests, the supportive sponsors and the amazing listeners. There are over 45 hours of content across the recorded shows and to mark the 100th episode I wanted to do something to make it easier for people access some of the brilliant thinking and case studies that have been featured over the last two and half years. In this episode, you can hear extracts from 10 of my favourite interviews covering some of the key trends in talent acquisition including Recruitment Marketing, Recruiting Strategy, Data & Analytics, Recruiting Technology and The Future Of Work. Not only that you can find 40 interviews categorized by the key trends they cover in the free white paper I’ve written to accompany this show. Download the Trends In Talent Acquisition white paper here A special thanks to the wonderful people at Lever who are supporting the 100th episode and the white paper. Subscribe to this podcast in iTunes Sun, 13 Aug 2017 22:24:46 -0000 Trends In Talent Acquisition full 100 Matt Alder Matt Alder introduces a special "greatest hits" episode of the show I launched The Recruiting Future Podcast in early 2015 as a way of making sense of what was going on in the Talent Acquisition space. The intention was to seek out stories and opinions from the people who are working on the front line of our changing industry and share them as widely as a possible. I’m absolutely delighted to have reached episode 100 and I’m hugely thankful to everyone who has helped to make the podcast so successful. It couldn’t happen without the brilliant guests, the supportive sponsors and the amazing listeners. There are over 45 hours of content across the recorded shows and to mark the 100th episode I wanted to do something to make it easier for people access some of the brilliant thinking and case studies that have been featured over the last two and half years. In this episode, you can hear extracts from 10 of my favourite interviews covering some of the key trends in talent acquisition including Recruitment Marketing, Recruiting Strategy, Data & Analytics, Recruiting Technology and The Future Of Work. Not only that you can find 40 interviews categorized by the key trends they cover in the free white paper I’ve written to accompany this show. Download the Trends In Talent Acquisition white paper here A special thanks to the wonderful people at Lever who are supporting the 100th episode and the white paper. Subscribe to this podcast in iTunes I launched The Recruiting Future Podcast in early 2015 as a way of making sense of what was going on in the Talent Acquisition space. The intention was to seek out stories and opinions from the people who are working on the front line of our changing industry and share them as widely as a possible. I’m absolutely delighted to have reached episode 100 and I’m hugely thankful to everyone who has helped to make the podcast so successful. It couldn’t happen without the brilliant guests, the supportive sponsors and the amazing listeners.


There are over 45 hours of content across the recorded shows and to mark the 100th episode I wanted to do something to make it easier for people access some of the brilliant thinking and case studies that have been featured over the last two and half years.


In this episode, you can hear extracts from 10 of my favourite interviews covering some of the key trends in talent acquisition including Recruitment Marketing, Recruiting Strategy, Data & Analytics, Recruiting Technology and The Future Of Work.


Not only that you can find 40 interviews categorized by the key trends they cover in the free white paper I’ve written to accompany this show.


Download the Trends In Talent Acquisition white paper here


A special thanks to the wonderful people at Lever who are supporting the 100th episode and the white paper.


Subscribe to this podcast in iTunes

]]> 2070 no Ep 99: This Is The Future Of Recruitment Advertising https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_99_Recruiting_Future_Podcast.mp3 Matt Alder talks to Louis Halton-Davies about the huge benefits of using Programmatic Advertising for Recruitment Marketing Fri, 04 Aug 2017 07:56:52 -0000 This Is The Future Of Recruitment Advertising full 99 Matt Alder Louis Halton-Davies speak to Matt Alder Matt Alder talks to Louis Halton-Davies about the huge benefits of using Programmatic Advertising for Recruitment Marketing 1774 no Ep 98: High Velocity Hiring https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_98_Final.mp3 Despite all the recent advances in recruitment technology focused on improving recruitment efficiency, speed of hiring remains a significant issue for the vast majority of organisations. In fact there is actually a growing body of evidence that suggests speed of hiring is slowing down. So what can employers do to improve this situation? My guest this week is author and consultant Scott Wintrip. Scott has developed a methodology to eliminate hiring delays which he sets out in his recently published book, “High Velocity Hiring” In the interview we discuss:     •    Why time to hire is such a problem     •    The concept of Candidate Gravity     •    How employers can enrich the flow of talent into their organizations     •    Why common interview techniques don’t work and what should be used to replace them     •    Maintaining an inventory of talent for on demand hiring Scott also shares his thoughts on recruitment technology and tells us the single most important question employers should be asking themselves before they make technology investments Subscribe to this podcast on iTunes Thu, 20 Jul 2017 14:42:46 -0000 High Velocity Hiring full 98 Matt Alder Scott Wintrip speaks to Matt Alder Despite all the recent advances in recruitment technology focused on improving recruitment efficiency, speed of hiring remains a significant issue for the vast majority of organisations. In fact there is actually a growing body of evidence that suggests speed of hiring is slowing down. So what can employers do to improve this situation? My guest this week is author and consultant Scott Wintrip. Scott has developed a methodology to eliminate hiring delays which he sets out in his recently published book, “High Velocity Hiring” In the interview we discuss:     •    Why time to hire is such a problem     •    The concept of Candidate Gravity     •    How employers can enrich the flow of talent into their organizations     •    Why common interview techniques don’t work and what should be used to replace them     •    Maintaining an inventory of talent for on demand hiring Scott also shares his thoughts on recruitment technology and tells us the single most important question employers should be asking themselves before they make technology investments Subscribe to this podcast on iTunes Despite all the recent advances in recruitment technology focused on improving recruitment efficiency, speed of hiring remains a significant issue for the vast majority of organisations. In fact there is actually a growing body of evidence that suggests speed of hiring is slowing down.

So what can employers do to improve this situation? My guest this week is author and consultant Scott Wintrip. Scott has developed a methodology to eliminate hiring delays which he sets out in his recently published book, “High Velocity Hiring”

In the interview we discuss:

    •    Why time to hire is such a problem

    •    The concept of Candidate Gravity

    •    How employers can enrich the flow of talent into their organizations

    •    Why common interview techniques don’t work and what should be used to replace them

    •    Maintaining an inventory of talent for on demand hiring

Scott also shares his thoughts on recruitment technology and tells us the single most important question employers should be asking themselves before they make technology investments

Subscribe to this podcast on iTunes

]]> 1443 no Ep 97: Authentic Employer Branding https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_97_Recruiting_Future_Podcast.mp3 Employer Branding has changed significantly in the last few years. Challenges round talent availability and evolving communication trends are forcing companies to think more strategically about the way they get their message out to their markets. We often hear about Employer Brand innovation in technology companies but how are things now working in more traditional companies? My guest this week is Euan McNair, Talent Acquisition and Employer Brand Consultant at Standard Life who are based in Edinburgh. Standard Life have been doing some interesting employer branding work recently and I know you’ll find the insights that Euan shares fascinating. In the interview we discuss:     •    Why Euan is so passionate about Employer Branding and how he defines it     •    The end of job adverts and the rise of employee story telling     •    Who owns Employer Brand     •    Channels, data and formats     •    Having a candidate centric approach Euan also shares his view on the likely future of the Employer Brand space Subscribe to this podcast on iTunes Fri, 14 Jul 2017 16:32:03 -0000 Authentic Employer Branding full 97 Matt Alder Euan McNair talks to Matt Alder Employer Branding has changed significantly in the last few years. Challenges round talent availability and evolving communication trends are forcing companies to think more strategically about the way they get their message out to their markets. We often hear about Employer Brand innovation in technology companies but how are things now working in more traditional companies? My guest this week is Euan McNair, Talent Acquisition and Employer Brand Consultant at Standard Life who are based in Edinburgh. Standard Life have been doing some interesting employer branding work recently and I know you’ll find the insights that Euan shares fascinating. In the interview we discuss:     •    Why Euan is so passionate about Employer Branding and how he defines it     •    The end of job adverts and the rise of employee story telling     •    Who owns Employer Brand     •    Channels, data and formats     •    Having a candidate centric approach Euan also shares his view on the likely future of the Employer Brand space Subscribe to this podcast on iTunes Employer Branding has changed significantly in the last few years. Challenges round talent availability and evolving communication trends are forcing companies to think more strategically about the way they get their message out to their markets.

We often hear about Employer Brand innovation in technology companies but how are things now working in more traditional companies? My guest this week is Euan McNair, Talent Acquisition and Employer Brand Consultant at Standard Life who are based in Edinburgh. Standard Life have been doing some interesting employer branding work recently and I know you’ll find the insights that Euan shares fascinating.

In the interview we discuss:

    •    Why Euan is so passionate about Employer Branding and how he defines it

    •    The end of job adverts and the rise of employee story telling

    •    Who owns Employer Brand

    •    Channels, data and formats

    •    Having a candidate centric approach

Euan also shares his view on the likely future of the Employer Brand space

Subscribe to this podcast on iTunes

]]> 1192 no Ep 96: Reinventing Career Sites https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_96_Final.mp3 Ever since my earliest of days in this industry I’ve be fascinated by Corporate Career Sites. It’s also become very clear to me in recent years that career sites should absolutely be the focal point of the new approaches we are seeing in recruitment marketing. Unfortunately I don’t think many employers have realised just how critical their career site is to their recruiting success. One person who does understand this though is my guest this week. Adam Templeman is Head of Commercial Staffing at QuintilesIMS. He has recently helped launched a new careers site for the organization and has some great insights to share. In the interview we discuss:     •    How recruitment marketing challenges have stayed the same but the answers to them have changed     •    The vital importance of engaging with target audiences     •    Using rich, dynamic and targeted content on career sites     •    Getting ATS integration right to increase conversions and improve candidate experience     •    Matching employer brand to employee experience Adam also gives us his views on the importance of automation and talks about what is next for QuintilesIMS Subscribe to this podcast in iTunes Thu, 29 Jun 2017 10:45:48 -0000 Reinventing Career Sites full 96 Matt Alder Adam Templeman talks to Matt Alder Ever since my earliest of days in this industry I’ve be fascinated by Corporate Career Sites. It’s also become very clear to me in recent years that career sites should absolutely be the focal point of the new approaches we are seeing in recruitment marketing. Unfortunately I don’t think many employers have realised just how critical their career site is to their recruiting success. One person who does understand this though is my guest this week. Adam Templeman is Head of Commercial Staffing at QuintilesIMS. He has recently helped launched a new careers site for the organization and has some great insights to share. In the interview we discuss:     •    How recruitment marketing challenges have stayed the same but the answers to them have changed     •    The vital importance of engaging with target audiences     •    Using rich, dynamic and targeted content on career sites     •    Getting ATS integration right to increase conversions and improve candidate experience     •    Matching employer brand to employee experience Adam also gives us his views on the importance of automation and talks about what is next for QuintilesIMS Subscribe to this podcast in iTunes Ever since my earliest of days in this industry I’ve be fascinated by Corporate Career Sites. It’s also become very clear to me in recent years that career sites should absolutely be the focal point of the new approaches we are seeing in recruitment marketing. Unfortunately I don’t think many employers have realised just how critical their career site is to their recruiting success.

One person who does understand this though is my guest this week. Adam Templeman is Head of Commercial Staffing at QuintilesIMS. He has recently helped launched a new careers site for the organization and has some great insights to share.

In the interview we discuss:

    •    How recruitment marketing challenges have stayed the same but the answers to them have changed

    •    The vital importance of engaging with target audiences

    •    Using rich, dynamic and targeted content on career sites

    •    Getting ATS integration right to increase conversions and improve candidate experience

    •    Matching employer brand to employee experience

Adam also gives us his views on the importance of automation and talks about what is next for QuintilesIMS

Subscribe to this podcast in iTunes

]]> 1209 no Ep 95: Data Driven Recruiting https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_95_Recruiting_Future_Podcast.mp3 Data and analytics continue to be key topics in Talent Acquisition. But what should employers be measuring, what value can the data give them and how widely is a data driven approach to recruiting actually being adopted? To answer these questions as well as many others, I’m delighted to welcome Kyle Lagunas, Research Manager at IDC, as my guest for this week’s show. Kyle has been intensely studying the development of data driven recruiting for several years and has some very interesting insights to share. In the interview we discuss:     •    The gap between current technologies and adoption     •    The evolution of measurement practices in recruiting     •    Recruiting skills versus Recruitment Marketing skills     •    How data can be used to optimize a recruiting operation     •    What is possible with analytics and how to measure beyond the usual activity metrics     •    An example strategic framework for developing data driving recruiting Kyle also give us his view on the future of some other current trends in talent acquisition including AI, Recruitment Marketing Platform and Chatbots Subscribe to this podcast in iTunes Find out more about my new book “Exceptional Talent” Fri, 16 Jun 2017 14:29:15 -0000 Data Driven Recruiting full 95 Matt Alder Kyle Lagunas talks to Matt Alder Data and analytics continue to be key topics in Talent Acquisition. But what should employers be measuring, what value can the data give them and how widely is a data driven approach to recruiting actually being adopted? To answer these questions as well as many others, I’m delighted to welcome Kyle Lagunas, Research Manager at IDC, as my guest for this week’s show. Kyle has been intensely studying the development of data driven recruiting for several years and has some very interesting insights to share. In the interview we discuss:     •    The gap between current technologies and adoption     •    The evolution of measurement practices in recruiting     •    Recruiting skills versus Recruitment Marketing skills     •    How data can be used to optimize a recruiting operation     •    What is possible with analytics and how to measure beyond the usual activity metrics     •    An example strategic framework for developing data driving recruiting Kyle also give us his view on the future of some other current trends in talent acquisition including AI, Recruitment Marketing Platform and Chatbots Subscribe to this podcast in iTunes Find out more about my new book “Exceptional Talent” Data and analytics continue to be key topics in Talent Acquisition. But what should employers be measuring, what value can the data give them and how widely is a data driven approach to recruiting actually being adopted?

To answer these questions as well as many others, I’m delighted to welcome Kyle Lagunas, Research Manager at IDC, as my guest for this week’s show. Kyle has been intensely studying the development of data driven recruiting for several years and has some very interesting insights to share.

In the interview we discuss:

    •    The gap between current technologies and adoption

    •    The evolution of measurement practices in recruiting

    •    Recruiting skills versus Recruitment Marketing skills

    •    How data can be used to optimize a recruiting operation

    •    What is possible with analytics and how to measure beyond the usual activity metrics

    •    An example strategic framework for developing data driving recruiting

Kyle also give us his view on the future of some other current trends in talent acquisition including AI, Recruitment Marketing Platform and Chatbots

Subscribe to this podcast in iTunes

Find out more about my new book “Exceptional Talent”

]]> 1528 no Ep 94: Trends In Tech Recruiting https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_94_Recruiting_Future_Podcast.mp3 The trends in tech recruiting are something that every employer should be following with interest. Even if your company isn’t currently recruiting tech professionals, it is important to know what is happening in the sector as the methodologies and practices being used for tech recruiting today, are likely to be used by everyone tomorrow. Tech Recruiting is the bellwether sector of our industry. Who better to get us up to speed with developments in this area than my guest this week, Hung Lee the founder of Workshape.io. Hung always has some great insights to share and it was brilliant to have him on the show. In the interview we discuss:     •    The current challenges in tech recruiting and the strategic decisions companies need to make to deal with them     •    The importance of mind-set shift     •    Having an “Always On” attitude to recruiting     •    Myth busting     •    The re-invention of the recruitment process     •    Interoperability, modularisation and decoupling Hung also gives us his views on the future of the sector and shares some of the great content he has recently curated. Subscribe to this podcast in iTunes Fri, 09 Jun 2017 17:23:56 -0000 Trends In Tech Recruiting full 94 Matt Alder Hung Lee talks to Matt Alder The trends in tech recruiting are something that every employer should be following with interest. Even if your company isn’t currently recruiting tech professionals, it is important to know what is happening in the sector as the methodologies and practices being used for tech recruiting today, are likely to be used by everyone tomorrow. Tech Recruiting is the bellwether sector of our industry. Who better to get us up to speed with developments in this area than my guest this week, Hung Lee the founder of Workshape.io. Hung always has some great insights to share and it was brilliant to have him on the show. In the interview we discuss:     •    The current challenges in tech recruiting and the strategic decisions companies need to make to deal with them     •    The importance of mind-set shift     •    Having an “Always On” attitude to recruiting     •    Myth busting     •    The re-invention of the recruitment process     •    Interoperability, modularisation and decoupling Hung also gives us his views on the future of the sector and shares some of the great content he has recently curated. Subscribe to this podcast in iTunes The trends in tech recruiting are something that every employer should be following with interest. Even if your company isn’t currently recruiting tech professionals, it is important to know what is happening in the sector as the methodologies and practices being used for tech recruiting today, are likely to be used by everyone tomorrow. Tech Recruiting is the bellwether sector of our industry.

Who better to get us up to speed with developments in this area than my guest this week, Hung Lee the founder of Workshape.io. Hung always has some great insights to share and it was brilliant to have him on the show.

In the interview we discuss:

    •    The current challenges in tech recruiting and the strategic decisions companies need to make to deal with them

    •    The importance of mind-set shift

    •    Having an “Always On” attitude to recruiting

    •    Myth busting

    •    The re-invention of the recruitment process

    •    Interoperability, modularisation and decoupling

Hung also gives us his views on the future of the sector and shares some of the great content he has recently curated.

Subscribe to this podcast in iTunes

]]> 1405 no Ep 93: The Future Of Recruitment Technology https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_93_Final.mp3 This week we don’t just have one guest, we have eight guests! A couple of weeks ago the guys at TA Tech invited me to the Rec Tech conference in Barcelona. Rec Tech is one of the biggest global trade conferences for the Job Board and Recruitment Technology industry. In this episode of the podcast you’ll here from eight senior leaders from the industry talk about the future of their industry, the changing nature of candidate expectations, the threat from Google and the potential of programmatic advertising and artificial intelligence. Thanks to the following people for taking part     •    Dennis Alshuler - Zip Recruiter     •    Renato Profico - Job Cloud     •    Dominique Cerri - InfoJobs     •    Monis Rahman - Rozee.pk     •   Ben Sole - Reed.co.uk     • Angela Hood - This Way Global     •  Josh Gamble - Recruitics     •    Sergio Gonzalez - Cornerjobs Subscribe to this podcast in iTunes Fri, 02 Jun 2017 17:31:30 -0000 The Future Of Recruitment Technology full 93 Matt Alder Thoughts from the Rec Tech conference in Barcelon This week we don’t just have one guest, we have eight guests! A couple of weeks ago the guys at TA Tech invited me to the Rec Tech conference in Barcelona. Rec Tech is one of the biggest global trade conferences for the Job Board and Recruitment Technology industry. In this episode of the podcast you’ll here from eight senior leaders from the industry talk about the future of their industry, the changing nature of candidate expectations, the threat from Google and the potential of programmatic advertising and artificial intelligence. Thanks to the following people for taking part     •    Dennis Alshuler - Zip Recruiter     •    Renato Profico - Job Cloud     •    Dominique Cerri - InfoJobs     •    Monis Rahman - Rozee.pk     •   Ben Sole - Reed.co.uk     • Angela Hood - This Way Global     •  Josh Gamble - Recruitics     •    Sergio Gonzalez - Cornerjobs Subscribe to this podcast in iTunes This week we don’t just have one guest, we have eight guests!

A couple of weeks ago the guys at TA Tech invited me to the Rec Tech conference in Barcelona. Rec Tech is one of the biggest global trade conferences for the Job Board and Recruitment Technology industry.

In this episode of the podcast you’ll here from eight senior leaders from the industry talk about the future of their industry, the changing nature of candidate expectations, the threat from Google and the potential of programmatic advertising and artificial intelligence.

Thanks to the following people for taking part

    •    Dennis Alshuler - Zip Recruiter

    •    Renato Profico - Job Cloud

    •    Dominique Cerri - InfoJobs

    •    Monis Rahman - Rozee.pk

    •   Ben Sole - Reed.co.uk

    • Angela Hood - This Way Global

    •  Josh Gamble - Recruitics

    •    Sergio Gonzalez - Cornerjobs

Subscribe to this podcast in iTunes

]]> 2105 no Ep 92: Employee Experience https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_92_Final.mp3 During the research process for my book, Exceptional Talent, it became clear that the importance of the concept of Employee Experience was growing rapidly. To talk us through the reasons behind this and to break down the key elements of the employee experience, I’m delighted to welcome eminent futurist and best selling author Jacob Morgan to the show. Jacob has recently written a new book called “The Employee Experience Advantage” which is based on detailed research into over 250 global employers. In the interview we discuss:     •    The three systems that make up Employee Experience     •    Corporate culture as the “side effects” of working for a particular organization     •    The four attributes of physical space     •    Tools to get the job done     •    The ROI of having a great Employee Experience     •    The future of HR Jacob also give us some examples of employers who are doing great work shaping their Employee Experience and the trends we can expect to see in the coming few years Subscribe to this podcast in iTunes Fri, 26 May 2017 17:10:21 -0000 Employee Experience full 92 Matt Alder Jacob Morgan talks to Matt Alder During the research process for my book, Exceptional Talent, it became clear that the importance of the concept of Employee Experience was growing rapidly. To talk us through the reasons behind this and to break down the key elements of the employee experience, I’m delighted to welcome eminent futurist and best selling author Jacob Morgan to the show. Jacob has recently written a new book called “The Employee Experience Advantage” which is based on detailed research into over 250 global employers. In the interview we discuss:     •    The three systems that make up Employee Experience     •    Corporate culture as the “side effects” of working for a particular organization     •    The four attributes of physical space     •    Tools to get the job done     •    The ROI of having a great Employee Experience     •    The future of HR Jacob also give us some examples of employers who are doing great work shaping their Employee Experience and the trends we can expect to see in the coming few years Subscribe to this podcast in iTunes During the research process for my book, Exceptional Talent, it became clear that the importance of the concept of Employee Experience was growing rapidly.

To talk us through the reasons behind this and to break down the key elements of the employee experience, I’m delighted to welcome eminent futurist and best selling author Jacob Morgan to the show.

Jacob has recently written a new book called “The Employee Experience Advantage” which is based on detailed research into over 250 global employers.

In the interview we discuss:

    •    The three systems that make up Employee Experience

    •    Corporate culture as the “side effects” of working for a particular organization

    •    The four attributes of physical space

    •    Tools to get the job done

    •    The ROI of having a great Employee Experience

    •    The future of HR

Jacob also give us some examples of employers who are doing great work shaping their Employee Experience and the trends we can expect to see in the coming few years

Subscribe to this podcast in iTunes

]]> 1633 no Ep 91: The Rise Of People Analytics https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_91_Final.mp3 One of the most talked about areas of HR and Recruiting is People Analytics. But why is it such a popular trend and, in practical terms, what does People Analytics actually even mean? I can think of no one better qualified to answer these questions than David Green, Global Director of People Analytics Solutions at IBM and one of the world’s leading commentators on this topic. I’m delighted to have David as my guest on the show this week. In the interview we discuss:     •    David’s definition of People Analytics     •    The difference between analytics and reporting     •    Specific use cases of People Analytics across the talent lifecycle     •    Why recruiting is such a good fit for People Analytics     •    Predicting the future with Predictive Analytics     •    Internal and external data sources     •    AI and why we should believe some of the hype David also shares his views on using analytics to improve the employee experience and gives us his predictions for the future of this space P.S. My new book “Exceptional Talent” is available now. You can buy copies here directly from Kogan Page the publisher and if you use discount code FHRET20 you’ll get 20% off. If you want to subscribe to the Exceptional Talent mailing list to be kept updated on addition content and workshops we will be developing you can do that here www.exceptionaltalent.io Subscribe to this podcast in iTunes Wed, 17 May 2017 21:20:21 -0000 The Rise Of People Analytics full 91 Matt Alder David Green talks to Matt Alder One of the most talked about areas of HR and Recruiting is People Analytics. But why is it such a popular trend and, in practical terms, what does People Analytics actually even mean? I can think of no one better qualified to answer these questions than David Green, Global Director of People Analytics Solutions at IBM and one of the world’s leading commentators on this topic. I’m delighted to have David as my guest on the show this week. In the interview we discuss:     •    David’s definition of People Analytics     •    The difference between analytics and reporting     •    Specific use cases of People Analytics across the talent lifecycle     •    Why recruiting is such a good fit for People Analytics     •    Predicting the future with Predictive Analytics     •    Internal and external data sources     •    AI and why we should believe some of the hype David also shares his views on using analytics to improve the employee experience and gives us his predictions for the future of this space P.S. My new book “Exceptional Talent” is available now. You can buy copies here directly from Kogan Page the publisher and if you use discount code FHRET20 you’ll get 20% off. If you want to subscribe to the Exceptional Talent mailing list to be kept updated on addition content and workshops we will be developing you can do that here www.exceptionaltalent.io Subscribe to this podcast in iTunes One of the most talked about areas of HR and Recruiting is People Analytics. But why is it such a popular trend and, in practical terms, what does People Analytics actually even mean?

I can think of no one better qualified to answer these questions than David Green, Global Director of People Analytics Solutions at IBM and one of the world’s leading commentators on this topic. I’m delighted to have David as my guest on the show this week.

In the interview we discuss:

    •    David’s definition of People Analytics

    •    The difference between analytics and reporting

    •    Specific use cases of People Analytics across the talent lifecycle

    •    Why recruiting is such a good fit for People Analytics

    •    Predicting the future with Predictive Analytics

    •    Internal and external data sources

    •    AI and why we should believe some of the hype

David also shares his views on using analytics to improve the employee experience and gives us his predictions for the future of this space

P.S. My new book “Exceptional Talent” is available now. You can buy copies here directly from Kogan Page the publisher and if you use discount code FHRET20 you’ll get 20% off.


If you want to subscribe to the Exceptional Talent mailing list to be kept updated on addition content and workshops we will be developing you can do that here www.exceptionaltalent.io


Subscribe to this podcast in iTunes

]]> 1473 no Ep 90: What Is Exceptional Talent? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_90_Final.mp3 A bit of a special episode this week. As regular listeners will know, “Exceptional Talent” the book I’ve co-authored with Mervyn Dinnen has just been published. With so many of the themes covered in the book crossing over with those that get covered on the podcast I thought it would make sense to give you a deep dive into the book’s content. My guest this week to help me do this is, of course, my co-author Mervyn. Topics we discuss:     •    What is the book about and why did we write it     •    Our definition of Exceptional Talent and the Talent Journey     •    Getting Talent Attention     •    Recruitment and Marketing     •    Art vs Science in the reinvention of Assessment     •    Continuous Onboarding     •    HR as Talent Producers     •    Developing The Employee Experience     •    Engagement and Retention     •    The implications of more technology in the workplace You can buy the book here directly from Kogan Page and if you use discount code FHRET20 you’ll get 20% off. If you want to subscribe to the Exceptional Talent mailing list to be kept updated on addition content and workshops we will be developing you can do that here www.exceptionaltalent.io Subscribe to this podcast in iTunes Wed, 10 May 2017 12:12:16 -0000 What Is Exceptional Talent? full 90 Matt Alder Matt Alder and Mervyn Dinnen talk about their book Exceptional Talent A bit of a special episode this week. As regular listeners will know, “Exceptional Talent” the book I’ve co-authored with Mervyn Dinnen has just been published. With so many of the themes covered in the book crossing over with those that get covered on the podcast I thought it would make sense to give you a deep dive into the book’s content. My guest this week to help me do this is, of course, my co-author Mervyn. Topics we discuss:     •    What is the book about and why did we write it     •    Our definition of Exceptional Talent and the Talent Journey     •    Getting Talent Attention     •    Recruitment and Marketing     •    Art vs Science in the reinvention of Assessment     •    Continuous Onboarding     •    HR as Talent Producers     •    Developing The Employee Experience     •    Engagement and Retention     •    The implications of more technology in the workplace You can buy the book here directly from Kogan Page and if you use discount code FHRET20 you’ll get 20% off. If you want to subscribe to the Exceptional Talent mailing list to be kept updated on addition content and workshops we will be developing you can do that here www.exceptionaltalent.io Subscribe to this podcast in iTunes A bit of a special episode this week. As regular listeners will know, “Exceptional Talent” the book I’ve co-authored with Mervyn Dinnen has just been published.

With so many of the themes covered in the book crossing over with those that get covered on the podcast I thought it would make sense to give you a deep dive into the book’s content. My guest this week to help me do this is, of course, my co-author Mervyn.

Topics we discuss:

    •    What is the book about and why did we write it

    •    Our definition of Exceptional Talent and the Talent Journey

    •    Getting Talent Attention

    •    Recruitment and Marketing

    •    Art vs Science in the reinvention of Assessment

    •    Continuous Onboarding

    •    HR as Talent Producers

    •    Developing The Employee Experience

    •    Engagement and Retention

    •    The implications of more technology in the workplace

You can buy the book here directly from Kogan Page and if you use discount code FHRET20 you’ll get 20% off.

If you want to subscribe to the Exceptional Talent mailing list to be kept updated on addition content and workshops we will be developing you can do that here www.exceptionaltalent.io

Subscribe to this podcast in iTunes

]]> 1661 no Ep 89: Talent Acquisition Evolution https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_89_Final.mp3 This week sees a first for the show, rather than me just interviewing one guest, in this episode I’m interviewing two. I recently headed down to Pepsico’s UK offices in Reading to have a conversation with Kevin Hough, their Head of Talent Acquisition for the UK and Ireland, and Dan Fitzpatrick, Talent Acquisition Lead for PepsiCo Global Concentrate Solutions. We covered a lot of ground in our discussion and it was great to hear Kevin and Dan talk about some of the everyday realities of in house recruitment within a large corporate. In the interview we discuss:     •    PepsiCo’s recruiting challenges     •    Anticipating STEM recruitment needs     •    How Talent Acquisition is changing as a discipline     •    Is recruiting the same as marketing?     •    The changing skill set of the in house recruiter     •    Rethinking relationships with recruitment agencies     •    The role of technology Kevin and Dan also give us their views on the likely future for talent acquisition. Subscribe to this podcast in iTunes Fri, 28 Apr 2017 13:29:45 -0000 Talent Acquisition Evolution full 89 Matt Alder Kevin Hough and Dan Fitzpatrick from PepsiCo talk to Matt Alder This week sees a first for the show, rather than me just interviewing one guest, in this episode I’m interviewing two. I recently headed down to Pepsico’s UK offices in Reading to have a conversation with Kevin Hough, their Head of Talent Acquisition for the UK and Ireland, and Dan Fitzpatrick, Talent Acquisition Lead for PepsiCo Global Concentrate Solutions. We covered a lot of ground in our discussion and it was great to hear Kevin and Dan talk about some of the everyday realities of in house recruitment within a large corporate. In the interview we discuss:     •    PepsiCo’s recruiting challenges     •    Anticipating STEM recruitment needs     •    How Talent Acquisition is changing as a discipline     •    Is recruiting the same as marketing?     •    The changing skill set of the in house recruiter     •    Rethinking relationships with recruitment agencies     •    The role of technology Kevin and Dan also give us their views on the likely future for talent acquisition. Subscribe to this podcast in iTunes This week sees a first for the show, rather than me just interviewing one guest, in this episode I’m interviewing two. I recently headed down to Pepsico’s UK offices in Reading to have a conversation with Kevin Hough, their Head of Talent Acquisition for the UK and Ireland, and Dan Fitzpatrick, Talent Acquisition Lead for PepsiCo Global Concentrate Solutions.

We covered a lot of ground in our discussion and it was great to hear Kevin and Dan talk about some of the everyday realities of in house recruitment within a large corporate.

In the interview we discuss:

    •    PepsiCo’s recruiting challenges

    •    Anticipating STEM recruitment needs

    •    How Talent Acquisition is changing as a discipline

    •    Is recruiting the same as marketing?

    •    The changing skill set of the in house recruiter

    •    Rethinking relationships with recruitment agencies

    •    The role of technology

Kevin and Dan also give us their views on the likely future for talent acquisition.

Subscribe to this podcast in iTunes

]]> 1215 no Ep 88: The Programmatic Future Of Job Boards https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_88_Final.mp3 The future of job boards has been an ongoing debate in our industry for years. A debate that has been dominated by predictions of their demise. These predictions have so far proved to be erroneous. But what is their future? Who to better to ask than my guest this week Peter Weddle. Peter is the CEO of TA Tech, the trade association for the global talent acquisition technology industry. He has been a close observer of the job board market since its inception in the 1990s and has some great insights to share. In the interview we discuss: Peter’s history in the industry and some of the changes he has seen Why talent acquisition vendors are looking at solution stacking and building partnerships and alliances The potential of programmatic advertising and what recruiting can learn from mistakes made in e-commerce advertising The challenge of transitioning from duration based advertising to performance based advertising Other ways that Job Boards are changing. Peter also shares his views on the future and gives us details of several unique events being run by TA Tech during 2017 Subscribe to this podcast in iTunes Wed, 19 Apr 2017 17:06:05 -0000 The Programmatic Future Of Job Boards full 88 Matt Alder Peter Weddle from TA Tech talks to Matt Alder The future of job boards has been an ongoing debate in our industry for years. A debate that has been dominated by predictions of their demise. These predictions have so far proved to be erroneous. But what is their future? Who to better to ask than my guest this week Peter Weddle. Peter is the CEO of TA Tech, the trade association for the global talent acquisition technology industry. He has been a close observer of the job board market since its inception in the 1990s and has some great insights to share. In the interview we discuss: Peter’s history in the industry and some of the changes he has seen Why talent acquisition vendors are looking at solution stacking and building partnerships and alliances The potential of programmatic advertising and what recruiting can learn from mistakes made in e-commerce advertising The challenge of transitioning from duration based advertising to performance based advertising Other ways that Job Boards are changing. Peter also shares his views on the future and gives us details of several unique events being run by TA Tech during 2017 Subscribe to this podcast in iTunes The future of job boards has been an ongoing debate in our industry for years. A debate that has been dominated by predictions of their demise. These predictions have so far proved to be erroneous. But what is their future?

Who to better to ask than my guest this week Peter Weddle. Peter is the CEO of TA Tech, the trade association for the global talent acquisition technology industry. He has been a close observer of the job board market since its inception in the 1990s and has some great insights to share.

In the interview we discuss:

Peter’s history in the industry and some of the changes he has seen

Why talent acquisition vendors are looking at solution stacking and building partnerships and alliances

The potential of programmatic advertising and what recruiting can learn from mistakes made in e-commerce advertising

The challenge of transitioning from duration based advertising to performance based advertising

Other ways that Job Boards are changing.

Peter also shares his views on the future and gives us details of several unique events being run by TA Tech during 2017


Subscribe to this podcast in iTunes

]]> 1498 no Ep 87: Hiring On All Cylinders https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_87_Final.mp3 Time for something completely different. One of my favorite industry podcasts is Hiring On All Cylinders produced by the lovely people at Entelo. This week, in the interests of friendly podcast co-operation, I’m doing a podcast exchange with them. I’m interviewed in the latest episode of Hiring On All Cylinders, talking about my new book and everything I’ve learned from interviewing all my wonderful podcast guests. Meanwhile on this week’s Recruiting Future Podcast my guest is Jill Witty, VP of Talent and Operations at Entelo. Jill has helped the company scale up from 7 employees to a 120 employees and has some fascinating insights into the modern world of Talent Acquisition. In the interview we discuss:     •    Innovative recruiting approaches     •    Diversifying talent pools at the top of the funnel     •    Establishing a compelling and competitive employer brand     •    Values based recruiting that focuses on culture add rather than culture fit Jill also gives us her take on the future of talent acquisition technology and in particular the potential role of artificial intelligence in recruiting. Subscribe to this podcast in iTunes Thu, 13 Apr 2017 12:35:44 -0000 Hiring On All Cylinders full 87 Matt Alder Jill Witty from Entelo talks to Matt Alder Time for something completely different. One of my favorite industry podcasts is Hiring On All Cylinders produced by the lovely people at Entelo. This week, in the interests of friendly podcast co-operation, I’m doing a podcast exchange with them. I’m interviewed in the latest episode of Hiring On All Cylinders, talking about my new book and everything I’ve learned from interviewing all my wonderful podcast guests. Meanwhile on this week’s Recruiting Future Podcast my guest is Jill Witty, VP of Talent and Operations at Entelo. Jill has helped the company scale up from 7 employees to a 120 employees and has some fascinating insights into the modern world of Talent Acquisition. In the interview we discuss:     •    Innovative recruiting approaches     •    Diversifying talent pools at the top of the funnel     •    Establishing a compelling and competitive employer brand     •    Values based recruiting that focuses on culture add rather than culture fit Jill also gives us her take on the future of talent acquisition technology and in particular the potential role of artificial intelligence in recruiting. Subscribe to this podcast in iTunes Time for something completely different. One of my favorite industry podcasts is Hiring On All Cylinders produced by the lovely people at Entelo. This week, in the interests of friendly podcast co-operation, I’m doing a podcast exchange with them.

I’m interviewed in the latest episode of Hiring On All Cylinders, talking about my new book and everything I’ve learned from interviewing all my wonderful podcast guests. Meanwhile on this week’s Recruiting Future Podcast my guest is Jill Witty, VP of Talent and Operations at Entelo. Jill has helped the company scale up from 7 employees to a 120 employees and has some fascinating insights into the modern world of Talent Acquisition.

In the interview we discuss:

    •    Innovative recruiting approaches

    •    Diversifying talent pools at the top of the funnel

    •    Establishing a compelling and competitive employer brand

    •    Values based recruiting that focuses on culture add rather than culture fit

Jill also gives us her take on the future of talent acquisition technology and in particular the potential role of artificial intelligence in recruiting.

Subscribe to this podcast in iTunes

]]> 1355 no Ep 86: How To Be A Best Place To Work https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_86_Final.mp3 Over the last few  weeks a number of guests on the podcast have mentioned that they have been included in Glassdoor’s Best Places To Work list and I’m sure many of you are interested in finding out more about what this actually means. My guest this week is Lisa Holden , Employer Communications Manager at Glassdoor. I spoke to Lisa to find out how the Best Places To Work list is put together and also to understand more about the growing correlation between employee voice and employer brand. In the interview we discuss:     •    The origins of Best Places To Work     •    Debunking some common myths     •    What are the common traits that propel employers up the list     •    Why the relationship between employee voice and employer brand is so important     •    The vital importance of transparency Lisa also talks us through some of the more surprising inclusions in the list and gives us her thoughts on future trends Subscribe to this podcast on iTunes ANNOUNCEMENT: You can now download a dedicated Recruiting Future Podcast app for your smart phone or tablet. Just search for “Recruiting Future” in the Apple or Google Play app stores. Wed, 05 Apr 2017 09:28:05 -0000 How To Be A Best Place To Work full 86 Matt Alder Lisa Holden from Glassdoor speaks to Matt Alder Over the last few  weeks a number of guests on the podcast have mentioned that they have been included in Glassdoor’s Best Places To Work list and I’m sure many of you are interested in finding out more about what this actually means. My guest this week is Lisa Holden , Employer Communications Manager at Glassdoor. I spoke to Lisa to find out how the Best Places To Work list is put together and also to understand more about the growing correlation between employee voice and employer brand. In the interview we discuss:     •    The origins of Best Places To Work     •    Debunking some common myths     •    What are the common traits that propel employers up the list     •    Why the relationship between employee voice and employer brand is so important     •    The vital importance of transparency Lisa also talks us through some of the more surprising inclusions in the list and gives us her thoughts on future trends Subscribe to this podcast on iTunes ANNOUNCEMENT: You can now download a dedicated Recruiting Future Podcast app for your smart phone or tablet. Just search for “Recruiting Future” in the Apple or Google Play app stores. Over the last few  weeks a number of guests on the podcast have mentioned that they have been included in Glassdoor’s Best Places To Work list and I’m sure many of you are interested in finding out more about what this actually means.

My guest this week is Lisa Holden , Employer Communications Manager at Glassdoor. I spoke to Lisa to find out how the Best Places To Work list is put together and also to understand more about the growing correlation between employee voice and employer brand.

In the interview we discuss:

    •    The origins of Best Places To Work

    •    Debunking some common myths

    •    What are the common traits that propel employers up the list

    •    Why the relationship between employee voice and employer brand is so important

    •    The vital importance of transparency

Lisa also talks us through some of the more surprising inclusions in the list and gives us her thoughts on future trends

Subscribe to this podcast on iTunes

ANNOUNCEMENT: You can now download a dedicated Recruiting Future Podcast app for your smart phone or tablet. Just search for “Recruiting Future” in the Apple or Google Play app stores.

]]> 1329 no Ep 85: Recruitment Marketing Platforms https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_85_Final.mp3 Over the last few years, we have seen the development of a new type of recruiting technology, the recruitment marketing platform. Designed to make Talent Attraction more strategic and bring marketing technologies and techniques to recruiters, these platforms are certainly making an impact but I sense that there is still a lot of confusion surrounding them. My guest this week is Madeline Laurano, principal analyst and co-founder of Aptitude Research Partners. Madeline has recently authored a market report on recruitment marketing platforms which is designed to give potential buyers much needed insight into this emerging space. In the interview we discuss:     •    What recruitment marketing platforms are and what they are not     •    The changes in Talent Acquisition that are driving the market for this type of technology     •    The key features and capabilities of recruitment marketing platforms.     •    The value and results clients are seeing from using these platforms     •    What buyers should be looking for when selecting a recruitment marketing platform Madeline also gives us her view on the likely future of this market in terms of partnerships and consolidation. Subscribe to this podcast in iTunes Fri, 31 Mar 2017 09:30:06 -0000 Recruitment Marketing Platforms full 85 Matt Alder Madeline Laurano from Aptitide Research Partners Speaks to Matt Alder Over the last few years, we have seen the development of a new type of recruiting technology, the recruitment marketing platform. Designed to make Talent Attraction more strategic and bring marketing technologies and techniques to recruiters, these platforms are certainly making an impact but I sense that there is still a lot of confusion surrounding them. My guest this week is Madeline Laurano, principal analyst and co-founder of Aptitude Research Partners. Madeline has recently authored a market report on recruitment marketing platforms which is designed to give potential buyers much needed insight into this emerging space. In the interview we discuss:     •    What recruitment marketing platforms are and what they are not     •    The changes in Talent Acquisition that are driving the market for this type of technology     •    The key features and capabilities of recruitment marketing platforms.     •    The value and results clients are seeing from using these platforms     •    What buyers should be looking for when selecting a recruitment marketing platform Madeline also gives us her view on the likely future of this market in terms of partnerships and consolidation. Subscribe to this podcast in iTunes Over the last few years, we have seen the development of a new type of recruiting technology, the recruitment marketing platform.

Designed to make Talent Attraction more strategic and bring marketing technologies and techniques to recruiters, these platforms are certainly making an impact but I sense that there is still a lot of confusion surrounding them.


My guest this week is Madeline Laurano, principal analyst and co-founder of Aptitude Research Partners. Madeline has recently authored a market report on recruitment marketing platforms which is designed to give potential buyers much needed insight into this emerging space.


In the interview we discuss:

    •    What recruitment marketing platforms are and what they are not
    •    The changes in Talent Acquisition that are driving the market for this type of technology
    •    The key features and capabilities of recruitment marketing platforms.
    •    The value and results clients are seeing from using these platforms
    •    What buyers should be looking for when selecting a recruitment marketing platform

Madeline also gives us her view on the likely future of this market in terms of partnerships and consolidation.


Subscribe to this podcast in iTunes

]]> 1182 no Ep 84: An Innovative Approach To Recruiting https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_84_Final.mp3 One of the things I’ve learned from interviewing people for the podcast is that very often the most effective recruiting innovations come from the recruiting teams at tech start-ups who have successfully scaled. This is normally as a result of the size of the recruiting challenges they tend to face and the speed at which they must overcome them. My guest this week is Anna Lambert, Director of Talent Acquisition at Shopify. Shopify is a great example of a tech company that has scaled massively and Anna has some great insights on recruiting innovation to share. In the interview we discus:     •    How to maintain quality of hire as you grow     •    The life story approach to recruiting     •    Interview shadowing     •    Effective strategies to overcome human unconscious bias     •    The critical importance of employer brand Anna also talks about the advantages of her non-recruiting background and gives her view on the outlook for the future. Shopify are currently looking for new recruiters to join their team, more details are available on their careers site Subscribe to this podcast in iTunes Fri, 24 Mar 2017 13:38:38 -0000 An Innovative Approach To Recruiting full 84 Matt Alder Anna Lambert talks to Matt Alder One of the things I’ve learned from interviewing people for the podcast is that very often the most effective recruiting innovations come from the recruiting teams at tech start-ups who have successfully scaled. This is normally as a result of the size of the recruiting challenges they tend to face and the speed at which they must overcome them. My guest this week is Anna Lambert, Director of Talent Acquisition at Shopify. Shopify is a great example of a tech company that has scaled massively and Anna has some great insights on recruiting innovation to share. In the interview we discus:     •    How to maintain quality of hire as you grow     •    The life story approach to recruiting     •    Interview shadowing     •    Effective strategies to overcome human unconscious bias     •    The critical importance of employer brand Anna also talks about the advantages of her non-recruiting background and gives her view on the outlook for the future. Shopify are currently looking for new recruiters to join their team, more details are available on their careers site Subscribe to this podcast in iTunes One of the things I’ve learned from interviewing people for the podcast is that very often the most effective recruiting innovations come from the recruiting teams at tech start-ups who have successfully scaled. This is normally as a result of the size of the recruiting challenges they tend to face and the speed at which they must overcome them.

My guest this week is Anna Lambert, Director of Talent Acquisition at Shopify. Shopify is a great example of a tech company that has scaled massively and Anna has some great insights on recruiting innovation to share.

In the interview we discus:

    •    How to maintain quality of hire as you grow

    •    The life story approach to recruiting

    •    Interview shadowing

    •    Effective strategies to overcome human unconscious bias

    •    The critical importance of employer brand

Anna also talks about the advantages of her non-recruiting background and gives her view on the outlook for the future.

Shopify are currently looking for new recruiters to join their team, more details are available on their careers site

Subscribe to this podcast in iTunes

]]> 1516 no Ep 83: Persona Based Recruiting https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_83_Final.mp3 I’ve noticed that there is an increasing amount of discussion about the use of personas as a tool for sourcing and recruitment marketing. However I also suspect that is still not a great deal of understanding about what personas actually are and just how useful they can be. I can think of no better person to shed some light on this top than John Vlastelica from Recruiting Toolbox. John returns for a second visit to the show after his incredibly popular interview last year on hiring managers In this interview we discuss: What are personas, how can they be used and what are their advantages The key components of a persona and how you go about creating them How personas can be used to build pipelines in a way that massively accelerate time to hire Using personas to help shape the recruiting sell by defining magnet people and magnet projects John also give his thoughts on the future role of technology in this area and explains why he wants to see more employers using these  persona based methodologies. Subscribe to this podcast in iTunes Fri, 17 Mar 2017 15:24:25 -0000 Persona Based Recruiting full 83 Matt Alder John Vlastelica from Recruiting Toolbox returns to the show I’ve noticed that there is an increasing amount of discussion about the use of personas as a tool for sourcing and recruitment marketing. However I also suspect that is still not a great deal of understanding about what personas actually are and just how useful they can be. I can think of no better person to shed some light on this top than John Vlastelica from Recruiting Toolbox. John returns for a second visit to the show after his incredibly popular interview last year on hiring managers In this interview we discuss: What are personas, how can they be used and what are their advantages The key components of a persona and how you go about creating them How personas can be used to build pipelines in a way that massively accelerate time to hire Using personas to help shape the recruiting sell by defining magnet people and magnet projects John also give his thoughts on the future role of technology in this area and explains why he wants to see more employers using these  persona based methodologies. Subscribe to this podcast in iTunes I’ve noticed that there is an increasing amount of discussion about the use of personas as a tool for sourcing and recruitment marketing. However I also suspect that is still not a great deal of understanding about what personas actually are and just how useful they can be.

I can think of no better person to shed some light on this top than John Vlastelica from Recruiting Toolbox. John returns for a second visit to the show after his incredibly popular interview last year on hiring managers

In this interview we discuss:

What are personas, how can they be used and what are their advantages

The key components of a persona and how you go about creating them

How personas can be used to build pipelines in a way that massively accelerate time to hire

Using personas to help shape the recruiting sell by defining magnet people and magnet projects

John also give his thoughts on the future role of technology in this area and explains why he wants to see more employers using these  persona based methodologies.

Subscribe to this podcast in iTunes

]]> 1859 no Ep 82: Content Marketing For Employer Branding https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_82_Final.mp3 Employer Branding and Content Marketing are two phrases that are being used more and more frequently these days. But what do they actually mean? How do they work together and why should employers be investing time and money into them? My guest this week is someone who knows the answer to all of these questions, James Ellis from Bex Consultants. James is an Employer Brand and Content Marketing specialist who has some really interesting insights into these topics. In the interview we discuss:     •    The definition of an Employer Brand     •    How employers can use re-framing to influence the perception of their brand     •    How Content Marketing can be used for Employer Brand activation     •    Brand patterns and story telling     •    The evolution of content formats James also talks us through the employers who he thinks are doing this well and give his advice for companies who are just getting started on this journey Subscribe to this podcast in iTunes Click here to pre-order “Exceptional Talent” Fri, 10 Mar 2017 17:51:09 -0000 Content Marketing For Employer Branding full 82 Matt Alder James Ellis talks to Matt Alder Employer Branding and Content Marketing are two phrases that are being used more and more frequently these days. But what do they actually mean? How do they work together and why should employers be investing time and money into them? My guest this week is someone who knows the answer to all of these questions, James Ellis from Bex Consultants. James is an Employer Brand and Content Marketing specialist who has some really interesting insights into these topics. In the interview we discuss:     •    The definition of an Employer Brand     •    How employers can use re-framing to influence the perception of their brand     •    How Content Marketing can be used for Employer Brand activation     •    Brand patterns and story telling     •    The evolution of content formats James also talks us through the employers who he thinks are doing this well and give his advice for companies who are just getting started on this journey Subscribe to this podcast in iTunes Click here to pre-order “Exceptional Talent” Employer Branding and Content Marketing are two phrases that are being used more and more frequently these days. But what do they actually mean? How do they work together and why should employers be investing time and money into them?

My guest this week is someone who knows the answer to all of these questions, James Ellis from Bex Consultants. James is an Employer Brand and Content Marketing specialist who has some really interesting insights into these topics.

In the interview we discuss:

    •    The definition of an Employer Brand

    •    How employers can use re-framing to influence the perception of their brand

    •    How Content Marketing can be used for Employer Brand activation

    •    Brand patterns and story telling

    •    The evolution of content formats

James also talks us through the employers who he thinks are doing this well and give his advice for companies who are just getting started on this journey

Subscribe to this podcast in iTunes

Click here to pre-order “Exceptional Talent”

]]> 1788 no Ep 81: The Perspectives Of A Group HR Director https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_81_Final.mp3 As part of my continuing focus on getting a diverse range of opinions and voices on the show, this week I thought it would be interesting to get the views of a Global HR Director. My guest for this episode is Graeme Cook, Group HR Director at ground engineering specialist Keller, a company who employ 10,000 people across 40 different companies. Graeme’s career has itself been a global one and he has worked in several different countries for his past employers, giving him a genuinely global perspective. In the interview we discuss:     •    Some of the key considerations and challenges of operating HR at a global level     •    Skill shortages in the Oil, Gas and Engineering sectors     •    The three key parts of the HR Director’s role and HR’s position within the organization     •    Technology, automation and the future of HR Graeme also talks about his transition from working in finance to working in HR and gives his views on the challenges of managing a multi-generational workforce. Subscribe to this podcast in iTunes Click here to pre-order “Exceptional Talent” Fri, 03 Mar 2017 13:44:29 -0000 The Perspectives Of A Group HR Director full 81 Matt Alder Graeme Cook talks to Matt Alder As part of my continuing focus on getting a diverse range of opinions and voices on the show, this week I thought it would be interesting to get the views of a Global HR Director. My guest for this episode is Graeme Cook, Group HR Director at ground engineering specialist Keller, a company who employ 10,000 people across 40 different companies. Graeme’s career has itself been a global one and he has worked in several different countries for his past employers, giving him a genuinely global perspective. In the interview we discuss:     •    Some of the key considerations and challenges of operating HR at a global level     •    Skill shortages in the Oil, Gas and Engineering sectors     •    The three key parts of the HR Director’s role and HR’s position within the organization     •    Technology, automation and the future of HR Graeme also talks about his transition from working in finance to working in HR and gives his views on the challenges of managing a multi-generational workforce. Subscribe to this podcast in iTunes Click here to pre-order “Exceptional Talent” As part of my continuing focus on getting a diverse range of opinions and voices on the show, this week I thought it would be interesting to get the views of a Global HR Director.

My guest for this episode is Graeme Cook, Group HR Director at ground engineering specialist Keller, a company who employ 10,000 people across 40 different companies. Graeme’s career has itself been a global one and he has worked in several different countries for his past employers, giving him a genuinely global perspective.

In the interview we discuss:

    •    Some of the key considerations and challenges of operating HR at a global level

    •    Skill shortages in the Oil, Gas and Engineering sectors

    •    The three key parts of the HR Director’s role and HR’s position within the organization

    •    Technology, automation and the future of HR

Graeme also talks about his transition from working in finance to working in HR and gives his views on the challenges of managing a multi-generational workforce.

Subscribe to this podcast in iTunes

Click here to pre-order “Exceptional Talent”

]]> 1119 no Ep 80: An Untapped Talent Pool https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_80_Final.mp3 It has become very clear from the conversations I’ve been having with employers this year that the problems posed by current and future skill shortages have never been higher on their agenda. The best companies are acting to solve these problems by thinking differently and tapping into some extremely valuable pools of talent that they may have previously overlooked. My guest this week is Jane Hatton Director of Evenbreak, a job board that matches talented disabled job seekers with inclusive employers. In the interview we discuss:     •    The strong business case for employing disabled people     •    Popular misconceptions round the implications of employing disabled people     •    How people with particular impairments (autism as one example) can bring particular skills to the workplace     •    How employers should go about attracting disabled people to their organization and how they should be adapting their recruitment processes to get the best talent     •    Which employers are doing this well Jane also shares her advice on the first steps employers should take to gain access to this valuable pool of talent Subscribe to this podcast in iTunes Fri, 24 Feb 2017 11:07:04 -0000 An Untapped Talent Pool full 80 Matt Alder Jane Hatton from Evenbreak talks to Matt Alder It has become very clear from the conversations I’ve been having with employers this year that the problems posed by current and future skill shortages have never been higher on their agenda. The best companies are acting to solve these problems by thinking differently and tapping into some extremely valuable pools of talent that they may have previously overlooked. My guest this week is Jane Hatton Director of Evenbreak, a job board that matches talented disabled job seekers with inclusive employers. In the interview we discuss:     •    The strong business case for employing disabled people     •    Popular misconceptions round the implications of employing disabled people     •    How people with particular impairments (autism as one example) can bring particular skills to the workplace     •    How employers should go about attracting disabled people to their organization and how they should be adapting their recruitment processes to get the best talent     •    Which employers are doing this well Jane also shares her advice on the first steps employers should take to gain access to this valuable pool of talent Subscribe to this podcast in iTunes It has become very clear from the conversations I’ve been having with employers this year that the problems posed by current and future skill shortages have never been higher on their agenda. The best companies are acting to solve these problems by thinking differently and tapping into some extremely valuable pools of talent that they may have previously overlooked.

My guest this week is Jane Hatton Director of Evenbreak, a job board that matches talented disabled job seekers with inclusive employers.

In the interview we discuss:

    •    The strong business case for employing disabled people

    •    Popular misconceptions round the implications of employing disabled people

    •    How people with particular impairments (autism as one example) can bring particular skills to the workplace

    •    How employers should go about attracting disabled people to their organization and how they should be adapting their recruitment processes to get the best talent

    •    Which employers are doing this well

Jane also shares her advice on the first steps employers should take to gain access to this valuable pool of talent

Subscribe to this podcast in iTunes

]]> 1284 no Ep 79: Understanding Talent Acquisition Technology https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Ep_79_Recruiting_Future_Podcast.mp3 Over the last few years there has been a massive proliferation in the number of talent acquisition tools and technologies on the market. The pace of change shows no sign of slowing down and it is increasingly difficult for talent acquisition leaders to know just where they should be focusing. My guest this week is Lance Haun, Practice Leader at The Starr Conspiracy Intelligence Unit. The Starr Conspiracy have recently published their 2017 Talent Acquisition Brandscape Report. A piece of research designed to help make sense of a confusing and fast moving market. In the interview we discuss:     •    How do you categorize and segment such a “nebulous” market sector     •    The current biggest area for innovation in talent acquisition     •    Dealing with the potential implications of Microsoft’s purchase of LinkedIn     •    The two key future trends everyone should be aware of Lance also gives us his view on the future pace of change in the sector and the likely impact of any potential global economic slow down Subscribe to this podcast in iTunes Wed, 15 Feb 2017 21:39:39 -0000 Understanding Talent Acquisition Technology full 79 Matt Alder Lance Haun from The Starr Conspiracy talks to Matt Alder Over the last few years there has been a massive proliferation in the number of talent acquisition tools and technologies on the market. The pace of change shows no sign of slowing down and it is increasingly difficult for talent acquisition leaders to know just where they should be focusing. My guest this week is Lance Haun, Practice Leader at The Starr Conspiracy Intelligence Unit. The Starr Conspiracy have recently published their 2017 Talent Acquisition Brandscape Report. A piece of research designed to help make sense of a confusing and fast moving market. In the interview we discuss:     •    How do you categorize and segment such a “nebulous” market sector     •    The current biggest area for innovation in talent acquisition     •    Dealing with the potential implications of Microsoft’s purchase of LinkedIn     •    The two key future trends everyone should be aware of Lance also gives us his view on the future pace of change in the sector and the likely impact of any potential global economic slow down Subscribe to this podcast in iTunes Over the last few years there has been a massive proliferation in the number of talent acquisition tools and technologies on the market. The pace of change shows no sign of slowing down and it is increasingly difficult for talent acquisition leaders to know just where they should be focusing.

My guest this week is Lance Haun, Practice Leader at The Starr Conspiracy Intelligence Unit. The Starr Conspiracy have recently published their 2017 Talent Acquisition Brandscape Report. A piece of research designed to help make sense of a confusing and fast moving market.

In the interview we discuss:

    •    How do you categorize and segment such a “nebulous” market sector

    •    The current biggest area for innovation in talent acquisition

    •    Dealing with the potential implications of Microsoft’s purchase of LinkedIn

    •    The two key future trends everyone should be aware of

Lance also gives us his view on the future pace of change in the sector and the likely impact of any potential global economic slow down

Subscribe to this podcast in iTunes

]]> 1653 no Ep 78: Recruiting High Performance Start Up Teams https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_78_Final.mp3 It is always important to step back and see the world through a different lens. With that in mind, I’ll be talking to several people on the show this year who have a vested interest in recruiting but aren’t viewing it from inside the industry bubble. My guest on this week’s show is Charlie O’Donnell founder and partner at Brooklyn Bridge Ventures in New York. Charlie is an early stage investor in a number of fast growing start-up companies and has first-hand experience of seeing which recruiting strategies are working in these dynamic business environments. In the interview we discuss:     •    The importance of effective team building     •    The challenges of defining and hiring to cultural fit     •    An “A Player” culture versus a learning based culture     •    Where the real skill shortages are in start-up recruitment     •    The effectiveness of having an iterative approach to developing job descriptions Charlie also shares his advice on how recruiters and start up founders can work better together Subscribe to this podcast in iTunes Fri, 10 Feb 2017 13:24:56 -0000 Recruiting High Performance Start Up Teams full 78 Matt Alder Charlie O' Donnell from Brooklyn Bridge Ventures talks to Matt Alder It is always important to step back and see the world through a different lens. With that in mind, I’ll be talking to several people on the show this year who have a vested interest in recruiting but aren’t viewing it from inside the industry bubble. My guest on this week’s show is Charlie O’Donnell founder and partner at Brooklyn Bridge Ventures in New York. Charlie is an early stage investor in a number of fast growing start-up companies and has first-hand experience of seeing which recruiting strategies are working in these dynamic business environments. In the interview we discuss:     •    The importance of effective team building     •    The challenges of defining and hiring to cultural fit     •    An “A Player” culture versus a learning based culture     •    Where the real skill shortages are in start-up recruitment     •    The effectiveness of having an iterative approach to developing job descriptions Charlie also shares his advice on how recruiters and start up founders can work better together Subscribe to this podcast in iTunes It is always important to step back and see the world through a different lens. With that in mind, I’ll be talking to several people on the show this year who have a vested interest in recruiting but aren’t viewing it from inside the industry bubble.

My guest on this week’s show is Charlie O’Donnell founder and partner at Brooklyn Bridge Ventures in New York. Charlie is an early stage investor in a number of fast growing start-up companies and has first-hand experience of seeing which recruiting strategies are working in these dynamic business environments.

In the interview we discuss:

    •    The importance of effective team building

    •    The challenges of defining and hiring to cultural fit

    •    An “A Player” culture versus a learning based culture

    •    Where the real skill shortages are in start-up recruitment

    •    The effectiveness of having an iterative approach to developing job descriptions

Charlie also shares his advice on how recruiters and start up founders can work better together

Subscribe to this podcast in iTunes

]]> 1734 no Ep 77: Employee Advocacy, Culture And Talent Attraction https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_77_Final.mp3 Talent Attraction in areas of extreme skill shortage is something that is consistently difficult. I’m always interested in any creative ways that employers are using to tackle the problem, particularly when they don’t have a massive budget or unlimited resources to use to solve it. My guest this week is Ruth Penfold, Director of Talent Acqusition at Shazam, a company who are regularly having to use innovative talent attraction approaches to bring on the board the talent they need. In the interview we discuss:     •    Why Shazam’s existing employees are their most importance Talent Attraction tool and why recruitment is everyone’s responsibility     •    The benefits of a transparent culture     •    The importance of candidate communication and an authentic candidate experience     •    Why being seen in the right communities is critical to success     •    Generational mindset and purpose We also discuss Shazam’s priorities for 2017 and Ruth gives us an insight into the unique musical experiences on offer to Shazam’s employees! Subscribe to this podcast in iTunes Tue, 24 Jan 2017 10:38:53 -0000 Employee Advocacy, Culture And Talent Attraction full 77 Matt Alder Ruth Penfold from Shazam speaks to Matt Alder Talent Attraction in areas of extreme skill shortage is something that is consistently difficult. I’m always interested in any creative ways that employers are using to tackle the problem, particularly when they don’t have a massive budget or unlimited resources to use to solve it. My guest this week is Ruth Penfold, Director of Talent Acqusition at Shazam, a company who are regularly having to use innovative talent attraction approaches to bring on the board the talent they need. In the interview we discuss:     •    Why Shazam’s existing employees are their most importance Talent Attraction tool and why recruitment is everyone’s responsibility     •    The benefits of a transparent culture     •    The importance of candidate communication and an authentic candidate experience     •    Why being seen in the right communities is critical to success     •    Generational mindset and purpose We also discuss Shazam’s priorities for 2017 and Ruth gives us an insight into the unique musical experiences on offer to Shazam’s employees! Subscribe to this podcast in iTunes Talent Attraction in areas of extreme skill shortage is something that is consistently difficult. I’m always interested in any creative ways that employers are using to tackle the problem, particularly when they don’t have a massive budget or unlimited resources to use to solve it.

My guest this week is Ruth Penfold, Director of Talent Acqusition at Shazam, a company who are regularly having to use innovative talent attraction approaches to bring on the board the talent they need.

In the interview we discuss:


    •    Why Shazam’s existing employees are their most importance Talent Attraction tool and why recruitment is everyone’s responsibility

    •    The benefits of a transparent culture

    •    The importance of candidate communication and an authentic candidate experience

    •    Why being seen in the right communities is critical to success

    •    Generational mindset and purpose

We also discuss Shazam’s priorities for 2017 and Ruth gives us an insight into the unique musical experiences on offer to Shazam’s employees!

Subscribe to this podcast in iTunes

]]> 1622 no Ep 76: HR and Digital Transformation https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_76_Final.mp3 For this first episode of 2017 I wanted to offer you something a bit different. Last year I was fortunate enough to deliver the opening keynote at HR Tech Fest in Johannesburg. My topic was the dual role I feel HR needs to play in the digital transformation of business. It was quite a personal presentation for me as I shared some of the lessons that I’ve learned from the 20 years of my career I have spent being digital disruptive in several different industries. The conference organizers, The Eventful Group, made an audio recording of the presentation which I’m delighted to share with you as this week’s podcast episode. In the presentation, you’ll hear me talk about five key lessons I’ve learnt about digital transformation: 1)    Change is Exponential 2)    There is a Revolution at Work 3)    Exceptional Talent Wins 4)    Perfect is not Best 5)    Think the Unthinkable In case you are wondering you don’t actual need to see the slides to understand the presentation but if you want to have a look you can find them here on SlideShare Subscribe to this podcast in iTunes Mon, 16 Jan 2017 20:56:24 -0000 HR and Digital Transformation full 76 Matt Alder Matt Alder on digital disruption For this first episode of 2017 I wanted to offer you something a bit different. Last year I was fortunate enough to deliver the opening keynote at HR Tech Fest in Johannesburg. My topic was the dual role I feel HR needs to play in the digital transformation of business. It was quite a personal presentation for me as I shared some of the lessons that I’ve learned from the 20 years of my career I have spent being digital disruptive in several different industries. The conference organizers, The Eventful Group, made an audio recording of the presentation which I’m delighted to share with you as this week’s podcast episode. In the presentation, you’ll hear me talk about five key lessons I’ve learnt about digital transformation: 1)    Change is Exponential 2)    There is a Revolution at Work 3)    Exceptional Talent Wins 4)    Perfect is not Best 5)    Think the Unthinkable In case you are wondering you don’t actual need to see the slides to understand the presentation but if you want to have a look you can find them here on SlideShare Subscribe to this podcast in iTunes For this first episode of 2017 I wanted to offer you something a bit different. Last year I was fortunate enough to deliver the opening keynote at HR Tech Fest in Johannesburg. My topic was the dual role I feel HR needs to play in the digital transformation of business. It was quite a personal presentation for me as I shared some of the lessons that I’ve learned from the 20 years of my career I have spent being digital disruptive in several different industries.

The conference organizers, The Eventful Group, made an audio recording of the presentation which I’m delighted to share with you as this week’s podcast episode.

In the presentation, you’ll hear me talk about five key lessons I’ve learnt about digital transformation:

1)    Change is Exponential
2)    There is a Revolution at Work
3)    Exceptional Talent Wins
4)    Perfect is not Best
5)    Think the Unthinkable

In case you are wondering you don’t actual need to see the slides to understand the presentation but if you want to have a look you can find them here on SlideShare

Subscribe to this podcast in iTunes

]]> 2658 no Ep 75: Strategic In House Recruiting https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_75_Final.mp3 It’s always great to welcome a previous guest back to the show. I’m particularly pleased this week to be able to welcome back William Uranga, Director or Technical and Corporate Recruiting at GoDaddy. Last time he was on the show William shared the tactics GoDaddy were using to recruit in some highly competitive markets. In this week’s episode William gives us an insight into the journey his talent acquisition are on to move from being reactionary to operational and ultimately to be genuine strategic partner for their business. In the interview we discuss:     •    How GoDaddy’s recruiting challenges have changed     •    Finding new ways of being proactive and partnering with the business     •    Making talent acquisition predictable in its delivery     •    The benefits of providing analytics to hiring managers     •    An incredibly smart way of improving the candidate experience If you are an in house recruiting leader looking for a model for change then this interview really is a must listen. Subscribe to this podcast in iTunes Wed, 21 Dec 2016 10:28:10 -0000 Strategic In House Recruiting full 75 Matt Alder William Uranga talks to Matt Alder It’s always great to welcome a previous guest back to the show. I’m particularly pleased this week to be able to welcome back William Uranga, Director or Technical and Corporate Recruiting at GoDaddy. Last time he was on the show William shared the tactics GoDaddy were using to recruit in some highly competitive markets. In this week’s episode William gives us an insight into the journey his talent acquisition are on to move from being reactionary to operational and ultimately to be genuine strategic partner for their business. In the interview we discuss:     •    How GoDaddy’s recruiting challenges have changed     •    Finding new ways of being proactive and partnering with the business     •    Making talent acquisition predictable in its delivery     •    The benefits of providing analytics to hiring managers     •    An incredibly smart way of improving the candidate experience If you are an in house recruiting leader looking for a model for change then this interview really is a must listen. Subscribe to this podcast in iTunes It’s always great to welcome a previous guest back to the show. I’m particularly pleased this week to be able to welcome back William Uranga, Director or Technical and Corporate Recruiting at GoDaddy.

Last time he was on the show William shared the tactics GoDaddy were using to recruit in some highly competitive markets. In this week’s episode William gives us an insight into the journey his talent acquisition are on to move from being reactionary to operational and ultimately to be genuine strategic partner for their business.

In the interview we discuss:

    •    How GoDaddy’s recruiting challenges have changed

    •    Finding new ways of being proactive and partnering with the business

    •    Making talent acquisition predictable in its delivery

    •    The benefits of providing analytics to hiring managers

    •    An incredibly smart way of improving the candidate experience

If you are an in house recruiting leader looking for a model for change then this interview really is a must listen.

Subscribe to this podcast in iTunes

]]> 1904 no Ep 74: Recruiterless Recruiting? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_74_Final.mp3 Some of the most interesting and effective technological innovation I have seen this year has been in the area of assessment. Whilst many of the new approaches aren’t yet widespread, I think they point towards a coming fundamental shift in the way we think about this part of the recruiting process. My guest this week is Dr Nathan Mondragon, Chief IO Psychologist at Hirevue. Hirevue have been doing some fascinating work within the science of assessment and its ability, via data and technology, to accurately predict performance. In the interview we discuss:     •    How technology and science are challenging the established norms of assessment     •    The hidden data in words, inflection, pauses and facial micro expressions     •    How video analytics can be combined with subsequent job performance data to develop predictive hiring models.     •    Using science to understand the art of recruiting and the changing role of humans within the recruitment process Nathan talks about the types of tangible ROI that employers in a number of different industries have gained from using this approach and he also shares his thoughts on what we can expect to happen in the future. Subscribe to this podcast in iTunes Fri, 16 Dec 2016 18:54:27 -0000 Recruiterless Recruiting? full 74 Matt Alder Dr Nathan Mondragon talks to Matt Alder Some of the most interesting and effective technological innovation I have seen this year has been in the area of assessment. Whilst many of the new approaches aren’t yet widespread, I think they point towards a coming fundamental shift in the way we think about this part of the recruiting process. My guest this week is Dr Nathan Mondragon, Chief IO Psychologist at Hirevue. Hirevue have been doing some fascinating work within the science of assessment and its ability, via data and technology, to accurately predict performance. In the interview we discuss:     •    How technology and science are challenging the established norms of assessment     •    The hidden data in words, inflection, pauses and facial micro expressions     •    How video analytics can be combined with subsequent job performance data to develop predictive hiring models.     •    Using science to understand the art of recruiting and the changing role of humans within the recruitment process Nathan talks about the types of tangible ROI that employers in a number of different industries have gained from using this approach and he also shares his thoughts on what we can expect to happen in the future. Subscribe to this podcast in iTunes Some of the most interesting and effective technological innovation I have seen this year has been in the area of assessment. Whilst many of the new approaches aren’t yet widespread, I think they point towards a coming fundamental shift in the way we think about this part of the recruiting process.

My guest this week is Dr Nathan Mondragon, Chief IO Psychologist at Hirevue. Hirevue have been doing some fascinating work within the science of assessment and its ability, via data and technology, to accurately predict performance.

In the interview we discuss:

    •    How technology and science are challenging the established norms of assessment

    •    The hidden data in words, inflection, pauses and facial micro expressions

    •    How video analytics can be combined with subsequent job performance data to develop predictive hiring models.

    •    Using science to understand the art of recruiting and the changing role of humans within the recruitment process

Nathan talks about the types of tangible ROI that employers in a number of different industries have gained from using this approach and he also shares his thoughts on what we can expect to happen in the future.

Subscribe to this podcast in iTunes

]]> 1512 no Ep 73: The Reinvention Of Recruitment Marketing https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_73_Final.mp3 2016 will be remembered for many things but in our industry one of the most notable trends has been the reinvention and resurgence of recruitment marketing. I’ve been working in recruitment marketing since 1999 so its certainly not a new thing but it has been interesting that this year has seen so much discussion and debate around it. To help me make sense of this my guest this week is HR Pro, Recruiter and industry commentator Tim Sackett. Tim recently hosted Smashfly’s Transform recruitment marketing conference and I was delighted to have him on the podcast to talk about the latest thinking in what is a critically important area for talent acquisition. In the interview we discuss:     •    Why Recruitment Marketing is back on the agenda and what has changed     •    Marketing spin versus authentic employee experience     •    The role of story telling     •    How technology is supporting the reinvention of the discipline     •    The advantages of corporate recruiting and marketing departments working closely together Tim also talks us through which employers he thinks are doing this well and also shares his views on the likely impact of President Trump on recruiting and HR in 2017 and beyond. This episode of the podcast is kindly supported by Hirevue Subscribe to this podcast in iTunes Fri, 09 Dec 2016 18:25:31 -0000 The Reinvention Of Recruitment Marketing full 73 Matt Alder Tim Sackett talks to Matt Alder 2016 will be remembered for many things but in our industry one of the most notable trends has been the reinvention and resurgence of recruitment marketing. I’ve been working in recruitment marketing since 1999 so its certainly not a new thing but it has been interesting that this year has seen so much discussion and debate around it. To help me make sense of this my guest this week is HR Pro, Recruiter and industry commentator Tim Sackett. Tim recently hosted Smashfly’s Transform recruitment marketing conference and I was delighted to have him on the podcast to talk about the latest thinking in what is a critically important area for talent acquisition. In the interview we discuss:     •    Why Recruitment Marketing is back on the agenda and what has changed     •    Marketing spin versus authentic employee experience     •    The role of story telling     •    How technology is supporting the reinvention of the discipline     •    The advantages of corporate recruiting and marketing departments working closely together Tim also talks us through which employers he thinks are doing this well and also shares his views on the likely impact of President Trump on recruiting and HR in 2017 and beyond. This episode of the podcast is kindly supported by Hirevue Subscribe to this podcast in iTunes 2016 will be remembered for many things but in our industry one of the most notable trends has been the reinvention and resurgence of recruitment marketing. I’ve been working in recruitment marketing since 1999 so its certainly not a new thing but it has been interesting that this year has seen so much discussion and debate around it.

To help me make sense of this my guest this week is HR Pro, Recruiter and industry commentator Tim Sackett. Tim recently hosted Smashfly’s Transform recruitment marketing conference and I was delighted to have him on the podcast to talk about the latest thinking in what is a critically important area for talent acquisition.

In the interview we discuss:

    •    Why Recruitment Marketing is back on the agenda and what has changed

    •    Marketing spin versus authentic employee experience

    •    The role of story telling

    •    How technology is supporting the reinvention of the discipline

    •    The advantages of corporate recruiting and marketing departments working closely together

Tim also talks us through which employers he thinks are doing this well and also shares his views on the likely impact of President Trump on recruiting and HR in 2017 and beyond.

This episode of the podcast is kindly supported by Hirevue

Subscribe to this podcast in iTunes

]]> 1553 no Ep 72: Customers As Candidates https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_72_Final.mp3 This week we return to the popular topic of improving the Candidate Experience. There is a lot of talk at the moment about the importance of treating candidate’s as customers but what happens when your candidates actually are your customers! My guest this week is Ben Gledhill, Talent Acquisition manager at retailer Sofology. Sofology is going through a digital transformation process at the moment to fulfill its aim of being an omnichannel retailer. They have been looking hard at their candidate experience and Ben offers some great practical insights into their learning and the improvements they have made. In the interview we discuss:     •    How a negative candidate experience can affect Sofology’s business     •    Building an emotional link with candidates     •    How to achieve total visibility on the candidate experience     •    Mandatory hiring manager interview training     •    The vital importance of a mobile optimized ATS     •    Using NPS ratings for candidate experience measurement     •    The value of explaining the recruitment process up front on the corporate career site Ben also talks about what’s next for talent acquisition at Sofology and gives us his view on emerging recruitment technologies. This episode of the podcast is kindly supported by HireVue Subscribe to this podcast in iTunes Thu, 01 Dec 2016 09:35:53 -0000 Customers As Candidates full 72 Matt Alder Ben Gledhill from Sofology talks to Matt Alder This week we return to the popular topic of improving the Candidate Experience. There is a lot of talk at the moment about the importance of treating candidate’s as customers but what happens when your candidates actually are your customers! My guest this week is Ben Gledhill, Talent Acquisition manager at retailer Sofology. Sofology is going through a digital transformation process at the moment to fulfill its aim of being an omnichannel retailer. They have been looking hard at their candidate experience and Ben offers some great practical insights into their learning and the improvements they have made. In the interview we discuss:     •    How a negative candidate experience can affect Sofology’s business     •    Building an emotional link with candidates     •    How to achieve total visibility on the candidate experience     •    Mandatory hiring manager interview training     •    The vital importance of a mobile optimized ATS     •    Using NPS ratings for candidate experience measurement     •    The value of explaining the recruitment process up front on the corporate career site Ben also talks about what’s next for talent acquisition at Sofology and gives us his view on emerging recruitment technologies. This episode of the podcast is kindly supported by HireVue Subscribe to this podcast in iTunes This week we return to the popular topic of improving the Candidate Experience. There is a lot of talk at the moment about the importance of treating candidate’s as customers but what happens when your candidates actually are your customers!

My guest this week is Ben Gledhill, Talent Acquisition manager at retailer Sofology. Sofology is going through a digital transformation process at the moment to fulfill its aim of being an omnichannel retailer. They have been looking hard at their candidate experience and Ben offers some great practical insights into their learning and the improvements they have made.

In the interview we discuss:

    •    How a negative candidate experience can affect Sofology’s business

    •    Building an emotional link with candidates

    •    How to achieve total visibility on the candidate experience

    •    Mandatory hiring manager interview training

    •    The vital importance of a mobile optimized ATS

    •    Using NPS ratings for candidate experience measurement

    •    The value of explaining the recruitment process up front on the corporate career site

Ben also talks about what’s next for talent acquisition at Sofology and gives us his view on emerging recruitment technologies.

This episode of the podcast is kindly supported by HireVue

Subscribe to this podcast in iTunes

]]> 1376 no Ep 71: How To Improve Your Career Site https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_71_Final.mp3 The first digital project I ever worked on was building a career website for German engineering giant Siemens. Since then I’ve been fascinated by the evolution of corporate career sites and I am currently working with a number of my clients to help them optimize this area of their talent acquisition strategy. My guest this week is someone who shares my obsession with career sites. Bas Van De Haterd is an independent consultant and entrepreneur based in The Netherlands. For the last 10 years Bas has run a major piece of research which audits the career sites of the largest 500 Dutch employers and he has a huge amount of insight to share. In the interview we discuss:     •    How to audit a career site     •    The single simple thing employers could do which would improve their response rates by 25%     •    Three areas which can be improved to give a better candidate experience     •    How to optimise a legacy ATS system to improve the application process     •    The balance between jobs, conversion and employer branding     •    Bas also talks about the development of mobile and shares his thoughts on innovation in this area. This episode of the podcast is supported by Metashift Subscribe to this podcast in iTunes Tue, 08 Nov 2016 14:46:35 -0000 How To Improve Your Career Site full 71 Matt Alder Bas Van De Haterd talks to Matt Alder The first digital project I ever worked on was building a career website for German engineering giant Siemens. Since then I’ve been fascinated by the evolution of corporate career sites and I am currently working with a number of my clients to help them optimize this area of their talent acquisition strategy. My guest this week is someone who shares my obsession with career sites. Bas Van De Haterd is an independent consultant and entrepreneur based in The Netherlands. For the last 10 years Bas has run a major piece of research which audits the career sites of the largest 500 Dutch employers and he has a huge amount of insight to share. In the interview we discuss:     •    How to audit a career site     •    The single simple thing employers could do which would improve their response rates by 25%     •    Three areas which can be improved to give a better candidate experience     •    How to optimise a legacy ATS system to improve the application process     •    The balance between jobs, conversion and employer branding     •    Bas also talks about the development of mobile and shares his thoughts on innovation in this area. This episode of the podcast is supported by Metashift Subscribe to this podcast in iTunes The first digital project I ever worked on was building a career website for German engineering giant Siemens. Since then I’ve been fascinated by the evolution of corporate career sites and I am currently working with a number of my clients to help them optimize this area of their talent acquisition strategy.

My guest this week is someone who shares my obsession with career sites. Bas Van De Haterd is an independent consultant and entrepreneur based in The Netherlands. For the last 10 years Bas has run a major piece of research which audits the career sites of the largest 500 Dutch employers and he has a huge amount of insight to share.

In the interview we discuss:

    •    How to audit a career site

    •    The single simple thing employers could do which would improve their response rates by 25%

    •    Three areas which can be improved to give a better candidate experience

    •    How to optimise a legacy ATS system to improve the application process

    •    The balance between jobs, conversion and employer branding

    •    Bas also talks about the development of mobile and shares his thoughts on innovation in this area.

This episode of the podcast is supported by Metashift

Subscribe to this podcast in iTunes

]]> 1599 no Ep 70: What’s Trending In Recruiting https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_70_Final.mp3 In last week’s episode I featured interviews with nine people who were searching for innovation at the HR Tech Conference in Chicago. This week I wanted to continue the same theme but with more of a focus on specific trends in recruiting. My guest this week is Andy McIlvaine who is conference chair for The Talent Acquisition Technology Conference and The Recruiting Trends Conference both of which are organized by Human Resource Executive (the company behind HR Tech) and take place in Austin Texas in November. In the interview we discuss:     •    The changing role of video in the talent acquisition process     •    Candidate Relationship Management and Candidate Experience     •    The latest social media methods and Recruitment Marketing Platforms     •    Whether talent shortages are genuine and what employers can do to solve the problem     •    Unconscious bias in recruiting     •    Predictive Analytics and Artificial Intelligence Andy also gives us a taster of the case studies that will be presented at the conferences and shares what has surprised him the most as a journalist covering this sector. Subscribe to this podcast in iTunes Tue, 18 Oct 2016 17:48:47 -0000 What’s Trending In Recruiting full 70 Matt Alder Andy McIlvaine speaks to Matt Alder In last week’s episode I featured interviews with nine people who were searching for innovation at the HR Tech Conference in Chicago. This week I wanted to continue the same theme but with more of a focus on specific trends in recruiting. My guest this week is Andy McIlvaine who is conference chair for The Talent Acquisition Technology Conference and The Recruiting Trends Conference both of which are organized by Human Resource Executive (the company behind HR Tech) and take place in Austin Texas in November. In the interview we discuss:     •    The changing role of video in the talent acquisition process     •    Candidate Relationship Management and Candidate Experience     •    The latest social media methods and Recruitment Marketing Platforms     •    Whether talent shortages are genuine and what employers can do to solve the problem     •    Unconscious bias in recruiting     •    Predictive Analytics and Artificial Intelligence Andy also gives us a taster of the case studies that will be presented at the conferences and shares what has surprised him the most as a journalist covering this sector. Subscribe to this podcast in iTunes In last week’s episode I featured interviews with nine people who were searching for innovation at the HR Tech Conference in Chicago. This week I wanted to continue the same theme but with more of a focus on specific trends in recruiting.

My guest this week is Andy McIlvaine who is conference chair for The Talent Acquisition Technology Conference and The Recruiting Trends Conference both of which are organized by Human Resource Executive (the company behind HR Tech) and take place in Austin Texas in November.

In the interview we discuss:

    •    The changing role of video in the talent acquisition process

    •    Candidate Relationship Management and Candidate Experience

    •    The latest social media methods and Recruitment Marketing Platforms

    •    Whether talent shortages are genuine and what employers can do to solve the problem

    •    Unconscious bias in recruiting

    •    Predictive Analytics and Artificial Intelligence

Andy also gives us a taster of the case studies that will be presented at the conferences and shares what has surprised him the most as a journalist covering this sector.

Subscribe to this podcast in iTunes

]]> 1355 no Ep 69: Hunting For Innovation At HR Tech https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_69_Final.mp3 Innovation and disruption are words that are used so often these days it is sometimes difficult to spot technologies that are genuinely innovative and genuinely disruptive. This seems to be a particular problem in the HR and Recruiting space. Last week I was one of the several thousand attendees at the HR Tech conference in Chicago trying to find clues about where our industry is heading. In this special HR Tech episode of the show you’ll hear from a number of people I met on my quest to discover HR innovation nirvana. My guests are: Gareth Jones from Chemistry Labs Bill Boorman from Recruiting Daily Kirstie Kelly from Launchpad Robert Newry from Artic Shores David Green from IBM Al Ademsen from The Talent Strategy Institute Chris Broderick from B .near Global Manish Goel from Trustsphere Neil Morrison from Penguin Random House We discuss everything from People Analytics to fake Artificial Intelligence and attempt to make some sense of the diverse HR technology landscape. Subscribe to this podcast in iTunes Fri, 14 Oct 2016 11:21:45 -0000 Hunting For Innovation At HR Tech full 69 Matt Alder Voices from HR Tech Chicago 2016 Innovation and disruption are words that are used so often these days it is sometimes difficult to spot technologies that are genuinely innovative and genuinely disruptive. This seems to be a particular problem in the HR and Recruiting space. Last week I was one of the several thousand attendees at the HR Tech conference in Chicago trying to find clues about where our industry is heading. In this special HR Tech episode of the show you’ll hear from a number of people I met on my quest to discover HR innovation nirvana. My guests are: Gareth Jones from Chemistry Labs Bill Boorman from Recruiting Daily Kirstie Kelly from Launchpad Robert Newry from Artic Shores David Green from IBM Al Ademsen from The Talent Strategy Institute Chris Broderick from B .near Global Manish Goel from Trustsphere Neil Morrison from Penguin Random House We discuss everything from People Analytics to fake Artificial Intelligence and attempt to make some sense of the diverse HR technology landscape. Subscribe to this podcast in iTunes Innovation and disruption are words that are used so often these days it is sometimes difficult to spot technologies that are genuinely innovative and genuinely disruptive. This seems to be a particular problem in the HR and Recruiting space.

Last week I was one of the several thousand attendees at the HR Tech conference in Chicago trying to find clues about where our industry is heading. In this special HR Tech episode of the show you’ll hear from a number of people I met on my quest to discover HR innovation nirvana.

My guests are:

Gareth Jones from Chemistry Labs
Bill Boorman from Recruiting Daily
Kirstie Kelly from Launchpad
Robert Newry from Artic Shores
David Green from IBM
Al Ademsen from The Talent Strategy Institute
Chris Broderick from B .near Global
Manish Goel from Trustsphere
Neil Morrison from Penguin Random House

We discuss everything from People Analytics to fake Artificial Intelligence and attempt to make some sense of the diverse HR technology landscape.

Subscribe to this podcast in iTunes

]]> 2380 no Ep 68: How To Source The Very Best Talent https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/The_Recruiting_Future_Podcast_Episode_68_Final.mp3 One of the topics we’ve never really covered in much detail on the podcast is the role of sourcing in corporate recruiting. It is obviously something that is absolutely critical to many organizations particularly those who are recruiting in market segments that are suffering skill shortages. My guest this week is Chris Shaw Director of Talent at Meteor. Chris has previously been part of the recruiting team at Google and was part of the team who recruited 300 hires in 11 months at Twitter. At Meteor he focuses on recruiting the top 1% of the top 1% of technology talent and I’m delighted he agreed to come on the show to share his thoughts and some of the practical techniques he uses. In the interview we discuss:     •    Why turning passive candidates into active ones is always better than post and pray     •    How to identify your Hiring Bar     •    The importance of a great ATS     •    Automation and personalization Chris also gives us a step by step walk through of the techniques he uses and share his thoughts on the future of sourcing This episode the podcast is kindly sponsored by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Thu, 06 Oct 2016 15:49:09 -0000 How To Source The Very Best Talent full 68 Matt Alder Chris Shaw talks to Matt Alder One of the topics we’ve never really covered in much detail on the podcast is the role of sourcing in corporate recruiting. It is obviously something that is absolutely critical to many organizations particularly those who are recruiting in market segments that are suffering skill shortages. My guest this week is Chris Shaw Director of Talent at Meteor. Chris has previously been part of the recruiting team at Google and was part of the team who recruited 300 hires in 11 months at Twitter. At Meteor he focuses on recruiting the top 1% of the top 1% of technology talent and I’m delighted he agreed to come on the show to share his thoughts and some of the practical techniques he uses. In the interview we discuss:     •    Why turning passive candidates into active ones is always better than post and pray     •    How to identify your Hiring Bar     •    The importance of a great ATS     •    Automation and personalization Chris also gives us a step by step walk through of the techniques he uses and share his thoughts on the future of sourcing This episode the podcast is kindly sponsored by Lever, where ATS meets CRM Subscribe to this podcast in iTunes One of the topics we’ve never really covered in much detail on the podcast is the role of sourcing in corporate recruiting. It is obviously something that is absolutely critical to many organizations particularly those who are recruiting in market segments that are suffering skill shortages.

My guest this week is Chris Shaw Director of Talent at Meteor. Chris has previously been part of the recruiting team at Google and was part of the team who recruited 300 hires in 11 months at Twitter. At Meteor he focuses on recruiting the top 1% of the top 1% of technology talent and I’m delighted he agreed to come on the show to share his thoughts and some of the practical techniques he uses.

In the interview we discuss:

    •    Why turning passive candidates into active ones is always better than post and pray

    •    How to identify your Hiring Bar

    •    The importance of a great ATS

    •    Automation and personalization

Chris also gives us a step by step walk through of the techniques he uses and share his thoughts on the future of sourcing

This episode the podcast is kindly sponsored by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

]]> 1800 no Ep 67: Developing an Employer Brand for a Nation https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_67_Final.mp3 The critical role employer branding plays in attracting top tech talent to companies is something we have covered a few times on the podcast. However, what happens when you need to create an employer brand for an entire country? The Irish government recently initiated a project to do just that in order to service the growing need to import top tech talent into the Irish digital economy. My guest this week is Niall Dowling who is Strategic Director at Atomic, the marketing agency who are delivering the project and its resulting website www.techlifeireland.com In the interview we discuss:     •    The strategic thinking behind the employer brand     •    Some surprising insights from the research that reveal the motivations that drive people to relocate     •    Audience segmentation and personas     •    The importance of quality of career and meaningful work     •    How the brand has been activated and optimized for the target audience. Niall also shares the results of the project so far and offers his advice to companies looking to attract senior talent from abroad. This episode of the podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Wed, 28 Sep 2016 09:25:45 -0000 Developing an Employer Brand for a Nation full 67 Matt Alder Matt Alder talks to Niall Dowling from Atomic The critical role employer branding plays in attracting top tech talent to companies is something we have covered a few times on the podcast. However, what happens when you need to create an employer brand for an entire country? The Irish government recently initiated a project to do just that in order to service the growing need to import top tech talent into the Irish digital economy. My guest this week is Niall Dowling who is Strategic Director at Atomic, the marketing agency who are delivering the project and its resulting website www.techlifeireland.com In the interview we discuss:     •    The strategic thinking behind the employer brand     •    Some surprising insights from the research that reveal the motivations that drive people to relocate     •    Audience segmentation and personas     •    The importance of quality of career and meaningful work     •    How the brand has been activated and optimized for the target audience. Niall also shares the results of the project so far and offers his advice to companies looking to attract senior talent from abroad. This episode of the podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes The critical role employer branding plays in attracting top tech talent to companies is something we have covered a few times on the podcast. However, what happens when you need to create an employer brand for an entire country? The Irish government recently initiated a project to do just that in order to service the growing need to import top tech talent into the Irish digital economy.

My guest this week is Niall Dowling who is Strategic Director at Atomic, the marketing agency who are delivering the project and its resulting website www.techlifeireland.com

In the interview we discuss:

    •    The strategic thinking behind the employer brand

    •    Some surprising insights from the research that reveal the motivations that drive people to relocate

    •    Audience segmentation and personas

    •    The importance of quality of career and meaningful work

    •    How the brand has been activated and optimized for the target audience.

Niall also shares the results of the project so far and offers his advice to companies looking to attract senior talent from abroad.

This episode of the podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

]]> 1373 no Ep 66: Global Talent Branding at Groupon https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_66_Final.mp3 The balance between global consistency and local nuance in recruitment marketing is a difficult issue that provokes a lot of debate. It has become clear to me from working with a number of employers in this area that there are no right answers and every company needs a bespoke approach to be successful. My guest this week is John McCall who oversees Talent Branding for Groupon in the EMEA region. Groupon has grown via acquisition in EMEA, creating a number of challenges for brand and marketing consistency. In the interview we discuss:     •    Groupon’s definition of Talent Branding and how they are positioning themselves as an employer of choice.     •    Creating a core central truth with local variations     •    Marketing effectively in multiple languages     •    The role of mobile video and social engagement     •    The importance of messaging consistency throughout the business John also talks about what is next for Groupon and gives us his thoughts on the future of Talent Branding This episode of the podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Fri, 16 Sep 2016 07:40:12 -0000 Global Talent Branding at Groupon full 66 Matt Alder John McCall talks to Matt Alder The balance between global consistency and local nuance in recruitment marketing is a difficult issue that provokes a lot of debate. It has become clear to me from working with a number of employers in this area that there are no right answers and every company needs a bespoke approach to be successful. My guest this week is John McCall who oversees Talent Branding for Groupon in the EMEA region. Groupon has grown via acquisition in EMEA, creating a number of challenges for brand and marketing consistency. In the interview we discuss:     •    Groupon’s definition of Talent Branding and how they are positioning themselves as an employer of choice.     •    Creating a core central truth with local variations     •    Marketing effectively in multiple languages     •    The role of mobile video and social engagement     •    The importance of messaging consistency throughout the business John also talks about what is next for Groupon and gives us his thoughts on the future of Talent Branding This episode of the podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes The balance between global consistency and local nuance in recruitment marketing is a difficult issue that provokes a lot of debate. It has become clear to me from working with a number of employers in this area that there are no right answers and every company needs a bespoke approach to be successful.

My guest this week is John McCall who oversees Talent Branding for Groupon in the EMEA region. Groupon has grown via acquisition in EMEA, creating a number of challenges for brand and marketing consistency.

In the interview we discuss:

    •    Groupon’s definition of Talent Branding and how they are positioning themselves as an employer of choice.

    •    Creating a core central truth with local variations

    •    Marketing effectively in multiple languages

    •    The role of mobile video and social engagement

    •    The importance of messaging consistency throughout the business

John also talks about what is next for Groupon and gives us his thoughts on the future of Talent Branding

This episode of the podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

]]> 1387 no Ep 65: Transforming Recruiting Into Resourcing https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_65_Final.mp3 Changing established ways of thinking is difficult. Changing established ways of thinking about recruiting within large organizations can seem impossible. However, with economies fluctuating, technology improving and people’s communication preferences developing, driving effective change is a key part of the job for every in house recruiting leader. My guest this week is Samantha Ramsay, Head of Resourcing and Employer Brand for House of Fraser. Over the last two years Samantha has been systematically challenging assumptions, moving mindsets and embracing new technology to order to drive change within her organization. In the interview we discuss:     •    The difference between recruiting and resourcing     •    How fundamental change creates massive impact     •    Questioning standard practice in recruiting     •    Why House of Fraser prioritise behaviours and traits over past experience     •    Success with bespoke online assessment and video interviewing Samantha also shares her view on the relationship between resourcing and marketing and how resourcing should now be positioned in a very different way The podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Fri, 09 Sep 2016 10:58:21 -0000 Transforming Recruiting Into Resourcing full 65 Matt Alder Samantha Ramsay talks to Matt Alder Changing established ways of thinking is difficult. Changing established ways of thinking about recruiting within large organizations can seem impossible. However, with economies fluctuating, technology improving and people’s communication preferences developing, driving effective change is a key part of the job for every in house recruiting leader. My guest this week is Samantha Ramsay, Head of Resourcing and Employer Brand for House of Fraser. Over the last two years Samantha has been systematically challenging assumptions, moving mindsets and embracing new technology to order to drive change within her organization. In the interview we discuss:     •    The difference between recruiting and resourcing     •    How fundamental change creates massive impact     •    Questioning standard practice in recruiting     •    Why House of Fraser prioritise behaviours and traits over past experience     •    Success with bespoke online assessment and video interviewing Samantha also shares her view on the relationship between resourcing and marketing and how resourcing should now be positioned in a very different way The podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Changing established ways of thinking is difficult. Changing established ways of thinking about recruiting within large organizations can seem impossible.

However, with economies fluctuating, technology improving and people’s communication preferences developing, driving effective change is a key part of the job for every in house recruiting leader.

My guest this week is Samantha Ramsay, Head of Resourcing and Employer Brand for House of Fraser. Over the last two years Samantha has been systematically challenging assumptions, moving mindsets and embracing new technology to order to drive change within her organization.

In the interview we discuss:

    •    The difference between recruiting and resourcing

    •    How fundamental change creates massive impact

    •    Questioning standard practice in recruiting

    •    Why House of Fraser prioritise behaviours and traits over past experience

    •    Success with bespoke online assessment and video interviewing

Samantha also shares her view on the relationship between resourcing and marketing and how resourcing should now be positioned in a very different way

The podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

]]> 1638 no Ep 64: The Four Biggest Issues In Employer Branding https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_64_Final.mp3 Employer branding has never been a more popular discussion topic with a huge amount of content and conference time now dedicated to it. However, when you dig below the surface, there is very little that addresses the day to day concerns of employer brand practitioners, particularly those working within global organizations. Working in partnership with my regular co-collaborator Mervyn Dinnen and in conjunction with employer brand solution provider Papirfly, this summer we did a piece of research design to restore the balance by uncovering the real issues in employer branding. On the podcast this week I’m joined by Sara Naveda, Client Director at Papirfly, to discuss the research and its findings. In our discussion we cover four key issues: • How to align internal and external brand to greater effect • Why employer brand becomes even more important in times of commercial turmoil • How to adopt employee generated content to grow your employer brand at scale • The importance of measuring effectiveness of your efforts, and best practice techniques for doing so You can download the full insight report here for free Subscribe to this podcast in iTunes Fri, 02 Sep 2016 12:49:28 -0000 The Four Biggest Issues In Employer Branding full 64 Matt Alder New Employer Branding Research Employer branding has never been a more popular discussion topic with a huge amount of content and conference time now dedicated to it. However, when you dig below the surface, there is very little that addresses the day to day concerns of employer brand practitioners, particularly those working within global organizations. Working in partnership with my regular co-collaborator Mervyn Dinnen and in conjunction with employer brand solution provider Papirfly, this summer we did a piece of research design to restore the balance by uncovering the real issues in employer branding. On the podcast this week I’m joined by Sara Naveda, Client Director at Papirfly, to discuss the research and its findings. In our discussion we cover four key issues: • How to align internal and external brand to greater effect • Why employer brand becomes even more important in times of commercial turmoil • How to adopt employee generated content to grow your employer brand at scale • The importance of measuring effectiveness of your efforts, and best practice techniques for doing so You can download the full insight report here for free Subscribe to this podcast in iTunes Employer branding has never been a more popular discussion topic with a huge amount of content and conference time now dedicated to it. However, when you dig below the surface, there is very little that addresses the day to day concerns of employer brand practitioners, particularly those working within global organizations.

Working in partnership with my regular co-collaborator Mervyn Dinnen and in conjunction with employer brand solution provider Papirfly, this summer we did a piece of research design to restore the balance by uncovering the real issues in employer branding.


On the podcast this week I’m joined by Sara Naveda, Client Director at Papirfly, to discuss the research and its findings.


In our discussion we cover four key issues:


• How to align internal and external brand to greater effect


• Why employer brand becomes even more important in times of commercial turmoil


• How to adopt employee generated content to grow your employer brand at scale


• The importance of measuring effectiveness of your efforts, and best practice techniques for doing so


You can download the full insight report here for free


Subscribe to this podcast in iTunes

]]> 1233 no Ep 63: A Global Perspective On Social Media https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_63_Final.mp3 Planning and executing a social media strategy for recruiting and employer branding is never a straight forward undertaking. However, doing this within a global organization can be particularly problematic. Complex stakeholder relationships with PR, marketing and comms are a key issues as is getting the right segmentation of channels across geographies and audiences. Local versus Global is a debate I’m often asked my opinion on. My guest this week is Charu Malhotra. Charu has a wealth of experience working as an interim within a range of global organizations and has some unique expertise in building global social recruiting strategies. She is currently leading EVP and Employer Branding projects at Ferrero. In the interview we discuss:     •    The specific challenges social media presents for complex global organizations     •    Transparency and fishing where the fish are     •    Content types     •    Alignment, stakeholder relations and project management     •    Global versus Local     •    The power of social media as a research tool Charu also shares her thoughts on the future development of social media and tells us which emerging social channel she thinks has the most potential. Subscribe to this podcast in iTunes Thu, 25 Aug 2016 06:33:56 -0000 A Global Perspective On Social Media full 63 Matt Alder Charu Malhotra talks to Matt Alder Planning and executing a social media strategy for recruiting and employer branding is never a straight forward undertaking. However, doing this within a global organization can be particularly problematic. Complex stakeholder relationships with PR, marketing and comms are a key issues as is getting the right segmentation of channels across geographies and audiences. Local versus Global is a debate I’m often asked my opinion on. My guest this week is Charu Malhotra. Charu has a wealth of experience working as an interim within a range of global organizations and has some unique expertise in building global social recruiting strategies. She is currently leading EVP and Employer Branding projects at Ferrero. In the interview we discuss:     •    The specific challenges social media presents for complex global organizations     •    Transparency and fishing where the fish are     •    Content types     •    Alignment, stakeholder relations and project management     •    Global versus Local     •    The power of social media as a research tool Charu also shares her thoughts on the future development of social media and tells us which emerging social channel she thinks has the most potential. Subscribe to this podcast in iTunes Planning and executing a social media strategy for recruiting and employer branding is never a straight forward undertaking. However, doing this within a global organization can be particularly problematic. Complex stakeholder relationships with PR, marketing and comms are a key issues as is getting the right segmentation of channels across geographies and audiences. Local versus Global is a debate I’m often asked my opinion on.

My guest this week is Charu Malhotra. Charu has a wealth of experience working as an interim within a range of global organizations and has some unique expertise in building global social recruiting strategies. She is currently leading EVP and Employer Branding projects at Ferrero.

In the interview we discuss:

    •    The specific challenges social media presents for complex global organizations

    •    Transparency and fishing where the fish are

    •    Content types

    •    Alignment, stakeholder relations and project management

    •    Global versus Local

    •    The power of social media as a research tool

Charu also shares her thoughts on the future development of social media and tells us which emerging social channel she thinks has the most potential.

Subscribe to this podcast in iTunes

]]> 1601 no Ep 62: Key Trends In Talent Technology https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_62_Final.mp3 Over the past five years there has been an investment boom in technology products aimed at the talent acquisition market. The industry is getting more complex by the day and making sense of it is a constant challenge for corporate recruiting leaders. My guest in this episode is Jon Kestenbaum Executive Director at New York based think tank and incubator Talent Tech Labs. Talent Tech Labs have done a huge amount of work to map out and understand this technology market and has developed a taxonomy that identifies 27 different categories of product in the sourcing to onboarding journey.  In the interview we discuss:     •    How to make sense of the complex market by cutting through the marketing spin     •    Disruptive solutions versus point solutions     •    The importance of analytics     •    The Five key trends of 2106     •    Levels of innovation and tech adoption being seen among corporate employers and staffing companies. Jon also tells us what has surprised him most during his two years at Talent Tech Labs and gives his view on the likely future of the talent technology space. Subscribe to this podcast in iTunes Fri, 12 Aug 2016 08:05:38 -0000 Key Trends In Talent Technology full 62 Matt Alder Jonathan Kestenbaum of Talent Tech Labs speaks to Matt Alder Over the past five years there has been an investment boom in technology products aimed at the talent acquisition market. The industry is getting more complex by the day and making sense of it is a constant challenge for corporate recruiting leaders. My guest in this episode is Jon Kestenbaum Executive Director at New York based think tank and incubator Talent Tech Labs. Talent Tech Labs have done a huge amount of work to map out and understand this technology market and has developed a taxonomy that identifies 27 different categories of product in the sourcing to onboarding journey.  In the interview we discuss:     •    How to make sense of the complex market by cutting through the marketing spin     •    Disruptive solutions versus point solutions     •    The importance of analytics     •    The Five key trends of 2106     •    Levels of innovation and tech adoption being seen among corporate employers and staffing companies. Jon also tells us what has surprised him most during his two years at Talent Tech Labs and gives his view on the likely future of the talent technology space. Subscribe to this podcast in iTunes Over the past five years there has been an investment boom in technology products aimed at the talent acquisition market. The industry is getting more complex by the day and making sense of it is a constant challenge for corporate recruiting leaders.

My guest in this episode is Jon Kestenbaum Executive Director at New York based think tank and incubator Talent Tech Labs. Talent Tech Labs have done a huge amount of work to map out and understand this technology market and has developed a taxonomy that identifies 27 different categories of product in the sourcing to onboarding journey.

 In the interview we discuss:

    •    How to make sense of the complex market by cutting through the marketing spin

    •    Disruptive solutions versus point solutions

    •    The importance of analytics

    •    The Five key trends of 2106

    •    Levels of innovation and tech adoption being seen among corporate employers and staffing companies.

Jon also tells us what has surprised him most during his two years at Talent Tech Labs and gives his view on the likely future of the talent technology space.

Subscribe to this podcast in iTunes

]]> 1144 no Ep 61: The Modern ATS https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_61_Final.mp3 I realized recently that in the previous 60 episodes of this podcast we’ve had hardly any discussion about Applicant Tracking Systems.  I’m very keen to rectify this. ATS systems are crucial to so many employers as a key part of the recruiting process. Many people feel that they have not kept pace with the changing nature of recruiting and the expectations of their users. This is certainly true of some systems but there have been some recent innovations in the ATS space that I wanted to get some opinion on. My guest this week is Jess Hayes, Talent Manager and HR Lead for Lost My Name.  Jess has worked with a number of different types of ATS during her career and I wanted to get her views on the changes in the space. In the interview we discuss:     •    How the purpose of an ATS has developed over the last few years     •    Expectations of the ATS and why software should adapt as user requirements develop     •    The responsibility of the recruiter     •    Limiting the administrative burden so recruiters can spend more face time with candidates     •    Why integrations are so important     •    The potential of nurturing workflows     •    Advice for anyone changing ATS or purchasing one for the first time Jess also tells us which of the new breed of ATS is her favourite and gives her thoughts on the features and functionality that will be needed in the future. Subscribe to this podcast in iTunes Thu, 04 Aug 2016 16:47:10 -0000 The Modern ATS full 61 Matt Alder Jess Hayes from Lost My Name speaks to Matt Alder I realized recently that in the previous 60 episodes of this podcast we’ve had hardly any discussion about Applicant Tracking Systems.  I’m very keen to rectify this. ATS systems are crucial to so many employers as a key part of the recruiting process. Many people feel that they have not kept pace with the changing nature of recruiting and the expectations of their users. This is certainly true of some systems but there have been some recent innovations in the ATS space that I wanted to get some opinion on. My guest this week is Jess Hayes, Talent Manager and HR Lead for Lost My Name.  Jess has worked with a number of different types of ATS during her career and I wanted to get her views on the changes in the space. In the interview we discuss:     •    How the purpose of an ATS has developed over the last few years     •    Expectations of the ATS and why software should adapt as user requirements develop     •    The responsibility of the recruiter     •    Limiting the administrative burden so recruiters can spend more face time with candidates     •    Why integrations are so important     •    The potential of nurturing workflows     •    Advice for anyone changing ATS or purchasing one for the first time Jess also tells us which of the new breed of ATS is her favourite and gives her thoughts on the features and functionality that will be needed in the future. Subscribe to this podcast in iTunes I realized recently that in the previous 60 episodes of this podcast we’ve had hardly any discussion about Applicant Tracking Systems.  I’m very keen to rectify this. ATS systems are crucial to so many employers as a key part of the recruiting process. Many people feel that they have not kept pace with the changing nature of recruiting and the expectations of their users. This is certainly true of some systems but there have been some recent innovations in the ATS space that I wanted to get some opinion on.

My guest this week is Jess Hayes, Talent Manager and HR Lead for Lost My Name.  Jess has worked with a number of different types of ATS during her career and I wanted to get her views on the changes in the space.

In the interview we discuss:

    •    How the purpose of an ATS has developed over the last few years

    •    Expectations of the ATS and why software should adapt as user requirements develop

    •    The responsibility of the recruiter

    •    Limiting the administrative burden so recruiters can spend more face time with candidates

    •    Why integrations are so important

    •    The potential of nurturing workflows

    •    Advice for anyone changing ATS or purchasing one for the first time

Jess also tells us which of the new breed of ATS is her favourite and gives her thoughts on the features and functionality that will be needed in the future.

Subscribe to this podcast in iTunes

]]> 1319 no Ep 60: How To Deal With Unconscious Bias https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_60_Final.mp3 Recognising and addressing unconscious bias in the recruitment process is one of the biggest issues HR and Recruiting professionals face.  Dealing with it can be difficult, especially in large organisations, but it certainly not something that is impossible. My guest on the podcast this week is Jon Hull Group Head of Resourcing at Carillion. Carillion have been running diversity and inclusion initiatives that addresses issues with unconscious bias head on and they have had some seriously impressive results. In the interview we discuss:     •    How neuroscience helped Carillion make sense of their problem     •    Why bottom up is better than top down     •    Diversity and Inclusion as innovation     •    Unconscious bias in recruitment marketing and employer branding     •    How HR started to think differently about themselves Jon also talks through the results Carillion have seen from these initiatives and gives his advice to employers who are looking at how to deal with similar issues. This week’s podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Fri, 29 Jul 2016 11:37:38 -0000 How To Deal With Unconscious Bias full 60 Matt Alder Jon Hull talks to Matt Alder Recognising and addressing unconscious bias in the recruitment process is one of the biggest issues HR and Recruiting professionals face.  Dealing with it can be difficult, especially in large organisations, but it certainly not something that is impossible. My guest on the podcast this week is Jon Hull Group Head of Resourcing at Carillion. Carillion have been running diversity and inclusion initiatives that addresses issues with unconscious bias head on and they have had some seriously impressive results. In the interview we discuss:     •    How neuroscience helped Carillion make sense of their problem     •    Why bottom up is better than top down     •    Diversity and Inclusion as innovation     •    Unconscious bias in recruitment marketing and employer branding     •    How HR started to think differently about themselves Jon also talks through the results Carillion have seen from these initiatives and gives his advice to employers who are looking at how to deal with similar issues. This week’s podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Recognising and addressing unconscious bias in the recruitment process is one of the biggest issues HR and Recruiting professionals face.  Dealing with it can be difficult, especially in large organisations, but it certainly not something that is impossible.

My guest on the podcast this week is Jon Hull Group Head of Resourcing at Carillion. Carillion have been running diversity and inclusion initiatives that addresses issues with unconscious bias head on and they have had some seriously impressive results.


In the interview we discuss:

    •    How neuroscience helped Carillion make sense of their problem

    •    Why bottom up is better than top down

    •    Diversity and Inclusion as innovation

    •    Unconscious bias in recruitment marketing and employer branding

    •    How HR started to think differently about themselves


Jon also talks through the results Carillion have seen from these initiatives and gives his advice to employers who are looking at how to deal with similar issues.

This week’s podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

]]> 1492 no Ep 59: Are Chatbots The Future Of Recruiting? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_59_Final.mp3 We live in interesting times. Technology is evolving constantly around us and unsurprisingly everyone’s attention is often focused on what will be the next disruptive game changer for the recruitment industry. What we don’t pay enough attention to though is the experiences and frustrations of candidate who have to try and stand out in a noisy world using the tools that are completely outmoded in other aspects of life but jealously held onto by the recruitment industry. A shiny new CRM or a brilliant assessment algorithm may make recruiters’ lives easier but they don’t really make the experience of recruitment very different for the candidate when everything still hangs round them having to use a word document CV or static LinkedIn profile to get the recruiter’s attention in the first place. The situation is untenable in the long term and it shouldn’t come as a shock that eventually the jobseekers were going to take things into their own hands. My guest on this week’s episode is Esther Crawford creator of a “Resumebot” which took her from frustrated jobseeker to funded entrepreneur. I want you to imagine a world where artificially intelligent chatbots match candidates and recruiters in a completely authentic and bespoke way. In the interview you will hear Esther’s story and find out how she might have taken us on the first step of the journey to a new way of recruiting This week’s podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Mon, 18 Jul 2016 12:41:32 -0000 Are Chatbots The Future Of Recruiting? full 59 Matt Alder Esther Crawford CEO of Olabot talks to Matt Alder We live in interesting times. Technology is evolving constantly around us and unsurprisingly everyone’s attention is often focused on what will be the next disruptive game changer for the recruitment industry. What we don’t pay enough attention to though is the experiences and frustrations of candidate who have to try and stand out in a noisy world using the tools that are completely outmoded in other aspects of life but jealously held onto by the recruitment industry. A shiny new CRM or a brilliant assessment algorithm may make recruiters’ lives easier but they don’t really make the experience of recruitment very different for the candidate when everything still hangs round them having to use a word document CV or static LinkedIn profile to get the recruiter’s attention in the first place. The situation is untenable in the long term and it shouldn’t come as a shock that eventually the jobseekers were going to take things into their own hands. My guest on this week’s episode is Esther Crawford creator of a “Resumebot” which took her from frustrated jobseeker to funded entrepreneur. I want you to imagine a world where artificially intelligent chatbots match candidates and recruiters in a completely authentic and bespoke way. In the interview you will hear Esther’s story and find out how she might have taken us on the first step of the journey to a new way of recruiting This week’s podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes We live in interesting times. Technology is evolving constantly around us and unsurprisingly everyone’s attention is often focused on what will be the next disruptive game changer for the recruitment industry. What we don’t pay enough attention to though is the experiences and frustrations of candidate who have to try and stand out in a noisy world using the tools that are completely outmoded in other aspects of life but jealously held onto by the recruitment industry.

A shiny new CRM or a brilliant assessment algorithm may make recruiters’ lives easier but they don’t really make the experience of recruitment very different for the candidate when everything still hangs round them having to use a word document CV or static LinkedIn profile to get the recruiter’s attention in the first place.

The situation is untenable in the long term and it shouldn’t come as a shock that eventually the jobseekers were going to take things into their own hands.

My guest on this week’s episode is Esther Crawford creator of a “Resumebot” which took her from frustrated jobseeker to funded entrepreneur. I want you to imagine a world where artificially intelligent chatbots match candidates and recruiters in a completely authentic and bespoke way. In the interview you will hear Esther’s story and find out how she might have taken us on the first step of the journey to a new way of recruiting

This week’s podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

]]> 1463 no Ep 58: How To Nuture Passive Talent https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_58_Final.mp3 Ep 58: How To Nurture Passive Talent One of the biggest issues I’m seeing Resourcing leaders face this year is the challenge of introducing digital marketing methodologies and behaviours into their strategies. There are some great tech tools out there if they are not utilized in the right way then failure is assured, especially when working with passive talent. There are a number of organizations who are adapting brilliantly to the new recruiting reality and using digital marketing tools extremely effectively to help them achieve their resourcing objectives. One such company is Salesforce and my guest this week is Jennifer Johnston who is their Head of Global Employer Branding and Recruitment Marketing. In the interview we discuss:     •    The challenges of recruiting 7000 people a year in the toughest geographies and talent segments     •    The importance of reputation and how to actively manage it     •    How to qualify talent pipelines to avoid wasting people’s time     •    Nurturing passive candidates using pre-tested, optimized content     •    Using data to quantify addressable markets of talent      Jennifer also shares her strategy for educating line managers to improve the candidate experience and gives us an insight into her vision for the future of recruitment marketing. This podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Fri, 08 Jul 2016 05:39:37 -0000 How To Nuture Passive Talent full 58 Matt Alder Jennifer Johnston of Salesforce talks to Matt Alder Ep 58: How To Nurture Passive Talent One of the biggest issues I’m seeing Resourcing leaders face this year is the challenge of introducing digital marketing methodologies and behaviours into their strategies. There are some great tech tools out there if they are not utilized in the right way then failure is assured, especially when working with passive talent. There are a number of organizations who are adapting brilliantly to the new recruiting reality and using digital marketing tools extremely effectively to help them achieve their resourcing objectives. One such company is Salesforce and my guest this week is Jennifer Johnston who is their Head of Global Employer Branding and Recruitment Marketing. In the interview we discuss:     •    The challenges of recruiting 7000 people a year in the toughest geographies and talent segments     •    The importance of reputation and how to actively manage it     •    How to qualify talent pipelines to avoid wasting people’s time     •    Nurturing passive candidates using pre-tested, optimized content     •    Using data to quantify addressable markets of talent      Jennifer also shares her strategy for educating line managers to improve the candidate experience and gives us an insight into her vision for the future of recruitment marketing. This podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes Ep 58: How To Nurture Passive Talent

One of the biggest issues I’m seeing Resourcing leaders face this year is the challenge of introducing digital marketing methodologies and behaviours into their strategies. There are some great tech tools out there if they are not utilized in the right way then failure is assured, especially when working with passive talent.

There are a number of organizations who are adapting brilliantly to the new recruiting reality and using digital marketing tools extremely effectively to help them achieve their resourcing objectives. One such company is Salesforce and my guest this week is Jennifer Johnston who is their Head of Global Employer Branding and Recruitment Marketing.

In the interview we discuss:

    •    The challenges of recruiting 7000 people a year in the toughest geographies and talent segments

    •    The importance of reputation and how to actively manage it

    •    How to qualify talent pipelines to avoid wasting people’s time

    •    Nurturing passive candidates using pre-tested, optimized content

    •    Using data to quantify addressable markets of talent
    
Jennifer also shares her strategy for educating line managers to improve the candidate experience and gives us an insight into her vision for the future of recruitment marketing.

This podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

]]> 1614 no Ep 57: Are You Getting Enough Talent Attention? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Recruiting_Future_Podcast_Ep_57.mp3 We live in an age of digital noise and distraction. How can you be sure you are getting the attention necessary to persuade the right people to join your company? Over the last few weeks I’ve been doing a number of presentations and webinars on the concept of “Talent Attention” as I’m finding it is becoming more and more of an issue for employers all over the world. This week’s episode is a recording of a webinar I did last week and in the presentation I talk about:     •    The Talent Attention problem and why it is getting worse     •    Why it is easy to blame the tools but actually we need to think about Talent Acquisition in a different way     •    A metaphor to illustrate what recruiters often get wrong when attempting to get the attention of potential hires     •    The complexity problem     •    A simple model that can help you radically improve your strategy and ensure you get the attention of the right talent I hope you enjoy this departure from the normal podcast style, next week’s episode will revert back to the normal interview format. Please follow this link to contact me Subscribe to this podcast in iTunes Fri, 01 Jul 2016 06:40:10 -0000 Are You Getting Enough Talent Attention? full 57 Matt Alder Matt Alder talks about ways to optimise talent acquisition strategies We live in an age of digital noise and distraction. How can you be sure you are getting the attention necessary to persuade the right people to join your company? Over the last few weeks I’ve been doing a number of presentations and webinars on the concept of “Talent Attention” as I’m finding it is becoming more and more of an issue for employers all over the world. This week’s episode is a recording of a webinar I did last week and in the presentation I talk about:     •    The Talent Attention problem and why it is getting worse     •    Why it is easy to blame the tools but actually we need to think about Talent Acquisition in a different way     •    A metaphor to illustrate what recruiters often get wrong when attempting to get the attention of potential hires     •    The complexity problem     •    A simple model that can help you radically improve your strategy and ensure you get the attention of the right talent I hope you enjoy this departure from the normal podcast style, next week’s episode will revert back to the normal interview format. Please follow this link to contact me Subscribe to this podcast in iTunes We live in an age of digital noise and distraction. How can you be sure you are getting the attention necessary to persuade the right people to join your company? Over the last few weeks I’ve been doing a number of presentations and webinars on the concept of “Talent Attention” as I’m finding it is becoming more and more of an issue for employers all over the world.

This week’s episode is a recording of a webinar I did last week and in the presentation I talk about:

    •    The Talent Attention problem and why it is getting worse

    •    Why it is easy to blame the tools but actually we need to think about Talent Acquisition in a different way

    •    A metaphor to illustrate what recruiters often get wrong when attempting to get the attention of potential hires

    •    The complexity problem

    •    A simple model that can help you radically improve your strategy and ensure you get the attention of the right talent

I hope you enjoy this departure from the normal podcast style, next week’s episode will revert back to the normal interview format.

Please follow this link to contact me

Subscribe to this podcast in iTunes

]]> 1341 no Ep 56: How To Use Employees As Brand Advocates https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_56_Final.mp3 Using Employee generated content for employer brand communication is a topic we’ve covered a couple of times on the podcast now. In this episode I want to take things to the next level and talk about using employees as brand ambassadors to strategically distribute and amplify brand content as a way of reaching targeted networks of talent. I’ve always considered this to be the key to social recruiting success and my guest this week, Craig Fisher the Head of Employer Branding at CA Technologies, is certainly someone who shares this view. I’ve known Craig for a long time now and he has always been a practitioner who operates at the cutting edge of social media, experimenting with different tools and techniques to get tangible recruiting results. In the interview we discuss:     •    Why EVP should be “inside out” with the employees themselves communicating and carrying the brand     •    Using employee advocacy platform technologies     •    The 5-1 “give to ask” ratio and why it is vital to success     •    How CA Technologies identified 80 internal brand champions and the results they have seen after the first five months of the advocacy program.     •    The best tools for curating relevant job seeker content Craig also gives some great practical advice on how to start a employee advocacy program and share his thoughts on emerging recruiting technologies Subscribe to this podcast in iTunes Fri, 10 Jun 2016 14:20:02 -0000 How To Use Employees As Brand Advocates full 56 Matt Alder Matt Alder talks to Craig Fisher Using Employee generated content for employer brand communication is a topic we’ve covered a couple of times on the podcast now. In this episode I want to take things to the next level and talk about using employees as brand ambassadors to strategically distribute and amplify brand content as a way of reaching targeted networks of talent. I’ve always considered this to be the key to social recruiting success and my guest this week, Craig Fisher the Head of Employer Branding at CA Technologies, is certainly someone who shares this view. I’ve known Craig for a long time now and he has always been a practitioner who operates at the cutting edge of social media, experimenting with different tools and techniques to get tangible recruiting results. In the interview we discuss:     •    Why EVP should be “inside out” with the employees themselves communicating and carrying the brand     •    Using employee advocacy platform technologies     •    The 5-1 “give to ask” ratio and why it is vital to success     •    How CA Technologies identified 80 internal brand champions and the results they have seen after the first five months of the advocacy program.     •    The best tools for curating relevant job seeker content Craig also gives some great practical advice on how to start a employee advocacy program and share his thoughts on emerging recruiting technologies Subscribe to this podcast in iTunes Using Employee generated content for employer brand communication is a topic we’ve covered a couple of times on the podcast now. In this episode I want to take things to the next level and talk about using employees as brand ambassadors to strategically distribute and amplify brand content as a way of reaching targeted networks of talent.

I’ve always considered this to be the key to social recruiting success and my guest this week, Craig Fisher the Head of Employer Branding at CA Technologies, is certainly someone who shares this view. I’ve known Craig for a long time now and he has always been a practitioner who operates at the cutting edge of social media, experimenting with different tools and techniques to get tangible recruiting results.

In the interview we discuss:

    •    Why EVP should be “inside out” with the employees themselves communicating and carrying the brand

    •    Using employee advocacy platform technologies

    •    The 5-1 “give to ask” ratio and why it is vital to success

    •    How CA Technologies identified 80 internal brand champions and the results they have seen after the first five months of the advocacy program.

    •    The best tools for curating relevant job seeker content

Craig also gives some great practical advice on how to start a employee advocacy program and share his thoughts on emerging recruiting technologies

Subscribe to this podcast in iTunes

]]> 1641 no Ep 55: The Power Of Employee Generated Content https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_55_Final.mp3 In my work as a consultant, I’m constantly seeing examples of employers whose recruitment marketing and employer brand activity is ineffectual because they are lacking content from their employees that illustrates what working for them is really like. Generating, managing and optimizing this kind of content is hard and can potentially take up huge amounts of resource. Unsurprisingly then we are now seeing a growing number technology companies providing products and services to help employer brand managers in this area. My guest on this episode of the podcast is Phil Strazzulla the Founder and CEO of LifeGuides, a company that is helping employers capture and tell their employees stories. In the interview we discuss:     •    The advantages of using “Employee Authored Content”     •    Some of the reasons employers struggle in this area     •    What makes great employee content and the vital importance of authenticity     •    The problem with “Frankenstein” job descriptions     •    How data insights can help Phil also gives us examples of companies who are doing this well and offers his advice on how to get started. Subscribe to this podcast in iTunes Tue, 31 May 2016 15:47:39 -0000 The Power Of Employee Generated Content full 55 Matt Alder Phil Strazzulla talks to Matt Alder In my work as a consultant, I’m constantly seeing examples of employers whose recruitment marketing and employer brand activity is ineffectual because they are lacking content from their employees that illustrates what working for them is really like. Generating, managing and optimizing this kind of content is hard and can potentially take up huge amounts of resource. Unsurprisingly then we are now seeing a growing number technology companies providing products and services to help employer brand managers in this area. My guest on this episode of the podcast is Phil Strazzulla the Founder and CEO of LifeGuides, a company that is helping employers capture and tell their employees stories. In the interview we discuss:     •    The advantages of using “Employee Authored Content”     •    Some of the reasons employers struggle in this area     •    What makes great employee content and the vital importance of authenticity     •    The problem with “Frankenstein” job descriptions     •    How data insights can help Phil also gives us examples of companies who are doing this well and offers his advice on how to get started. Subscribe to this podcast in iTunes In my work as a consultant, I’m constantly seeing examples of employers whose recruitment marketing and employer brand activity is ineffectual because they are lacking content from their employees that illustrates what working for them is really like.

Generating, managing and optimizing this kind of content is hard and can potentially take up huge amounts of resource. Unsurprisingly then we are now seeing a growing number technology companies providing products and services to help employer brand managers in this area.

My guest on this episode of the podcast is Phil Strazzulla the Founder and CEO of LifeGuides, a company that is helping employers capture and tell their employees stories. In the interview we discuss:

    •    The advantages of using “Employee Authored Content”

    •    Some of the reasons employers struggle in this area

    •    What makes great employee content and the vital importance of authenticity

    •    The problem with “Frankenstein” job descriptions

    •    How data insights can help

Phil also gives us examples of companies who are doing this well and offers his advice on how to get started.

Subscribe to this podcast in iTunes

]]> 1742 no Ep 53: Are You Ready For The Future Of Work? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_54_Final.mp3 Predicting the future of work is not an exact science, however one prediction that most people seem to agree with is that there will be a significant rise in freelance and contract working. This trend is already here; recent years have seen both a significant rise in the contingent workforce and the advert of talent marketplaces shaping the “gig economy”. My guest this week is Connor Heaney, Managing Director of CXC Corporate Services. I first met Connor last year when I spoke at CXC’s future of work summit in Dublin. Since then Connor has been running future of work think tanks all over the world and has some important perspectives on how companies should be preparing themselves for the future of work. In the interview with discuss:     •    The positives and negatives of the rise of the gig economy     •    The lack of government readiness to understand the changes and give the new workforce the support they need     •    Predicted growth rates for the contingent workforce and its implications for traditional companies     •    How ready companies are for the legal and tax implications of larger contingent workforces     •    The evolution in Employer Branding that is needed make sure companies are attracting the right contingent talent.     •    Recruiters versus algorithms Connor also talks the most interesting technology innovations he is seeing in the space and gives us his view on the future Subscribe to this podcast in iTunes Thu, 19 May 2016 10:07:16 -0000 Are You Ready For The Future Of Work? full 54 Matt Alder Connor Heaney talks to Matt Alder Predicting the future of work is not an exact science, however one prediction that most people seem to agree with is that there will be a significant rise in freelance and contract working. This trend is already here; recent years have seen both a significant rise in the contingent workforce and the advert of talent marketplaces shaping the “gig economy”. My guest this week is Connor Heaney, Managing Director of CXC Corporate Services. I first met Connor last year when I spoke at CXC’s future of work summit in Dublin. Since then Connor has been running future of work think tanks all over the world and has some important perspectives on how companies should be preparing themselves for the future of work. In the interview with discuss:     •    The positives and negatives of the rise of the gig economy     •    The lack of government readiness to understand the changes and give the new workforce the support they need     •    Predicted growth rates for the contingent workforce and its implications for traditional companies     •    How ready companies are for the legal and tax implications of larger contingent workforces     •    The evolution in Employer Branding that is needed make sure companies are attracting the right contingent talent.     •    Recruiters versus algorithms Connor also talks the most interesting technology innovations he is seeing in the space and gives us his view on the future Subscribe to this podcast in iTunes Predicting the future of work is not an exact science, however one prediction that most people seem to agree with is that there will be a significant rise in freelance and contract working. This trend is already here; recent years have seen both a significant rise in the contingent workforce and the advert of talent marketplaces shaping the “gig economy”.

My guest this week is Connor Heaney, Managing Director of CXC Corporate Services. I first met Connor last year when I spoke at CXC’s future of work summit in Dublin. Since then Connor has been running future of work think tanks all over the world and has some important perspectives on how companies should be preparing themselves for the future of work.

In the interview with discuss:

    •    The positives and negatives of the rise of the gig economy

    •    The lack of government readiness to understand the changes and give the new workforce the support they need

    •    Predicted growth rates for the contingent workforce and its implications for traditional companies

    •    How ready companies are for the legal and tax implications of larger contingent workforces

    •    The evolution in Employer Branding that is needed make sure companies are attracting the right contingent talent.

    •    Recruiters versus algorithms

Connor also talks the most interesting technology innovations he is seeing in the space and gives us his view on the future

Subscribe to this podcast in iTunes

]]> 1523 no Ep 53: Unique Insights From People Analytics https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_53_Final.mp3 People Analytics is one of the hottest topics there is in HR at the moment. A data revolution is starting to make companies radically rethink their approaches to attracting, retaining and developing talent. Technology is transforming the kind of qualitative research that underpins employer branding and employee engagement strategies, providing the ability to generate instant insights that would have previously taken months of work to produce. My guest this week is Andrew Marritt from Organization View. Andrew is a pioneer in the field of text analytics for HR and has some fascinating insights into the potential for data in the talent space.     •    In the interview we discuss:     •    The relevance of Big Data for HR     •    The power of using technology to bring meaning to the free text data found in performance reviews and employee surveys on a massive scale     •    How free text analytics can help to develop subtle differences in employer brand messaging to give maximum appeal across multiple target audiences     •    The potential for real time analysis of job applications to generate automated smart follow up questions, particularly in the graduate recruitment space Andrew also share his thoughts on the application of text analytics to email and workplace collaborations systems to spot conversational trends within organizations Subscribe to this podcast in iTunes Fri, 13 May 2016 07:02:53 -0000 Unique Insights From People Analytics full 53 Matt Alder Andrew Marritt talks to Matt Alder People Analytics is one of the hottest topics there is in HR at the moment. A data revolution is starting to make companies radically rethink their approaches to attracting, retaining and developing talent. Technology is transforming the kind of qualitative research that underpins employer branding and employee engagement strategies, providing the ability to generate instant insights that would have previously taken months of work to produce. My guest this week is Andrew Marritt from Organization View. Andrew is a pioneer in the field of text analytics for HR and has some fascinating insights into the potential for data in the talent space.     •    In the interview we discuss:     •    The relevance of Big Data for HR     •    The power of using technology to bring meaning to the free text data found in performance reviews and employee surveys on a massive scale     •    How free text analytics can help to develop subtle differences in employer brand messaging to give maximum appeal across multiple target audiences     •    The potential for real time analysis of job applications to generate automated smart follow up questions, particularly in the graduate recruitment space Andrew also share his thoughts on the application of text analytics to email and workplace collaborations systems to spot conversational trends within organizations Subscribe to this podcast in iTunes People Analytics is one of the hottest topics there is in HR at the moment. A data revolution is starting to make companies radically rethink their approaches to attracting, retaining and developing talent.

Technology is transforming the kind of qualitative research that underpins employer branding and employee engagement strategies, providing the ability to generate instant insights that would have previously taken months of work to produce.

My guest this week is Andrew Marritt from Organization View. Andrew is a pioneer in the field of text analytics for HR and has some fascinating insights into the potential for data in the talent space.

    •    In the interview we discuss:

    •    The relevance of Big Data for HR

    •    The power of using technology to bring meaning to the free text data found in performance reviews and employee surveys on a massive scale

    •    How free text analytics can help to develop subtle differences in employer brand messaging to give maximum appeal across multiple target audiences

    •    The potential for real time analysis of job applications to generate automated smart follow up questions, particularly in the graduate recruitment space

Andrew also share his thoughts on the application of text analytics to email and workplace collaborations systems to spot conversational trends within organizations

Subscribe to this podcast in iTunes

]]> 1774 no Ep 52 How To Set Up An In House Recruiting Function https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Recruiting_Future_Podcast_Ep_52.mp3 The popularity of moving recruitment in house continues to grow and is now something that is happening across all types of businesses whether they are large corporates, SMEs or high growth start ups. Setting up a in house recruitment function can be a learning experience both for the company and for the recruiters involved as the reality is often much more complex than the theory. My guest this week is Nick Yockney Head of People for Property Partner, a property crowdfunding platform. Nick has set up two new in house recruiting functions since making the transition from agency recruiter to in house recruiter and is very open and honest about his experiences. In the interview we discuss:     •    The Difficulties for recruiters when moving from agency to in house     •    The motivations businesses might have for bringing recruitment in house     •    The importance of understand the rhythm of the business and the value an in house function can add if it does this     •    The dangers of over-promising     •    Thinking strategically while realistically assessing the tools you have     •    Function over fashion in recruitment technologies. Nick also tells us what has surprised him most about moving in house, the tools he finds most useful and his views on the future. Subscribe to this podcast in iTunes Thu, 05 May 2016 11:07:32 -0000 How To Set Up An In House Recruiting Function full 52 Matt Alder Nick Yockney talks to Matt Alder The popularity of moving recruitment in house continues to grow and is now something that is happening across all types of businesses whether they are large corporates, SMEs or high growth start ups. Setting up a in house recruitment function can be a learning experience both for the company and for the recruiters involved as the reality is often much more complex than the theory. My guest this week is Nick Yockney Head of People for Property Partner, a property crowdfunding platform. Nick has set up two new in house recruiting functions since making the transition from agency recruiter to in house recruiter and is very open and honest about his experiences. In the interview we discuss:     •    The Difficulties for recruiters when moving from agency to in house     •    The motivations businesses might have for bringing recruitment in house     •    The importance of understand the rhythm of the business and the value an in house function can add if it does this     •    The dangers of over-promising     •    Thinking strategically while realistically assessing the tools you have     •    Function over fashion in recruitment technologies. Nick also tells us what has surprised him most about moving in house, the tools he finds most useful and his views on the future. Subscribe to this podcast in iTunes The popularity of moving recruitment in house continues to grow and is now something that is happening across all types of businesses whether they are large corporates, SMEs or high growth start ups. Setting up a in house recruitment function can be a learning experience both for the company and for the recruiters involved as the reality is often much more complex than the theory.

My guest this week is Nick Yockney Head of People for Property Partner, a property crowdfunding platform. Nick has set up two new in house recruiting functions since making the transition from agency recruiter to in house recruiter and is very open and honest about his experiences.

In the interview we discuss:

    •    The Difficulties for recruiters when moving from agency to in house

    •    The motivations businesses might have for bringing recruitment in house

    •    The importance of understand the rhythm of the business and the value an in house function can add if it does this

    •    The dangers of over-promising

    •    Thinking strategically while realistically assessing the tools you have

    •    Function over fashion in recruitment technologies.


Nick also tells us what has surprised him most about moving in house, the tools he finds most useful and his views on the future.

Subscribe to this podcast in iTunes

]]> 1512 no Ep 51: Recruiting To Digitally Transform The Government https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_51_Final.mp3 Gartner Research predicts that by 2020 75% of business will be a digital business or preparing to become one. Digital Transformation is the number one priority for many CEOs and I think it is crucial that HR and Recruiting positions themselves to be key drivers in this business revolution. The companies who can attract and retain the right talent at the right time in the right way are going to be the ones who win the raceGovernments tend to have terrible track records when it comes to technology and the UK government is no exception. However in recent years The Government Digital Service has managed to break the mould and make some fantastic progress with the digital transformation of many core UK Government services. My guest this week is Zeshaan Shamsi who is now Head of Talent Acquisition at background check company Onfido. Previous to this he was Head of Recruitment for the Government Digital Service and his experience there is the main focus of our conversation.In the interview we discuss:    •    The background to the Government Digital Service, how it came about and what it is tasked with doing    •    The benefits of challenging the status quo and questioning everything especially entrenched recruiting processes    •    Honest open communication and why it is so important in driving change    •    The importance of data driven approaches to recruitment    •    Cool tools and silver bulletsZeshaan also tells us why he can’t predict the future and shares his frank opinions on “celebrity” recruitment gurus!Subscribe to this podcast in iTunes Fri, 22 Apr 2016 07:08:45 -0000 Recruiting To Digitally Transform The Government full 51 Matt Alder Zeshaan Shamsi speaks to Matt Alder Gartner Research predicts that by 2020 75% of business will be a digital business or preparing to become one. Digital Transformation is the number one priority for many CEOs and I think it is crucial that HR and Recruiting positions themselves to be key drivers in this business revolution. The companies who can attract and retain the right talent at the right time in the right way are going to be the ones who win the raceGovernments tend to have terrible track records when it comes to technology and the UK government is no exception. However in recent years The Government Digital Service has managed to break the mould and make some fantastic progress with the digital transformation of many core UK Government services. My guest this week is Zeshaan Shamsi who is now Head of Talent Acquisition at background check company Onfido. Previous to this he was Head of Recruitment for the Government Digital Service and his experience there is the main focus of our conversation.In the interview we discuss:    •    The background to the Government Digital Service, how it came about and what it is tasked with doing    •    The benefits of challenging the status quo and questioning everything especially entrenched recruiting processes    •    Honest open communication and why it is so important in driving change    •    The importance of data driven approaches to recruitment    •    Cool tools and silver bulletsZeshaan also tells us why he can’t predict the future and shares his frank opinions on “celebrity” recruitment gurus!Subscribe to this podcast in iTunes Gartner Research predicts that by 2020 75% of business will be a digital business or preparing to become one. Digital Transformation is the number one priority for many CEOs and I think it is crucial that HR and Recruiting positions themselves to be key drivers in this business revolution. The companies who can attract and retain the right talent at the right time in the right way are going to be the ones who win the race

Governments tend to have terrible track records when it comes to technology and the UK government is no exception. However in recent years The Government Digital Service has managed to break the mould and make some fantastic progress with the digital transformation of many core UK Government services.

My guest this week is Zeshaan Shamsi who is now Head of Talent Acquisition at background check company Onfido. Previous to this he was Head of Recruitment for the Government Digital Service and his experience there is the main focus of our conversation.

In the interview we discuss:

    •    The background to the Government Digital Service, how it came about and what it is tasked with doing

    •    The benefits of challenging the status quo and questioning everything especially entrenched recruiting processes

    •    Honest open communication and why it is so important in driving change

    •    The importance of data driven approaches to recruitment

    •    Cool tools and silver bullets

Zeshaan also tells us why he can’t predict the future and shares his frank opinions on “celebrity” recruitment gurus!

Subscribe to this podcast in iTunes

]]> 1728 no Ep 50: A Global Perspective On Employer Branding https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_50_Final.mp3 Employer Branding continues to be as hot a topic as ever and we’ve covered it from a few angles different angles on previous podcasts. One aspect I’ve been doing a lot of research into this year is how large companies deal with the issue of EVP and employer brand consistency across different countries and different job types. My guest this week is John Wilson the CEO and Founder of RPO WilsonHCG.  WilsonHCG have offices all over the world and work with many clients on a global basis.In the interview we discuss:    •    How companies can make their employer brands globally consistently but also make sure that they resonate locally    •    Which companies do this well    •    Dealing with social media in multiple languages    •    The difference between C-Suite perceptions and EVP reality    •    The role of employee generated content in employer brand engagement    •    The global impact of employee review sitesJohn also gives us his thoughts about the future and the commercial implications of a poor employer brandSubscribe to this podcast in iTunes Thu, 14 Apr 2016 16:10:28 -0000 A Global Perspective On Employer Branding full 50 Matt Alder John Wilson CEO of WilsonHCG talks to Matt Alder Employer Branding continues to be as hot a topic as ever and we’ve covered it from a few angles different angles on previous podcasts. One aspect I’ve been doing a lot of research into this year is how large companies deal with the issue of EVP and employer brand consistency across different countries and different job types. My guest this week is John Wilson the CEO and Founder of RPO WilsonHCG.  WilsonHCG have offices all over the world and work with many clients on a global basis.In the interview we discuss:    •    How companies can make their employer brands globally consistently but also make sure that they resonate locally    •    Which companies do this well    •    Dealing with social media in multiple languages    •    The difference between C-Suite perceptions and EVP reality    •    The role of employee generated content in employer brand engagement    •    The global impact of employee review sitesJohn also gives us his thoughts about the future and the commercial implications of a poor employer brandSubscribe to this podcast in iTunes Employer Branding continues to be as hot a topic as ever and we’ve covered it from a few angles different angles on previous podcasts. One aspect I’ve been doing a lot of research into this year is how large companies deal with the issue of EVP and employer brand consistency across different countries and different job types.

My guest this week is John Wilson the CEO and Founder of RPO WilsonHCG.  WilsonHCG have offices all over the world and work with many clients on a global basis.

In the interview we discuss:

    •    How companies can make their employer brands globally consistently but also make sure that they resonate locally

    •    Which companies do this well

    •    Dealing with social media in multiple languages

    •    The difference between C-Suite perceptions and EVP reality

    •    The role of employee generated content in employer brand engagement

    •    The global impact of employee review sites

John also gives us his thoughts about the future and the commercial implications of a poor employer brand

Subscribe to this podcast in iTunes

]]> 1254 no Ep 49: An Enterprise Level View On The Future Of Talent Acquisition https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Recruiting_Future_Podcast_Ep_49.mp3 When industry commentators write and speak about talent acquisition, there is a tendency towards generalized truisms that seemingly apply to all employers. The actual truth is much more nuanced and there are distinct differences in the reality of talent acquisition both between industries and between SMEs and large enterprises.My guest for this episode is David Mason. David has worked at a senior level driving talent acquisition innovation at a number of very large corporates in some progressive industry sectors.In the interview we discuss:    •    Three key things that have changed in Talent Acquisition over the last five years    •    Which industries are driving innovation and why    •    The problems large corporates have with embracing new technology    •    Where Talent Acquisition leaders should focus in order to drive changeDavid also gives us his views on the future and the role he sees being played by “Applied Artificial Intelligence” in recruiting.Subscribe to the podcast in iTunes Thu, 07 Apr 2016 10:12:09 -0000 An Enterprise Level View On The Future Of Talent Acquisition full 49 Matt Alder David Mason talks to Matt Alder When industry commentators write and speak about talent acquisition, there is a tendency towards generalized truisms that seemingly apply to all employers. The actual truth is much more nuanced and there are distinct differences in the reality of talent acquisition both between industries and between SMEs and large enterprises.My guest for this episode is David Mason. David has worked at a senior level driving talent acquisition innovation at a number of very large corporates in some progressive industry sectors.In the interview we discuss:    •    Three key things that have changed in Talent Acquisition over the last five years    •    Which industries are driving innovation and why    •    The problems large corporates have with embracing new technology    •    Where Talent Acquisition leaders should focus in order to drive changeDavid also gives us his views on the future and the role he sees being played by “Applied Artificial Intelligence” in recruiting.Subscribe to the podcast in iTunes When industry commentators write and speak about talent acquisition, there is a tendency towards generalized truisms that seemingly apply to all employers. The actual truth is much more nuanced and there are distinct differences in the reality of talent acquisition both between industries and between SMEs and large enterprises.

My guest for this episode is David Mason. David has worked at a senior level driving talent acquisition innovation at a number of very large corporates in some progressive industry sectors.

In the interview we discuss:

    •    Three key things that have changed in Talent Acquisition over the last five years

    •    Which industries are driving innovation and why

    •    The problems large corporates have with embracing new technology

    •    Where Talent Acquisition leaders should focus in order to drive change

David also gives us his views on the future and the role he sees being played by “Applied Artificial Intelligence” in recruiting.

Subscribe to the podcast in iTunes

]]> 1350 no Ep 48: The End Of Graduate Recruitment As We Know It? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_48_Final.mp3 Sometimes if you want to be innovative you need to challenge the status quo by taking the tried and tested ways of working and turning them on their head. Often you’ll find they are tried and tested for a reason but sometimes subverting the norm will bring results that make everyone think differently.On the show last year I talked to Neil Morrison the Group HRD of Penguin Random House about an experimental entry level recruitment programme his team were running know as The Scheme. One year on The Scheme has been so successful Penguin Random House are running it again and I was keen to catch up with Neil to find out what they had learned.In the interview we discuss:    •    What it is like to run a recruitment process with no CVs or insight into the background of the candidates    •    Why Penguin Random House have now dropped the requirement to have a degree from all of their roles    •    Things they learned from the Scheme last year and what they are doing differently in 2016     •    How they are using Snap Chat as a platform to promote this year’s programme.Neil also gives us his thoughts on the future of graduate recruitment and some advice for any employers thinking of having their own version of The Scheme.Subscribe to this podcast in iTunes Fri, 01 Apr 2016 07:44:40 -0000 The End Of Graduate Recruitment As We Know It? full 48 Matt Alder Neil Morrison talks to Matt Alder Sometimes if you want to be innovative you need to challenge the status quo by taking the tried and tested ways of working and turning them on their head. Often you’ll find they are tried and tested for a reason but sometimes subverting the norm will bring results that make everyone think differently.On the show last year I talked to Neil Morrison the Group HRD of Penguin Random House about an experimental entry level recruitment programme his team were running know as The Scheme. One year on The Scheme has been so successful Penguin Random House are running it again and I was keen to catch up with Neil to find out what they had learned.In the interview we discuss:    •    What it is like to run a recruitment process with no CVs or insight into the background of the candidates    •    Why Penguin Random House have now dropped the requirement to have a degree from all of their roles    •    Things they learned from the Scheme last year and what they are doing differently in 2016     •    How they are using Snap Chat as a platform to promote this year’s programme.Neil also gives us his thoughts on the future of graduate recruitment and some advice for any employers thinking of having their own version of The Scheme.Subscribe to this podcast in iTunes Sometimes if you want to be innovative you need to challenge the status quo by taking the tried and tested ways of working and turning them on their head. Often you’ll find they are tried and tested for a reason but sometimes subverting the norm will bring results that make everyone think differently.

On the show last year I talked to Neil Morrison the Group HRD of Penguin Random House about an experimental entry level recruitment programme his team were running know as The Scheme. One year on The Scheme has been so successful Penguin Random House are running it again and I was keen to catch up with Neil to find out what they had learned.

In the interview we discuss:

    •    What it is like to run a recruitment process with no CVs or insight into the background of the candidates

    •    Why Penguin Random House have now dropped the requirement to have a degree from all of their roles

    •    Things they learned from the Scheme last year and what they are doing differently in 2016

    •    How they are using Snap Chat as a platform to promote this year’s programme.

Neil also gives us his thoughts on the future of graduate recruitment and some advice for any employers thinking of having their own version of The Scheme.

Subscribe to this podcast in iTunes

]]> 1203 no Ep 47: A Practitioner's View On The Future Of Recruiting https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Recruiting_Future_Podcast_Ep_47.mp3 This week sees the return of one most popular guests I’ve had in the 47 episode history of The Recruiting Future Podcast.Matt Buckland joined me for Episode 11 of the show last year when he was working for Forward Partners and shared his thoughts recruiting tech talent. It’s almost a year on and Matt is now Head of Talent and Fashion Tech company Lyst. He also recently appeared as the resident recruitment expert on  “Who’s The Boss” the BBC TV series which experimented with the concept of “collaborative hiring” In the interview we discuss:    •    The likely future of recruitment    •    The advantages and pitfalls of collaborative hiring    •    Why recruitment technology can be a bad thing    •    Snapchat and its relevance to recruiting    •    The role of LinkedIn and Job Boards    •    Recruiters v MarketeersMatt also shares what he considers to be the most important skills a good in house recruiter needs and tells us about the book he is currently reading….Links to things we talk about:Matt’s previous podcast interviewBBC2’s Here Comes the BossThe Lyst recruiting analytics podcast episode Subscribe to this podcast in iTunes Wed, 16 Mar 2016 21:40:16 -0000 A Practitioner's View On The Future Of Recruiting full 47 Matt Alder Matt Buckland from Lyst talks to Matt Alder This week sees the return of one most popular guests I’ve had in the 47 episode history of The Recruiting Future Podcast.Matt Buckland joined me for Episode 11 of the show last year when he was working for Forward Partners and shared his thoughts recruiting tech talent. It’s almost a year on and Matt is now Head of Talent and Fashion Tech company Lyst. He also recently appeared as the resident recruitment expert on  “Who’s The Boss” the BBC TV series which experimented with the concept of “collaborative hiring” In the interview we discuss:    •    The likely future of recruitment    •    The advantages and pitfalls of collaborative hiring    •    Why recruitment technology can be a bad thing    •    Snapchat and its relevance to recruiting    •    The role of LinkedIn and Job Boards    •    Recruiters v MarketeersMatt also shares what he considers to be the most important skills a good in house recruiter needs and tells us about the book he is currently reading….Links to things we talk about:Matt’s previous podcast interviewBBC2’s Here Comes the BossThe Lyst recruiting analytics podcast episode Subscribe to this podcast in iTunes This week sees the return of one most popular guests I’ve had in the 47 episode history of The Recruiting Future Podcast.

Matt Buckland joined me for Episode 11 of the show last year when he was working for Forward Partners and shared his thoughts recruiting tech talent. It’s almost a year on and Matt is now Head of Talent and Fashion Tech company Lyst. He also recently appeared as the resident recruitment expert on  “Who’s The Boss” the BBC TV series which experimented with the concept of “collaborative hiring”

In the interview we discuss:

    •    The likely future of recruitment

    •    The advantages and pitfalls of collaborative hiring

    •    Why recruitment technology can be a bad thing

    •    Snapchat and its relevance to recruiting

    •    The role of LinkedIn and Job Boards

    •    Recruiters v Marketeers

Matt also shares what he considers to be the most important skills a good in house recruiter needs and tells us about the book he is currently reading….

Links to things we talk about:

Matt’s previous podcast interview

BBC2’s Here Comes the Boss

The Lyst recruiting analytics podcast episode



Subscribe to this podcast in iTunes

]]> 1577 no Ep 46: Talent Analytics At Cisco https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Recruiting_Future_Podcast_Ep_46.mp3 Data Analytics is something that has been growing in importance within Talent Acquisition for the last few years. Most companies are just starting out on their journey with data but there are some who are now sophisticated enough to benefit from a more predictive and data-driven talent acquisition mindset.One of these pioneers in this area is Cisco and my guest this week is Ian Bailie their Global Head of Talent Acquisition Operations.In the interview we discuss:    •    How Cisco and built and scaled an in house talent trends division    •    The key performance metrics they measure and how this is evolving    •    What they have learnt from the data and what has surprised them    •    The move towards to predictive analytics and how Talent Acquisition is able to influence higher level decisions in the wider businessIan also talks about the plans for the future and gives his tips on how to get started with talent analyticsThanks to HR Tech World for helping to organize the interviewSubscribe to this podcast on iTunes Thu, 10 Mar 2016 11:07:28 -0000 Talent Analytics At Cisco full 46 Matt Alder Ian Bailie talks to Matt Alder Data Analytics is something that has been growing in importance within Talent Acquisition for the last few years. Most companies are just starting out on their journey with data but there are some who are now sophisticated enough to benefit from a more predictive and data-driven talent acquisition mindset.One of these pioneers in this area is Cisco and my guest this week is Ian Bailie their Global Head of Talent Acquisition Operations.In the interview we discuss:    •    How Cisco and built and scaled an in house talent trends division    •    The key performance metrics they measure and how this is evolving    •    What they have learnt from the data and what has surprised them    •    The move towards to predictive analytics and how Talent Acquisition is able to influence higher level decisions in the wider businessIan also talks about the plans for the future and gives his tips on how to get started with talent analyticsThanks to HR Tech World for helping to organize the interviewSubscribe to this podcast on iTunes Data Analytics is something that has been growing in importance within Talent Acquisition for the last few years. Most companies are just starting out on their journey with data but there are some who are now sophisticated enough to benefit from a more predictive and data-driven talent acquisition mindset.

One of these pioneers in this area is Cisco and my guest this week is Ian Bailie their Global Head of Talent Acquisition Operations.

In the interview we discuss:

    •    How Cisco and built and scaled an in house talent trends division

    •    The key performance metrics they measure and how this is evolving

    •    What they have learnt from the data and what has surprised them

    •    The move towards to predictive analytics and how Talent Acquisition is able to influence higher level decisions in the wider business

Ian also talks about the plans for the future and gives his tips on how to get started with talent analytics

Thanks to HR Tech World for helping to organize the interview

Subscribe to this podcast on iTunes

]]> 1596 no Ep 45: Social Media For Employer Branding Done Brilliantly https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_45_Final.mp3 Based on what I see during my work as a consultant it is fair to say that most employers are still struggling to use social media effectively for recruiting. Even the concept of using it as a key platform for Employer Branding and Employee Engagement seems like an impossible dream to many. However as Facebook, Instagram, Twitter and LinkedIn embed themselves further into everyone’s lives all companies will have to think differently about the methods they use to attract, recruit and retain talent.My guest this week is someone who is a genuine pioneer round social engagement in the talent space. Chris Ebbeler is Director of Workplace Community for Chili’s, a company who are embracing social media in a way that is just brilliant.In the interview we discuss:    •    How Chris got both his job and buy in from his leadership team to do what he does    •    How Chili’s have used social media to shift deeply held brand perceptions and are now considered a great place to work    •    Why their employees are at the heart of what they do on social and the great ways they have driven authentic user generated content from their global work force of 80,000 people    •    A completely different way of thinking about the role of corporate Careers Sites    •    The importance of Instagram in their social strategyChris also talks about the way they measure results, the importance of a selfie with the COO and how he sees their approach to social media developing over the next 18 monthsSubscribe to this podcast in iTunes Fri, 04 Mar 2016 14:53:23 -0000 Social Media For Employer Branding Done Brilliantly full 45 Matt Alder Chris Ebbeler from Chili’s talks to Matt Alder Based on what I see during my work as a consultant it is fair to say that most employers are still struggling to use social media effectively for recruiting. Even the concept of using it as a key platform for Employer Branding and Employee Engagement seems like an impossible dream to many. However as Facebook, Instagram, Twitter and LinkedIn embed themselves further into everyone’s lives all companies will have to think differently about the methods they use to attract, recruit and retain talent.My guest this week is someone who is a genuine pioneer round social engagement in the talent space. Chris Ebbeler is Director of Workplace Community for Chili’s, a company who are embracing social media in a way that is just brilliant.In the interview we discuss:    •    How Chris got both his job and buy in from his leadership team to do what he does    •    How Chili’s have used social media to shift deeply held brand perceptions and are now considered a great place to work    •    Why their employees are at the heart of what they do on social and the great ways they have driven authentic user generated content from their global work force of 80,000 people    •    A completely different way of thinking about the role of corporate Careers Sites    •    The importance of Instagram in their social strategyChris also talks about the way they measure results, the importance of a selfie with the COO and how he sees their approach to social media developing over the next 18 monthsSubscribe to this podcast in iTunes Based on what I see during my work as a consultant it is fair to say that most employers are still struggling to use social media effectively for recruiting. Even the concept of using it as a key platform for Employer Branding and Employee Engagement seems like an impossible dream to many. However as Facebook, Instagram, Twitter and LinkedIn embed themselves further into everyone’s lives all companies will have to think differently about the methods they use to attract, recruit and retain talent.

My guest this week is someone who is a genuine pioneer round social engagement in the talent space. Chris Ebbeler is Director of Workplace Community for Chili’s, a company who are embracing social media in a way that is just brilliant.

In the interview we discuss:

    •    How Chris got both his job and buy in from his leadership team to do what he does

    •    How Chili’s have used social media to shift deeply held brand perceptions and are now considered a great place to work

    •    Why their employees are at the heart of what they do on social and the great ways they have driven authentic user generated content from their global work force of 80,000 people

    •    A completely different way of thinking about the role of corporate Careers Sites

    •    The importance of Instagram in their social strategy

Chris also talks about the way they measure results, the importance of a selfie with the COO and how he sees their approach to social media developing over the next 18 months

Subscribe to this podcast in iTunes

]]> 2246 no Ep 44: Innovating To Improve the Candidate Experience https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_44_Final.mp3 When it comes to innovation in recruitment marketing and the candidate experience it is very important to never believe the hype. Once you cut through the buzzwords and considerable self-interest promoting spin it becomes clear that driving change and embracing new technologies is something a lot employers find very difficult.My research has shown me that one of keys to success when it comes to innovation lies in experimentation, testing and iteration. My guest for this episode of the podcast is someone who successful uses this approach to drive change. Heather Tinguely is Senior Program Manager of Innovation Incubation and Candidate Experience at Microsoft.In the interview we discuss:    •    How beta testing ideas can engage stakeholders and win budgets    •    Why the candidate experience is so important to Microsoft    •    Innovations for the “day of interview”    •    The evolution of the careers site and the relationship between content and candidate experience    •    The critical importance of being mobile first to avoid the big problem with responsive design    •    Personalisation based on candidate profilesHeather also tells us what she has her eye on in terms of future trends and technologiesSubscribe to this podcast in iTunes Thu, 25 Feb 2016 07:37:16 -0000 Innovating To Improve the Candidate Experience full 44 Matt Alder Heather Tinguely talks to Matt Alder When it comes to innovation in recruitment marketing and the candidate experience it is very important to never believe the hype. Once you cut through the buzzwords and considerable self-interest promoting spin it becomes clear that driving change and embracing new technologies is something a lot employers find very difficult.My research has shown me that one of keys to success when it comes to innovation lies in experimentation, testing and iteration. My guest for this episode of the podcast is someone who successful uses this approach to drive change. Heather Tinguely is Senior Program Manager of Innovation Incubation and Candidate Experience at Microsoft.In the interview we discuss:    •    How beta testing ideas can engage stakeholders and win budgets    •    Why the candidate experience is so important to Microsoft    •    Innovations for the “day of interview”    •    The evolution of the careers site and the relationship between content and candidate experience    •    The critical importance of being mobile first to avoid the big problem with responsive design    •    Personalisation based on candidate profilesHeather also tells us what she has her eye on in terms of future trends and technologiesSubscribe to this podcast in iTunes When it comes to innovation in recruitment marketing and the candidate experience it is very important to never believe the hype. Once you cut through the buzzwords and considerable self-interest promoting spin it becomes clear that driving change and embracing new technologies is something a lot employers find very difficult.

My research has shown me that one of keys to success when it comes to innovation lies in experimentation, testing and iteration. My guest for this episode of the podcast is someone who successful uses this approach to drive change. Heather Tinguely is Senior Program Manager of Innovation Incubation and Candidate Experience at Microsoft.

In the interview we discuss:

    •    How beta testing ideas can engage stakeholders and win budgets

    •    Why the candidate experience is so important to Microsoft

    •    Innovations for the “day of interview”

    •    The evolution of the careers site and the relationship between content and candidate experience

    •    The critical importance of being mobile first to avoid the big problem with responsive design

    •    Personalisation based on candidate profiles

Heather also tells us what she has her eye on in terms of future trends and technologies

Subscribe to this podcast in iTunes

]]> 1460 no Ep 43: A Blueprint for Digital Transformation https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_43_Final.mp3 Digital Transformation is a key issue that all businesses will need to address in the next few years. It is likely to have a fundamental effect on HR and Recruiting and I really surprised that there are still such low levels of awareness round the concept among HR and Recruiting professionals.My guest for this episode is Douglas Shirlaw Chief Digital Officer of The Convention of Scottish Local Authorities or (COSLA). Douglas has many years of front line experience in digital transformation and leads COSLA’s initiatives to digitise public sector recruitment in Scotland.COSLA’s award winning jobs platform myjobscotland is hugely successful and continues to develop to keep pace with evolving technologies and increasing user expectations.    •    In the interview we discuss:    •    The challenges involved in developing myjobscotland    •    The implications of having over 50% of the site’s audience accessing from mobiles and tablets    •    The rise and importance of “customer experience first” thinking    •    The ongoing clash between user expectations and current recruitment process realities    •    The benefits of digital transformation and a workable model to implement itDouglas also talks about changing attitudes to privacy and gives us his vision for the future of recruitment platformsSubscribe to this podcast in iTunes Fri, 19 Feb 2016 14:00:03 -0000 A Blueprint for Digital Transformation full 43 Matt Alder Douglas Shirlaw talks to Matt Alder Digital Transformation is a key issue that all businesses will need to address in the next few years. It is likely to have a fundamental effect on HR and Recruiting and I really surprised that there are still such low levels of awareness round the concept among HR and Recruiting professionals.My guest for this episode is Douglas Shirlaw Chief Digital Officer of The Convention of Scottish Local Authorities or (COSLA). Douglas has many years of front line experience in digital transformation and leads COSLA’s initiatives to digitise public sector recruitment in Scotland.COSLA’s award winning jobs platform myjobscotland is hugely successful and continues to develop to keep pace with evolving technologies and increasing user expectations.    •    In the interview we discuss:    •    The challenges involved in developing myjobscotland    •    The implications of having over 50% of the site’s audience accessing from mobiles and tablets    •    The rise and importance of “customer experience first” thinking    •    The ongoing clash between user expectations and current recruitment process realities    •    The benefits of digital transformation and a workable model to implement itDouglas also talks about changing attitudes to privacy and gives us his vision for the future of recruitment platformsSubscribe to this podcast in iTunes Digital Transformation is a key issue that all businesses will need to address in the next few years. It is likely to have a fundamental effect on HR and Recruiting and I really surprised that there are still such low levels of awareness round the concept among HR and Recruiting professionals.

My guest for this episode is Douglas Shirlaw Chief Digital Officer of The Convention of Scottish Local Authorities or (COSLA). Douglas has many years of front line experience in digital transformation and leads COSLA’s initiatives to digitise public sector recruitment in Scotland.

COSLA’s award winning jobs platform myjobscotland is hugely successful and continues to develop to keep pace with evolving technologies and increasing user expectations.

    •    In the interview we discuss:

    •    The challenges involved in developing myjobscotland

    •    The implications of having over 50% of the site’s audience accessing from mobiles and tablets

    •    The rise and importance of “customer experience first” thinking

    •    The ongoing clash between user expectations and current recruitment process realities

    •    The benefits of digital transformation and a workable model to implement it

Douglas also talks about changing attitudes to privacy and gives us his vision for the future of recruitment platforms

Subscribe to this podcast in iTunes

]]> 1887 no Ep 42: How In House Recruiting Leaders Can Drive Change https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_42_Final.mp3 We live in changing times and change is certainly being felt in the recruitment industry at the moment. Technology is changing, communication is changing, candidate expectations are changing and for many employers the talent landscape is growing ever more competitive. Strategically driving the systems and organisational change needed to keep up is big challenge for in house recruitment leaders.My guest this week is Barry Flack . Barry has worked in senior HR and recruiting leadership positions within a number of fast changing industries.In the interview we discuss:    •    How organisations need to get on the front foot with their recruiting strategies and stop being reactive    •    The reason why many employers are stuck with legacy “record keeping” recruitment technology.    •    The importance of embracing technology that improves user experience, candidate experience and enables proactive sourcing    •    Ways in which recruitment leaders can drive the strategic change needed within their organisations.Barry also gives us his view on the key trends to watch in the futureSubscribe to this podcast in iTunes Find out more about Matt Alder Fri, 12 Feb 2016 12:09:57 -0000 How In House Recruiting Leaders Can Drive Change full 42 Matt Alder Barry Flack talks to Matt Alder We live in changing times and change is certainly being felt in the recruitment industry at the moment. Technology is changing, communication is changing, candidate expectations are changing and for many employers the talent landscape is growing ever more competitive. Strategically driving the systems and organisational change needed to keep up is big challenge for in house recruitment leaders.My guest this week is Barry Flack . Barry has worked in senior HR and recruiting leadership positions within a number of fast changing industries.In the interview we discuss:    •    How organisations need to get on the front foot with their recruiting strategies and stop being reactive    •    The reason why many employers are stuck with legacy “record keeping” recruitment technology.    •    The importance of embracing technology that improves user experience, candidate experience and enables proactive sourcing    •    Ways in which recruitment leaders can drive the strategic change needed within their organisations.Barry also gives us his view on the key trends to watch in the futureSubscribe to this podcast in iTunes Find out more about Matt Alder We live in changing times and change is certainly being felt in the recruitment industry at the moment. Technology is changing, communication is changing, candidate expectations are changing and for many employers the talent landscape is growing ever more competitive. Strategically driving the systems and organisational change needed to keep up is big challenge for in house recruitment leaders.

My guest this week is Barry Flack . Barry has worked in senior HR and recruiting leadership positions within a number of fast changing industries.

In the interview we discuss:

    •    How organisations need to get on the front foot with their recruiting strategies and stop being reactive

    •    The reason why many employers are stuck with legacy “record keeping” recruitment technology.

    •    The importance of embracing technology that improves user experience, candidate experience and enables proactive sourcing

    •    Ways in which recruitment leaders can drive the strategic change needed within their organisations.

Barry also gives us his view on the key trends to watch in the future

Subscribe to this podcast in iTunes

Find out more about Matt Alder

]]> 1216 no Ep 41: What Is The Future Of Work? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_41_Final.mp3 Matt Alder talks to Kevin Wheeler Speculating about the future of work is a very popular past time at the moment. This should be no surprise considering the disruptive times we are living through. However I find it very frustrating that there is a distinct lack of sensible debate and discussion about the actual implications of these changes.My guest this week is Kevin Wheeler. Kevin is a Silicon Valley based futurist with a global outlook who specializes in the future of work and talent. We were both contributors to the same book on the Future of Business last year and I have a lot of respect for Kevin’s work and views.In the interview we discuss what the future of work is likely to look like in the short, medium and long term. Topics we cover include:    •    The debate round the rise of the contingent workforce    •    The growth of generalists    •    Jobs we currently take for granted which will disappear or shrink in volume with the growth of automation.      •    The future role of humans at work    •    The importance of creativity in the future workforce Kevin also shares his opinion on the future of HR and identifies what he sees as the most importantly technology trend for the future of recruitment.Subscribe to this podcast on iTunes Thu, 04 Feb 2016 07:18:51 -0000 What Is The Future Of Work? full 41 Matt Alder Kevin Wheeler talks to Matt Alder Matt Alder talks to Kevin Wheeler Speculating about the future of work is a very popular past time at the moment. This should be no surprise considering the disruptive times we are living through. However I find it very frustrating that there is a distinct lack of sensible debate and discussion about the actual implications of these changes.My guest this week is Kevin Wheeler. Kevin is a Silicon Valley based futurist with a global outlook who specializes in the future of work and talent. We were both contributors to the same book on the Future of Business last year and I have a lot of respect for Kevin’s work and views.In the interview we discuss what the future of work is likely to look like in the short, medium and long term. Topics we cover include:    •    The debate round the rise of the contingent workforce    •    The growth of generalists    •    Jobs we currently take for granted which will disappear or shrink in volume with the growth of automation.      •    The future role of humans at work    •    The importance of creativity in the future workforce Kevin also shares his opinion on the future of HR and identifies what he sees as the most importantly technology trend for the future of recruitment.Subscribe to this podcast on iTunes Matt Alder talks to Kevin Wheeler

Speculating about the future of work is a very popular past time at the moment. This should be no surprise considering the disruptive times we are living through. However I find it very frustrating that there is a distinct lack of sensible debate and discussion about the actual implications of these changes.

My guest this week is Kevin Wheeler. Kevin is a Silicon Valley based futurist with a global outlook who specializes in the future of work and talent. We were both contributors to the same book on the Future of Business last year and I have a lot of respect for Kevin’s work and views.

In the interview we discuss what the future of work is likely to look like in the short, medium and long term. Topics we cover include:

    •    The debate round the rise of the contingent workforce

    •    The growth of generalists

    •    Jobs we currently take for granted which will disappear or shrink in volume with the growth of automation.  

    •    The future role of humans at work

    •    The importance of creativity in the future workforce

Kevin also shares his opinion on the future of HR and identifies what he sees as the most importantly technology trend for the future of recruitment.

Subscribe to this podcast on iTunes

]]> 1635 no Ep 40: Lessons To Learn From Sales And Marketing https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_40_Final.mp3 The mantra that in house recruiters need to behave more like marketeers is an often-repeated one. Like many recruitment truism it is easy to say but more difficult to justify and even more difficult to describe how it should actually work.My guest this week is Ted Elliott CEO of Jobscience. Ted has spend the last 16 years building tools that help recruiters adopt key disciplines from sales and marketing to help them operate in competitive talent marketsIn the interview we discuss:    •    The concept of Blue Ocean strategy    •    Increasing competition in global talent markets    •    The importance of micro marketing instead of mass marketing    •    Why just in time recruiting is vital in meeting hiring manager expectations    •    Why corporate recruiters have an impossible task in 2016 and need to think differently.Ted also and highlights the employers he feels are successfully implementing sales and marketing best practices for recruiting and explains why Jobscience is built on the Salesforce platform. Subscribe to this podcast in iTunes   Thu, 28 Jan 2016 16:57:49 -0000 Lessons To Learn From Sales And Marketing full 40 Matt Alder Ted Elliott From Jobscience talks to Matt Alder The mantra that in house recruiters need to behave more like marketeers is an often-repeated one. Like many recruitment truism it is easy to say but more difficult to justify and even more difficult to describe how it should actually work.My guest this week is Ted Elliott CEO of Jobscience. Ted has spend the last 16 years building tools that help recruiters adopt key disciplines from sales and marketing to help them operate in competitive talent marketsIn the interview we discuss:    •    The concept of Blue Ocean strategy    •    Increasing competition in global talent markets    •    The importance of micro marketing instead of mass marketing    •    Why just in time recruiting is vital in meeting hiring manager expectations    •    Why corporate recruiters have an impossible task in 2016 and need to think differently.Ted also and highlights the employers he feels are successfully implementing sales and marketing best practices for recruiting and explains why Jobscience is built on the Salesforce platform. Subscribe to this podcast in iTunes   The mantra that in house recruiters need to behave more like marketeers is an often-repeated one. Like many recruitment truism it is easy to say but more difficult to justify and even more difficult to describe how it should actually work.

My guest this week is Ted Elliott CEO of Jobscience. Ted has spend the last 16 years building tools that help recruiters adopt key disciplines from sales and marketing to help them operate in competitive talent markets

In the interview we discuss:

    •    The concept of Blue Ocean strategy

    •    Increasing competition in global talent markets

    •    The importance of micro marketing instead of mass marketing

    •    Why just in time recruiting is vital in meeting hiring manager expectations

    •    Why corporate recruiters have an impossible task in 2016 and need to think differently.

Ted also and highlights the employers he feels are successfully implementing sales and marketing best practices for recruiting and explains why Jobscience is built on the Salesforce platform.

Subscribe to this podcast in iTunes

 

]]> 1375 no Ep 39: Recruiting Where The Rubber Meets The Road https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_39_Final.mp3 For the podcast this year I’m committed to searching far and wide for the most interesting stories and ideas in recruiting and HR.  Change is now a constant in our world and the people who are prepared to strike out from the norm and experiment are the ones driving innovation. My guest this week is a brilliant example of what is possible when you think about things differently.Larry Hernandez is currently a Talent Scout for ThoughtWorks having formerly worked for both Rackspace and Zappos. By working while driving round America in an “RV” he is bringing a whole new meaning to mobile recruiting.In the interview we discuss:    •    Why Larry choose his unique approach to work life balance    •    What it is like to source and recruit on the road    •    How his alternative lifestyle is helping build connections with candidates    •    His experiences of working in the unique culture at Zappos where his team were the beta test for the much talked about move to holocracy.Larry also talks about recruiting innovation and his predictions for where things are going (including him and his RV!) in 2016Subscribe to this podcast in iTunes Work with Matt Alder Thu, 21 Jan 2016 07:38:04 -0000 Recruiting Where The Rubber Meets The Road full 39 Matt Alder Larry Hernandez from ThoughtWorks talks to Matt Alder For the podcast this year I’m committed to searching far and wide for the most interesting stories and ideas in recruiting and HR.  Change is now a constant in our world and the people who are prepared to strike out from the norm and experiment are the ones driving innovation. My guest this week is a brilliant example of what is possible when you think about things differently.Larry Hernandez is currently a Talent Scout for ThoughtWorks having formerly worked for both Rackspace and Zappos. By working while driving round America in an “RV” he is bringing a whole new meaning to mobile recruiting.In the interview we discuss:    •    Why Larry choose his unique approach to work life balance    •    What it is like to source and recruit on the road    •    How his alternative lifestyle is helping build connections with candidates    •    His experiences of working in the unique culture at Zappos where his team were the beta test for the much talked about move to holocracy.Larry also talks about recruiting innovation and his predictions for where things are going (including him and his RV!) in 2016Subscribe to this podcast in iTunes Work with Matt Alder For the podcast this year I’m committed to searching far and wide for the most interesting stories and ideas in recruiting and HR.  Change is now a constant in our world and the people who are prepared to strike out from the norm and experiment are the ones driving innovation. My guest this week is a brilliant example of what is possible when you think about things differently.

Larry Hernandez is currently a Talent Scout for ThoughtWorks having formerly worked for both Rackspace and Zappos. By working while driving round America in an “RV” he is bringing a whole new meaning to mobile recruiting.

In the interview we discuss:

    •    Why Larry choose his unique approach to work life balance

    •    What it is like to source and recruit on the road

    •    How his alternative lifestyle is helping build connections with candidates

    •    His experiences of working in the unique culture at Zappos where his team were the beta test for the much talked about move to holocracy.

Larry also talks about recruiting innovation and his predictions for where things are going (including him and his RV!) in 2016

Subscribe to this podcast in iTunes

Work with Matt Alder

]]> 1452 no How To Use Recruitment Technology Strategically https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_38_Final.mp3 Matt Alder talks to Brad Cook of Informatica One of the most common themes I hear in conversations with in house recruiters is their frustration at the failings of their recruitment technology. A decade and a half on from the online recruitment revolution many employers are finding that their technology is holding them back rather than being the enabler it should be.My guest this week is Brad Cook, Global VP of Talent Acquisition for Informatica. Over the last five years Informatica have harnessed their CRM and ATS to win the battle against the global skill shortages in the talent markets where they operate proving that recruitment technology can be used strategically rather than just reactively.  In the interview we discuss:    •    Brad’s philosophy of capturing data once and using it many times    •    Why you need an SEO mindset to attract active candidates    •    The importance of analytics    •    How Informatica have reduced friction in their apply process to capture data from 45k applicants a year    •    Why candidate experience is critical    •    The one piece of data you must collect from each prospect    •    The current revolution in the ATS market that is driving a move away from legacy vendorsBrad also empathises the importance of humans at all stages of the recruitment process and makes it very clear that recruitment is not just a science it is also an art.Subscribe to this podcast in iTunes Thu, 14 Jan 2016 08:18:17 -0000 How To Use Recruitment Technology Strategically full 38 Matt Alder Brad Cook Global VP of Talent Acquisition at Informatica talks to Matt Alder Matt Alder talks to Brad Cook of Informatica One of the most common themes I hear in conversations with in house recruiters is their frustration at the failings of their recruitment technology. A decade and a half on from the online recruitment revolution many employers are finding that their technology is holding them back rather than being the enabler it should be.My guest this week is Brad Cook, Global VP of Talent Acquisition for Informatica. Over the last five years Informatica have harnessed their CRM and ATS to win the battle against the global skill shortages in the talent markets where they operate proving that recruitment technology can be used strategically rather than just reactively.  In the interview we discuss:    •    Brad’s philosophy of capturing data once and using it many times    •    Why you need an SEO mindset to attract active candidates    •    The importance of analytics    •    How Informatica have reduced friction in their apply process to capture data from 45k applicants a year    •    Why candidate experience is critical    •    The one piece of data you must collect from each prospect    •    The current revolution in the ATS market that is driving a move away from legacy vendorsBrad also empathises the importance of humans at all stages of the recruitment process and makes it very clear that recruitment is not just a science it is also an art.Subscribe to this podcast in iTunes Matt Alder talks to Brad Cook of Informatica

One of the most common themes I hear in conversations with in house recruiters is their frustration at the failings of their recruitment technology. A decade and a half on from the online recruitment revolution many employers are finding that their technology is holding them back rather than being the enabler it should be.

My guest this week is Brad Cook, Global VP of Talent Acquisition for Informatica. Over the last five years Informatica have harnessed their CRM and ATS to win the battle against the global skill shortages in the talent markets where they operate proving that recruitment technology can be used strategically rather than just reactively.  

In the interview we discuss:

    •    Brad’s philosophy of capturing data once and using it many times

    •    Why you need an SEO mindset to attract active candidates

    •    The importance of analytics

    •    How Informatica have reduced friction in their apply process to capture data from 45k applicants a year

    •    Why candidate experience is critical

    •    The one piece of data you must collect from each prospect

    •    The current revolution in the ATS market that is driving a move away from legacy vendors


Brad also empathises the importance of humans at all stages of the recruitment process and makes it very clear that recruitment is not just a science it is also an art.

Subscribe to this podcast in iTunes

]]> 1327 no Ep 37: How To Engage Hiring Managers https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_37_Final.mp3 In this episode Matt Alder speaks to John Vlastelica from Recruiting Toolbox One of the most critical success factors for any in house recruitment team is the quality of relationship they have with their hiring managers. Despite being a key issue for pretty much every employer it is not something that gets written or spoken about in public very often.I’m delighted to have John Vlastelica from Recruiting Toolbox as my guest for this episode. Before founding Recruiting Toolbox John was Director of Recruiting at Amazon and Head of Global Recruiting at Expedia. He is passionate about helping recruiters to improve hiring manager engagement and now trains in house recruiting teams all over the world.In the interview we discuss:    •    Why hiring manager engagement is the secret sauce to recruiting success    •    How to influence hiring managers by speaking their language and pressing the pain button    •    The two most important things hiring managers care about    •    Common mistakes recruiters make when trying to influence hiring managers    •    The one key factor that drives the improvement of the candidate experienceJohn also share his thoughts on the differences in recruiting behaviour across different industries as well as the changes and innovations we can expect to see during 2016.Subscribe to this podcast in iTunes Thu, 07 Jan 2016 08:37:28 -0000 How To Engage Hiring Managers full 37 Matt Alder John Vlastelica Speaks To Matt Alder In this episode Matt Alder speaks to John Vlastelica from Recruiting Toolbox One of the most critical success factors for any in house recruitment team is the quality of relationship they have with their hiring managers. Despite being a key issue for pretty much every employer it is not something that gets written or spoken about in public very often.I’m delighted to have John Vlastelica from Recruiting Toolbox as my guest for this episode. Before founding Recruiting Toolbox John was Director of Recruiting at Amazon and Head of Global Recruiting at Expedia. He is passionate about helping recruiters to improve hiring manager engagement and now trains in house recruiting teams all over the world.In the interview we discuss:    •    Why hiring manager engagement is the secret sauce to recruiting success    •    How to influence hiring managers by speaking their language and pressing the pain button    •    The two most important things hiring managers care about    •    Common mistakes recruiters make when trying to influence hiring managers    •    The one key factor that drives the improvement of the candidate experienceJohn also share his thoughts on the differences in recruiting behaviour across different industries as well as the changes and innovations we can expect to see during 2016.Subscribe to this podcast in iTunes In this episode Matt Alder speaks to John Vlastelica from Recruiting Toolbox

One of the most critical success factors for any in house recruitment team is the quality of relationship they have with their hiring managers. Despite being a key issue for pretty much every employer it is not something that gets written or spoken about in public very often.

I’m delighted to have John Vlastelica from Recruiting Toolbox as my guest for this episode. Before founding Recruiting Toolbox John was Director of Recruiting at Amazon and Head of Global Recruiting at Expedia. He is passionate about helping recruiters to improve hiring manager engagement and now trains in house recruiting teams all over the world.

In the interview we discuss:

    •    Why hiring manager engagement is the secret sauce to recruiting success

    •    How to influence hiring managers by speaking their language and pressing the pain button

    •    The two most important things hiring managers care about

    •    Common mistakes recruiters make when trying to influence hiring managers

    •    The one key factor that drives the improvement of the candidate experience

John also share his thoughts on the differences in recruiting behaviour across different industries as well as the changes and innovations we can expect to see during 2016.

Subscribe to this podcast in iTunes

]]> 1617 no Ep 36: Three Recruiting Revolutions https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Final_Recruiting_Future_Podcast_Ep_36_.mp3 In this episode Matt Alder talks to Dave Drury I’ve recently returned from HR Tech Fest in Sydney and while I was in Australia I was planning on interviewing my good friend Dave Drury, a thought leader in Experience Design for HR. However Dave had other ideas and when I got to his office he decided that he wanted to interview me instead!Our conversation covers a lot of ground and some of the topics we discuss include:    •    The three revolutions we have seen during our careers in recruitment    •    The talent centric future of the industry    •    Key trends for the next five years    •    The biggest problem with HR TechnologiesI also talk about what I’ve learned from doing the podcast this year, who my favourite guests have been and give some hints about some exciting developments in 2016Link to the Tech Recruiting Whitepaper I mention in the interviewSubscribe to the podcast in iTunes Wed, 16 Dec 2015 08:08:55 -0000 Three Recruiting Revolutions full 36 Matt Alder Matt Alder talks to Dave Drury In this episode Matt Alder talks to Dave Drury I’ve recently returned from HR Tech Fest in Sydney and while I was in Australia I was planning on interviewing my good friend Dave Drury, a thought leader in Experience Design for HR. However Dave had other ideas and when I got to his office he decided that he wanted to interview me instead!Our conversation covers a lot of ground and some of the topics we discuss include:    •    The three revolutions we have seen during our careers in recruitment    •    The talent centric future of the industry    •    Key trends for the next five years    •    The biggest problem with HR TechnologiesI also talk about what I’ve learned from doing the podcast this year, who my favourite guests have been and give some hints about some exciting developments in 2016Link to the Tech Recruiting Whitepaper I mention in the interviewSubscribe to the podcast in iTunes In this episode Matt Alder talks to Dave Drury

I’ve recently returned from HR Tech Fest in Sydney and while I was in Australia I was planning on interviewing my good friend Dave Drury, a thought leader in Experience Design for HR. However Dave had other ideas and when I got to his office he decided that he wanted to interview me instead!

Our conversation covers a lot of ground and some of the topics we discuss include:

    •    The three revolutions we have seen during our careers in recruitment

    •    The talent centric future of the industry

    •    Key trends for the next five years

    •    The biggest problem with HR Technologies

I also talk about what I’ve learned from doing the podcast this year, who my favourite guests have been and give some hints about some exciting developments in 2016

Link to the Tech Recruiting Whitepaper I mention in the interview

Subscribe to the podcast in iTunes

]]> 1691 no Ep 35: The Broadening Appeal Of Video Interviewing https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_35_Final.mp3 Matt Alder talks to Iain Wills from Powermeeter Back in 2013 I researched and wrote a market report on video interviewing and I’ve been tracking the space every since. This year I’ve noticed video interviewing get some significant traction in a number of recruitment markets and I was keen to get an update from the front line.My guest this week is Iain Wills the MD of Powermeeter, an emerging provider of video interviewing products.In the interview we discuss:    •    Where video interviewing is currently fitting into the recruitment process    •    How the candidates are reacting    •    The market fit for video interviewing    •    Video interview as a potential solution to the technology problems in mobile   recruitment    •    Video in recruitment at a more general levelIain also tells us about the most unexpected thing he has learned about video interviewing since joining Powermeeter and gives us his thoughts on the future of the spaceSubscribe to this podcast in iTunes Wed, 09 Dec 2015 09:23:10 -0000 The Broadening Appeal Of Video Interviewing full 35 Matt Alder Iain Wills from Powermeeter talks to Matt Alder Matt Alder talks to Iain Wills from Powermeeter Back in 2013 I researched and wrote a market report on video interviewing and I’ve been tracking the space every since. This year I’ve noticed video interviewing get some significant traction in a number of recruitment markets and I was keen to get an update from the front line.My guest this week is Iain Wills the MD of Powermeeter, an emerging provider of video interviewing products.In the interview we discuss:    •    Where video interviewing is currently fitting into the recruitment process    •    How the candidates are reacting    •    The market fit for video interviewing    •    Video interview as a potential solution to the technology problems in mobile   recruitment    •    Video in recruitment at a more general levelIain also tells us about the most unexpected thing he has learned about video interviewing since joining Powermeeter and gives us his thoughts on the future of the spaceSubscribe to this podcast in iTunes Matt Alder talks to Iain Wills from Powermeeter

Back in 2013 I researched and wrote a market report on video interviewing and I’ve been tracking the space every since. This year I’ve noticed video interviewing get some significant traction in a number of recruitment markets and I was keen to get an update from the front line.

My guest this week is Iain Wills the MD of Powermeeter, an emerging provider of video interviewing products.

In the interview we discuss:

    •    Where video interviewing is currently fitting into the recruitment process

    •    How the candidates are reacting

    •    The market fit for video interviewing

    •    Video interview as a potential solution to the technology problems in mobile   recruitment

    •    Video in recruitment at a more general level

Iain also tells us about the most unexpected thing he has learned about video interviewing since joining Powermeeter and gives us his thoughts on the future of the space

Subscribe to this podcast in iTunes

]]> 1606 no Ep 34: How To Recruit Tech Talent In A Competitive Market https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_34_Final.mp3 Matt Alder talks to William Uranga from GoDaddy Over the last few weeks I’ve been deep in research mode looking in detail at how the best in house recruiters are finding tech talent in increasingly competitive marketplaces. The most competitive market of all for tech talent is Silicon Valley and it is always interesting to get an insight into the strategies its most successful tech business are using to keep ahead of the pack.My guest this week is William Uranga, Director of Technical and Corporate Recruiting at GoDaddy.In the interview we discuss:    •    Why Employer Brand should be every recruiting team’s secret weapon    •    The collaboration and creativity required to craft the compelling stories the recruiting team use to engage with top talent    •    What specifically motivates people to join GoDaddy    •    How his team use technology as a force multiplier and the tools that are working for them.William also gives us his future vision and discusses the pivotal role their employees social media presence is playing in GoDaddy’s success Links from this episode: How To Rech Tech Talent Whitepaper
 Papirfly Website
 Subscribe to this podcast in iTunes Wed, 25 Nov 2015 06:36:21 -0000 How To Recruit Tech Talent In A Competitive Market full 34 Matt Alder William Uranga Talks to Matt Alder Matt Alder talks to William Uranga from GoDaddy Over the last few weeks I’ve been deep in research mode looking in detail at how the best in house recruiters are finding tech talent in increasingly competitive marketplaces. The most competitive market of all for tech talent is Silicon Valley and it is always interesting to get an insight into the strategies its most successful tech business are using to keep ahead of the pack.My guest this week is William Uranga, Director of Technical and Corporate Recruiting at GoDaddy.In the interview we discuss:    •    Why Employer Brand should be every recruiting team’s secret weapon    •    The collaboration and creativity required to craft the compelling stories the recruiting team use to engage with top talent    •    What specifically motivates people to join GoDaddy    •    How his team use technology as a force multiplier and the tools that are working for them.William also gives us his future vision and discusses the pivotal role their employees social media presence is playing in GoDaddy’s success Links from this episode: How To Rech Tech Talent Whitepaper
 Papirfly Website
 Subscribe to this podcast in iTunes Matt Alder talks to William Uranga from GoDaddy

Over the last few weeks I’ve been deep in research mode looking in detail at how the best in house recruiters are finding tech talent in increasingly competitive marketplaces.

The most competitive market of all for tech talent is Silicon Valley and it is always interesting to get an insight into the strategies its most successful tech business are using to keep ahead of the pack.

My guest this week is William Uranga, Director of Technical and Corporate Recruiting at GoDaddy.

In the interview we discuss:

    •    Why Employer Brand should be every recruiting team’s secret weapon

    •    The collaboration and creativity required to craft the compelling stories the recruiting team use to engage with top talent

    •    What specifically motivates people to join GoDaddy

    •    How his team use technology as a force multiplier and the tools that are working for them.

William also gives us his future vision and discusses the pivotal role their employees social media presence is playing in GoDaddy’s success

Links from this episode:

How To Rech Tech Talent Whitepaper


Papirfly Website


Subscribe to this podcast in iTunes

]]> 1185 no Ep 33: Getting Started With Recruiting Analytics https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_33_Final.mp3 In this episode Matt Alder talks to Matt Bradburn Talent Acquisition Manager at Lyst Talk of analytics and data has been everywhere this year with their importance empathised by numerous, blogs, whitepapers and conference presentations.  Very often though getting started with analytics can be difficult and with a seemingly endless array of technologies on the market many Talent Acquisition professionals are confused about how to get started.My guest this week is Matt Bradburn, Talent Acquisition Manager at Lyst where he has spent the last few months implementing recruiting analytics.In the interview we discuss:    •    How data can’t predict the future but can help you to make incremental gains by understanding what has happened in the past    •    Why you should ignore some of generic advice on analytics and focus on what is useful for you    •    How Lyst have used metrics to reduce interviewing time while simultaneously raising quality    •    How his team measured the engagement of their sourcing outreach and now achieve a 60% response rate from the messages they send    •    Why you don’t necessarily need complex technology to be successful with analyticsMatt also gives us his views on the future and talks about the one metric which he would love to able to measure.You can subscribe to this podcast in iTunes Thu, 19 Nov 2015 13:35:20 -0000 Getting Started With Recruiting Analytics full 33 Matt Alder Matt Bradburn from Lyst talks to Matt Alder In this episode Matt Alder talks to Matt Bradburn Talent Acquisition Manager at Lyst Talk of analytics and data has been everywhere this year with their importance empathised by numerous, blogs, whitepapers and conference presentations.  Very often though getting started with analytics can be difficult and with a seemingly endless array of technologies on the market many Talent Acquisition professionals are confused about how to get started.My guest this week is Matt Bradburn, Talent Acquisition Manager at Lyst where he has spent the last few months implementing recruiting analytics.In the interview we discuss:    •    How data can’t predict the future but can help you to make incremental gains by understanding what has happened in the past    •    Why you should ignore some of generic advice on analytics and focus on what is useful for you    •    How Lyst have used metrics to reduce interviewing time while simultaneously raising quality    •    How his team measured the engagement of their sourcing outreach and now achieve a 60% response rate from the messages they send    •    Why you don’t necessarily need complex technology to be successful with analyticsMatt also gives us his views on the future and talks about the one metric which he would love to able to measure.You can subscribe to this podcast in iTunes In this episode Matt Alder talks to Matt Bradburn Talent Acquisition Manager at Lyst

Talk of analytics and data has been everywhere this year with their importance empathised by numerous, blogs, whitepapers and conference presentations.  Very often though getting started with analytics can be difficult and with a seemingly endless array of technologies on the market many Talent Acquisition professionals are confused about how to get started.

My guest this week is Matt Bradburn, Talent Acquisition Manager at Lyst where he has spent the last few months implementing recruiting analytics.

In the interview we discuss:

    •    How data can’t predict the future but can help you to make incremental gains by understanding what has happened in the past

    •    Why you should ignore some of generic advice on analytics and focus on what is useful for you

    •    How Lyst have used metrics to reduce interviewing time while simultaneously raising quality

    •    How his team measured the engagement of their sourcing outreach and now achieve a 60% response rate from the messages they send

    •    Why you don’t necessarily need complex technology to be successful with analytics

Matt also gives us his views on the future and talks about the one metric which he would love to able to measure.

You can subscribe to this podcast in iTunes

]]> 1222 no Episode 32: HR, Recruiting and Digital Transformation at HR Tech World https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_32_Final.mp3 This week I’ve been at HR Tech World in Paris, where over 3000 HR and Recruiting professionals in European came together to listen to their peers, industry thought leaders and a line up of key note speakers which included Sir Richard Branson.In this episode you’ll hear from some of the attendees in addition to two interviews round the topic of digital transformation.Lisa Nelson is the Global VP of HR for Match.com and tells us how HR changed its focus to align with the technical transformation that was taking place in the business and talks about a surprising outcome from their Social Recruiting activity.Jane McConnell is an analyst and advisor on Digital Workplace strategies and she talks about the role HR needs to play in digital transformation.You’ll also hear Johnny Campbell, Bill Boorman and Chris Hoyt give their thoughts on the eventSubscribe to this podcast in iTunes Thu, 29 Oct 2015 11:58:57 -0000 HR, Recruiting and Digital Transformation at HR Tech World full 32 Matt Alder Matt Alder talks to Lisa Nelson, Jane McConnell, Johnny Campbell, Bill Boorman and Chris Hoyt This week I’ve been at HR Tech World in Paris, where over 3000 HR and Recruiting professionals in European came together to listen to their peers, industry thought leaders and a line up of key note speakers which included Sir Richard Branson.In this episode you’ll hear from some of the attendees in addition to two interviews round the topic of digital transformation.Lisa Nelson is the Global VP of HR for Match.com and tells us how HR changed its focus to align with the technical transformation that was taking place in the business and talks about a surprising outcome from their Social Recruiting activity.Jane McConnell is an analyst and advisor on Digital Workplace strategies and she talks about the role HR needs to play in digital transformation.You’ll also hear Johnny Campbell, Bill Boorman and Chris Hoyt give their thoughts on the eventSubscribe to this podcast in iTunes This week I’ve been at HR Tech World in Paris, where over 3000 HR and Recruiting professionals in European came together to listen to their peers, industry thought leaders and a line up of key note speakers which included Sir Richard Branson.

In this episode you’ll hear from some of the attendees in addition to two interviews round the topic of digital transformation.

Lisa Nelson is the Global VP of HR for Match.com and tells us how HR changed its focus to align with the technical transformation that was taking place in the business and talks about a surprising outcome from their Social Recruiting activity.

Jane McConnell is an analyst and advisor on Digital Workplace strategies and she talks about the role HR needs to play in digital transformation.

You’ll also hear Johnny Campbell, Bill Boorman and Chris Hoyt give their thoughts on the event

Subscribe to this podcast in iTunes

]]> 1009 no Ep 31: The Rapid Evolution Of Talent Acquisition https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_31_Final.mp3 In this episode Matt Alder talks to Jennifer Boulanger Head of Global Recruitment at Booking.comIt has become very clear from the research I’ve been doing this year that Talent Acquisition is developing in complexity at the fastest pace we have ever experienced. To be truly successful at recruiting in today’s agile business environment employers needs the right mix of  expertise, technology, process and data.My guest this week is Jennifer Boulanger who is Head of Global Recruitment at Booking.com. In the interview we discuss:    •    The challenges Booking.com have faced recruiting 5000 people in the past year    •    Global mobility in tech hiring and the tools and techniques that make it successful    •    Applying marketing thinking to Employer Branding     •    The journey Booking.com is taking towards data driven Talent AcquisitionJennifer also discusses the technology Booking.com use to manage recruiting and provide a great candidate experience and shares her thoughts on technology trends for the futureSubscribe to this podcast in iTunes Tue, 20 Oct 2015 09:32:58 -0000 The Rapid Evolution Of Talent Acquisition full 31 Matt Alder Jennifer Boulanger from Booking.com talks to Matt Alder In this episode Matt Alder talks to Jennifer Boulanger Head of Global Recruitment at Booking.comIt has become very clear from the research I’ve been doing this year that Talent Acquisition is developing in complexity at the fastest pace we have ever experienced. To be truly successful at recruiting in today’s agile business environment employers needs the right mix of  expertise, technology, process and data.My guest this week is Jennifer Boulanger who is Head of Global Recruitment at Booking.com. In the interview we discuss:    •    The challenges Booking.com have faced recruiting 5000 people in the past year    •    Global mobility in tech hiring and the tools and techniques that make it successful    •    Applying marketing thinking to Employer Branding     •    The journey Booking.com is taking towards data driven Talent AcquisitionJennifer also discusses the technology Booking.com use to manage recruiting and provide a great candidate experience and shares her thoughts on technology trends for the futureSubscribe to this podcast in iTunes In this episode Matt Alder talks to Jennifer Boulanger Head of Global Recruitment at Booking.com

It has become very clear from the research I’ve been doing this year that Talent Acquisition is developing in complexity at the fastest pace we have ever experienced. To be truly successful at recruiting in today’s agile business environment employers needs the right mix of  expertise, technology, process and data.

My guest this week is Jennifer Boulanger who is Head of Global Recruitment at Booking.com.

 In the interview we discuss:

    •    The challenges Booking.com have faced recruiting 5000 people in the past year

    •    Global mobility in tech hiring and the tools and techniques that make it successful

    •    Applying marketing thinking to Employer Branding

    •    The journey Booking.com is taking towards data driven Talent Acquisition

Jennifer also discusses the technology Booking.com use to manage recruiting and provide a great candidate experience and shares her thoughts on technology trends for the future

Subscribe to this podcast in iTunes

]]> 1027 no Ep30: How To Be Creative https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_30_Final.mp3 In this episode Matt Alder talks to Doug Shaw from What Goes AroundThe importance of creativity in business is well documented, particularly when it comes to transformation and innovation. However what has become clear during my on-going research into recruiting innovation is that many companies struggle to think creatively.My guest for this episode is Doug Shaw, an HR consultant with a particular focus on creativity and collaboration.In the interview we discuss:    •    Why you don’t have to be a creative business to think creatively    •    Why creatively should be a coactive exercise rather than a coercive one    •    The business outputs that creativity collaboration can driveDoug also describes how companies can literally sketch their future into existence and give us his three key principles which can help companies to be more creativeSubscribe to this podcast in iTunes Tue, 13 Oct 2015 13:53:27 -0000 How To Be Creative full 30 Matt Alder Matt Alder talks to Doug Shaw In this episode Matt Alder talks to Doug Shaw from What Goes AroundThe importance of creativity in business is well documented, particularly when it comes to transformation and innovation. However what has become clear during my on-going research into recruiting innovation is that many companies struggle to think creatively.My guest for this episode is Doug Shaw, an HR consultant with a particular focus on creativity and collaboration.In the interview we discuss:    •    Why you don’t have to be a creative business to think creatively    •    Why creatively should be a coactive exercise rather than a coercive one    •    The business outputs that creativity collaboration can driveDoug also describes how companies can literally sketch their future into existence and give us his three key principles which can help companies to be more creativeSubscribe to this podcast in iTunes In this episode Matt Alder talks to Doug Shaw from What Goes Around

The importance of creativity in business is well documented, particularly when it comes to transformation and innovation. However what has become clear during my on-going research into recruiting innovation is that many companies struggle to think creatively.

My guest for this episode is Doug Shaw, an HR consultant with a particular focus on creativity and collaboration.

In the interview we discuss:

    •    Why you don’t have to be a creative business to think creatively

    •    Why creatively should be a coactive exercise rather than a coercive one

    •    The business outputs that creativity collaboration can drive

Doug also describes how companies can literally sketch their future into existence and give us his three key principles which can help companies to be more creative

Subscribe to this podcast in iTunes

]]> 1206 no Ep29: How To Research And Build Your Employer Brand In Real Time https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_29_Final.mp3 In this episode Matt Alder talks to Jason Seiden from Brand AmperSome of the most popular podcast episodes so far have been the ones that cover employer branding. We discussed how to measure the impact of employer brands as well as innovative ways of communicating them. Up to this point though we’ve not looked at the work involved in building them and the way in which some the traditional methods of employer brand research are being challenged by new approaches.My guest for this episode is Jason Seiden who is challenging established thinking about employer brand development via his company Brand Amper.In the interview we discuss:    •    Why traditional employer brand research takes too long    •    Turning employees stories into employer brand equity    •    The power of Social Proof in recruiting    •    Thinking about employer brand the same way as product placement    •    Why companies who are afraid of giving their employers a voice will failJason also talks about the fundamental changes happening in the way people in organizations relate to each other and the importance of company culture in this context.Subscribe to this podcast in iTunes Thu, 01 Oct 2015 05:52:43 -0000 How To Research And Build Your Employer Brand In Real Time full 29 Matt Alder Jason Seiden from Brand Amper talks to Matt Alder In this episode Matt Alder talks to Jason Seiden from Brand AmperSome of the most popular podcast episodes so far have been the ones that cover employer branding. We discussed how to measure the impact of employer brands as well as innovative ways of communicating them. Up to this point though we’ve not looked at the work involved in building them and the way in which some the traditional methods of employer brand research are being challenged by new approaches.My guest for this episode is Jason Seiden who is challenging established thinking about employer brand development via his company Brand Amper.In the interview we discuss:    •    Why traditional employer brand research takes too long    •    Turning employees stories into employer brand equity    •    The power of Social Proof in recruiting    •    Thinking about employer brand the same way as product placement    •    Why companies who are afraid of giving their employers a voice will failJason also talks about the fundamental changes happening in the way people in organizations relate to each other and the importance of company culture in this context.Subscribe to this podcast in iTunes In this episode Matt Alder talks to Jason Seiden from Brand Amper

Some of the most popular podcast episodes so far have been the ones that cover employer branding. We discussed how to measure the impact of employer brands as well as innovative ways of communicating them. Up to this point though we’ve not looked at the work involved in building them and the way in which some the traditional methods of employer brand research are being challenged by new approaches.

My guest for this episode is Jason Seiden who is challenging established thinking about employer brand development via his company Brand Amper.


In the interview we discuss:

    •    Why traditional employer brand research takes too long

    •    Turning employees stories into employer brand equity

    •    The power of Social Proof in recruiting

    •    Thinking about employer brand the same way as product placement

    •    Why companies who are afraid of giving their employers a voice will fail

Jason also talks about the fundamental changes happening in the way people in organizations relate to each other and the importance of company culture in this context.

Subscribe to this podcast in iTunes

]]> 1400 no Ep 28: Can You Automate Assessment? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_28_Final.mp3 In this episode Matt Alder talks to Gareth Jones from ChemistryA few episodes back I spoke to Matthew Jeffery about an innovative global graduate recruitment campaign SAP had been running. On this week’s episode I dig a bit deeper into the story behind its success by talking to Gareth Jones from Chemistry who were the company who designed the recruitment process.We also talk about technology and assessment in general covering a number of areas including:    •    The biggest mistake most companies make when they are recruiting    •    Using personal data to predict future performance    •    The current and future role of algorithms in assessmentGareth also shares his thoughts on the future of work and some of the emerging technology he is seeing in the assessment space. Subcribe to this podcast in iTunes Wed, 16 Sep 2015 06:34:32 -0000 Can You Automate Assessment? full 28 Matt Alder Gareth Jones from Chemistry talks to Matt Alder In this episode Matt Alder talks to Gareth Jones from ChemistryA few episodes back I spoke to Matthew Jeffery about an innovative global graduate recruitment campaign SAP had been running. On this week’s episode I dig a bit deeper into the story behind its success by talking to Gareth Jones from Chemistry who were the company who designed the recruitment process.We also talk about technology and assessment in general covering a number of areas including:    •    The biggest mistake most companies make when they are recruiting    •    Using personal data to predict future performance    •    The current and future role of algorithms in assessmentGareth also shares his thoughts on the future of work and some of the emerging technology he is seeing in the assessment space. Subcribe to this podcast in iTunes In this episode Matt Alder talks to Gareth Jones from Chemistry

A few episodes back I spoke to Matthew Jeffery about an innovative global graduate recruitment campaign SAP had been running. On this week’s episode I dig a bit deeper into the story behind its success by talking to Gareth Jones from Chemistry who were the company who designed the recruitment process.

We also talk about technology and assessment in general covering a number of areas including:

    •    The biggest mistake most companies make when they are recruiting

    •    Using personal data to predict future performance

    •    The current and future role of algorithms in assessment

Gareth also shares his thoughts on the future of work and some of the emerging technology he is seeing in the assessment space.

Subcribe to this podcast in iTunes

]]> 1047 no Ep27: The Belated Rise Of Social Referral Schemes https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_27_Final.mp3 In this episode Matt Alder talks to Guido Niewkamp from SocialReferral The concept of super charging employee referral schemes by plugging them into employee social networks has been hyped as the next big thing in recruitment for at least the last five years.It now seems that the tools and approaches that power this concept have matured and are bringing huge benefits to the early adopting employers who bought into them. Social referrals are now hitting the mainstream and in this week’s episode I talk to Guido Niewkamp the co-founder of SocialReferral to discuss what is working and why.In the interview we discuss:    •    How employees become brand ambassadors    •    Why 50% of employees won’t refer and how employers can motivate the other  50% to do it    •    Success stories including a retailer who recruited 200 people in a month from their social referral schemeGuido also gives his take on the future of the referral space and we discuss why referral schemes will need to be more about employer branding stories and less about just sharing jobs.Subscribe to this podcast on iTunes Thu, 10 Sep 2015 07:09:06 -0000 The Belated Rise Of Social Referral Schemes full 27 Matt Alder Guido Nieuwkamp from SocialReferral talks to Matt Alder In this episode Matt Alder talks to Guido Niewkamp from SocialReferral The concept of super charging employee referral schemes by plugging them into employee social networks has been hyped as the next big thing in recruitment for at least the last five years.It now seems that the tools and approaches that power this concept have matured and are bringing huge benefits to the early adopting employers who bought into them. Social referrals are now hitting the mainstream and in this week’s episode I talk to Guido Niewkamp the co-founder of SocialReferral to discuss what is working and why.In the interview we discuss:    •    How employees become brand ambassadors    •    Why 50% of employees won’t refer and how employers can motivate the other  50% to do it    •    Success stories including a retailer who recruited 200 people in a month from their social referral schemeGuido also gives his take on the future of the referral space and we discuss why referral schemes will need to be more about employer branding stories and less about just sharing jobs.Subscribe to this podcast on iTunes In this episode Matt Alder talks to Guido Niewkamp from SocialReferral

The concept of super charging employee referral schemes by plugging them into employee social networks has been hyped as the next big thing in recruitment for at least the last five years.

It now seems that the tools and approaches that power this concept have matured and are bringing huge benefits to the early adopting employers who bought into them. Social referrals are now hitting the mainstream and in this week’s episode I talk to Guido Niewkamp the co-founder of SocialReferral to discuss what is working and why.

In the interview we discuss:

    •    How employees become brand ambassadors

    •    Why 50% of employees won’t refer and how employers can motivate the other  50% to do it

    •    Success stories including a retailer who recruited 200 people in a month from their social referral scheme

Guido also gives his take on the future of the referral space and we discuss why referral schemes will need to be more about employer branding stories and less about just sharing jobs.

Subscribe to this podcast on iTunes

]]> 1070 no Ep26: Pipelining, Persuasion and Early Onboarding https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_26_Final.mp3 In this episode Matt Alder talks to Ina Bourmer of Goodgame StudiosTech Recruiting is a hot topic at the moment for a vast majority of employers. I’ve been doing a lot of research recently into the similarities of the challenges in this area in different markets and geographies and very consistent themes are coming through.My guest for this episode is Ina Bourmer Head of HR and Talent Acquisition for Goodgame Studios in Germany.  Goodgame Studios is currently the fastest growing employer in Europe in the games sector and they are recruiting talent from 21 countries into their Hamburg HQ with a 100% direct sourcing model.In the interview we discuss:    •    The techniques they use to get a 60% response rate and 40% interest rate from their proactive sourcing    •    How their onboarding team start working with candidates at first interview stage to help with the persuasion process    •    The benefits of candidate experience SLAsIna also talks about the importance of People Analytics and what she is looking forward to at HR Tech World Congress in October Subscribe to this podcast in iTunes Wed, 02 Sep 2015 07:43:18 -0000 Pipelining, Persuasion and Early Onboarding full 26 Matt Alder Ina Bourmer from Goodgame Studios talks to Matt Alder In this episode Matt Alder talks to Ina Bourmer of Goodgame StudiosTech Recruiting is a hot topic at the moment for a vast majority of employers. I’ve been doing a lot of research recently into the similarities of the challenges in this area in different markets and geographies and very consistent themes are coming through.My guest for this episode is Ina Bourmer Head of HR and Talent Acquisition for Goodgame Studios in Germany.  Goodgame Studios is currently the fastest growing employer in Europe in the games sector and they are recruiting talent from 21 countries into their Hamburg HQ with a 100% direct sourcing model.In the interview we discuss:    •    The techniques they use to get a 60% response rate and 40% interest rate from their proactive sourcing    •    How their onboarding team start working with candidates at first interview stage to help with the persuasion process    •    The benefits of candidate experience SLAsIna also talks about the importance of People Analytics and what she is looking forward to at HR Tech World Congress in October Subscribe to this podcast in iTunes In this episode Matt Alder talks to Ina Bourmer of Goodgame Studios

Tech Recruiting is a hot topic at the moment for a vast majority of employers. I’ve been doing a lot of research recently into the similarities of the challenges in this area in different markets and geographies and very consistent themes are coming through.

My guest for this episode is Ina Bourmer Head of HR and Talent Acquisition for Goodgame Studios in Germany.  Goodgame Studios is currently the fastest growing employer in Europe in the games sector and they are recruiting talent from 21 countries into their Hamburg HQ with a 100% direct sourcing model.

In the interview we discuss:

    •    The techniques they use to get a 60% response rate and 40% interest rate from their proactive sourcing

    •    How their onboarding team start working with candidates at first interview stage to help with the persuasion process

    •    The benefits of candidate experience SLAs

Ina also talks about the importance of People Analytics and what she is looking forward to at HR Tech World Congress in October

Subscribe to this podcast in iTunes

]]> 1311 no Ep25: Busting Tech Recruiting Myths https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_25_Final.mp3 In this episode Matt Alder talks to Ken Ward of Winter Court ConsultingThere is a huge amount on content published on a weekly basis detailing tools and techniques that can help employers recruit software engineers and other digital professionals. It can be very difficult to separate what is sound advice from all the click bait and product spin.My guest for this episode is Ken Ward from Winter Court Consulting. Ken has two decades worth of practical experience in tech recruitment and is keen to bust a number of popular tech recruitment myths and truisms. In the interview we discuss:    •    Key motivations that make tech professionals move jobs    •    How to design a recruitment process that works     •    The often-disputed role of LinkedIn, Email and Job Boards in tech recruitment    •    The “Cult of The Engineer”    •    Why most new recruiting products designed to help with tech recruitment are focusing on the wrong thingKen also gives a number of practical tips for all employers who are recruiting in this areaSubscribe to this podcast in iTunes Wed, 26 Aug 2015 13:48:28 -0000 Busting Tech Recruiting Myths full 25 Matt Alder Ken Ward from Winter Court Consulting talks to Matt Alder In this episode Matt Alder talks to Ken Ward of Winter Court ConsultingThere is a huge amount on content published on a weekly basis detailing tools and techniques that can help employers recruit software engineers and other digital professionals. It can be very difficult to separate what is sound advice from all the click bait and product spin.My guest for this episode is Ken Ward from Winter Court Consulting. Ken has two decades worth of practical experience in tech recruitment and is keen to bust a number of popular tech recruitment myths and truisms. In the interview we discuss:    •    Key motivations that make tech professionals move jobs    •    How to design a recruitment process that works     •    The often-disputed role of LinkedIn, Email and Job Boards in tech recruitment    •    The “Cult of The Engineer”    •    Why most new recruiting products designed to help with tech recruitment are focusing on the wrong thingKen also gives a number of practical tips for all employers who are recruiting in this areaSubscribe to this podcast in iTunes In this episode Matt Alder talks to Ken Ward of Winter Court Consulting

There is a huge amount on content published on a weekly basis detailing tools and techniques that can help employers recruit software engineers and other digital professionals. It can be very difficult to separate what is sound advice from all the click bait and product spin.

My guest for this episode is Ken Ward from Winter Court Consulting. Ken has two decades worth of practical experience in tech recruitment and is keen to bust a number of popular tech recruitment myths and truisms.

In the interview we discuss:

    •    Key motivations that make tech professionals move jobs
    •    How to design a recruitment process that works
    •    The often-disputed role of LinkedIn, Email and Job Boards in tech recruitment
    •    The “Cult of The Engineer”
    •    Why most new recruiting products designed to help with tech recruitment are focusing on the wrong thing

Ken also gives a number of practical tips for all employers who are recruiting in this area

Subscribe to this podcast in iTunes

]]> 1553 no Ep 24: Solving Skill Shortages With Apprenticeships https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_24.mp3 In this episode Matt Alder talks to Melanie Hayes Head of Organisational Development at Compass Over the last few years an increasing number of employers have been developing apprenticeship programmes to address long term skill shortages in their industries. One company who are doing this very successfully are Compass who have offered over 3000 Apprenticeships in the last five years and have achieved a Grade 2 Ofsted rating for their programme.My guest for this episode is Melanie Hayes Head of Organisational development at Compass and it was very interesting to hear more about the programme and the value it brings to her organisation.In the interview we discuss:    •    Why Compass have an apprentice strategy    •    The different types of value it brings to the business    •    How apprentices are recruited     •    Differing candidate expectations    •    The number one reason why every employer should invest in apprenticeshipsMel also talks about the changing landscape in experience hire recruitment and shares her thoughts on the futureSubscribe to this podcast in iTunes Wed, 19 Aug 2015 14:05:12 -0000 Solving Skill Shortages With Apprenticeships full 24 Matt Alder Melanie Hayes from Compass talks to Matt Alder In this episode Matt Alder talks to Melanie Hayes Head of Organisational Development at Compass Over the last few years an increasing number of employers have been developing apprenticeship programmes to address long term skill shortages in their industries. One company who are doing this very successfully are Compass who have offered over 3000 Apprenticeships in the last five years and have achieved a Grade 2 Ofsted rating for their programme.My guest for this episode is Melanie Hayes Head of Organisational development at Compass and it was very interesting to hear more about the programme and the value it brings to her organisation.In the interview we discuss:    •    Why Compass have an apprentice strategy    •    The different types of value it brings to the business    •    How apprentices are recruited     •    Differing candidate expectations    •    The number one reason why every employer should invest in apprenticeshipsMel also talks about the changing landscape in experience hire recruitment and shares her thoughts on the futureSubscribe to this podcast in iTunes In this episode Matt Alder talks to Melanie Hayes Head of Organisational Development at Compass

Over the last few years an increasing number of employers have been developing apprenticeship programmes to address long term skill shortages in their industries. One company who are doing this very successfully are Compass who have offered over 3000 Apprenticeships in the last five years and have achieved a Grade 2 Ofsted rating for their programme.

My guest for this episode is Melanie Hayes Head of Organisational development at Compass and it was very interesting to hear more about the programme and the value it brings to her organisation.

In the interview we discuss:

    •    Why Compass have an apprentice strategy
    •    The different types of value it brings to the business
    •    How apprentices are recruited
    •    Differing candidate expectations
    •    The number one reason why every employer should invest in apprenticeships

Mel also talks about the changing landscape in experience hire recruitment and shares her thoughts on the future

Subscribe to this podcast in iTunes

]]> 1096 no Ep 23: Transforming Talent Attraction At LV= https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_23.mp3 In this episode Matt Alder talks to Kevin Hough Head of Resourcing at LV=Responding to changing markets by evolving new approaches to talent attraction is a big challenge for many large employers. Over the last few years I’ve been very impressed with a number of the employer branding and recruitment marketing initiatives I’ve seen coming out of financial services company LV=.It was great to get to talk to LV=’s Head of Resourcing Kevin Hough and get the inside track on some of their successful initiatives, as well as his thoughts on social media, data and employer branding.Topics we discuss include: How LV= has used community engagement to implement a successful social recruiting strategy. The importance of brand ambassadors and how they can come from surprising sources The power of learning via mistakes and challenges The economics of the candidate experience Kevin also talks about why an EVP can be like owning a bidet and how LV= found out they were sponsoring the wrong station!Subscribe to this podcast in iTunes Wed, 12 Aug 2015 19:21:20 -0000 Transforming Talent Attraction At LV= full 23 Matt Alder Kevin Hough Head of Resourcing at LV= talks to Matt Alder In this episode Matt Alder talks to Kevin Hough Head of Resourcing at LV=Responding to changing markets by evolving new approaches to talent attraction is a big challenge for many large employers. Over the last few years I’ve been very impressed with a number of the employer branding and recruitment marketing initiatives I’ve seen coming out of financial services company LV=.It was great to get to talk to LV=’s Head of Resourcing Kevin Hough and get the inside track on some of their successful initiatives, as well as his thoughts on social media, data and employer branding.Topics we discuss include: How LV= has used community engagement to implement a successful social recruiting strategy. The importance of brand ambassadors and how they can come from surprising sources The power of learning via mistakes and challenges The economics of the candidate experience Kevin also talks about why an EVP can be like owning a bidet and how LV= found out they were sponsoring the wrong station!Subscribe to this podcast in iTunes In this episode Matt Alder talks to Kevin Hough Head of Resourcing at LV=

Responding to changing markets by evolving new approaches to talent attraction is a big challenge for many large employers. Over the last few years I’ve been very impressed with a number of the employer branding and recruitment marketing initiatives I’ve seen coming out of financial services company LV=.

It was great to get to talk to LV=’s Head of Resourcing Kevin Hough and get the inside track on some of their successful initiatives, as well as his thoughts on social media, data and employer branding.

Topics we discuss include:

  • How LV= has used community engagement to implement a successful social recruiting strategy.
  • The importance of brand ambassadors and how they can come from surprising sources
  • The power of learning via mistakes and challenges
  • The economics of the candidate experience

Kevin also talks about why an EVP can be like owning a bidet and how LV= found out they were sponsoring the wrong station!

Subscribe to this podcast in iTunes

]]> 1301 no Ep 22: Talent Marketplaces - The Three Trillion Dollar Future Of Work https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_22_Final.mp3 In this interview Matt Alder speaks to Stephane Kasriel CEO of Upwork.A recent report published by McKinsey indicates that the digital talent marketplaces driving the “gig economy” could play a significant role in increasing global GDP by $2.7 Trillion by 2025. Upwork is currently the biggest talent marketplace place in the world and I was delighted to get the chance to speak to Stephane Kasriel their CEO for this week’s podcast.The topics we discuss include:    •    The merger of Elance and oDesk that created Upwork    •    How a talent marketplace actually works    •    The huge diversity of skills represented on the platform    •    Remote working and dynamic corporate talent pooling    •    Solving the global digital skills crisis    •    What the future of work will look likeStephane also talks about Upwork’s experience of having an employee base that is 70% freelance and distributed across the worldLinks from this episode:The Future of Work, published by Faster Future Publishing McKinsey Report: Connecting Talent With Opportunity In The Digital Age   Subscibe to this podcast in iTunes Wed, 05 Aug 2015 17:09:11 -0000 Talent Marketplaces - The Three Trillion Dollar Future Of Work full 22 Matt Alder Stephane Kasriel the CEO of Upwork talks to Matt Alder In this interview Matt Alder speaks to Stephane Kasriel CEO of Upwork.A recent report published by McKinsey indicates that the digital talent marketplaces driving the “gig economy” could play a significant role in increasing global GDP by $2.7 Trillion by 2025. Upwork is currently the biggest talent marketplace place in the world and I was delighted to get the chance to speak to Stephane Kasriel their CEO for this week’s podcast.The topics we discuss include:    •    The merger of Elance and oDesk that created Upwork    •    How a talent marketplace actually works    •    The huge diversity of skills represented on the platform    •    Remote working and dynamic corporate talent pooling    •    Solving the global digital skills crisis    •    What the future of work will look likeStephane also talks about Upwork’s experience of having an employee base that is 70% freelance and distributed across the worldLinks from this episode:The Future of Work, published by Faster Future Publishing McKinsey Report: Connecting Talent With Opportunity In The Digital Age   Subscibe to this podcast in iTunes In this interview Matt Alder speaks to Stephane Kasriel CEO of Upwork.

A recent report published by McKinsey indicates that the digital talent marketplaces driving the “gig economy” could play a significant role in increasing global GDP by $2.7 Trillion by 2025.

Upwork is currently the biggest talent marketplace place in the world and I was delighted to get the chance to speak to Stephane Kasriel their CEO for this week’s podcast.

The topics we discuss include:

    •    The merger of Elance and oDesk that created Upwork
    •    How a talent marketplace actually works
    •    The huge diversity of skills represented on the platform
    •    Remote working and dynamic corporate talent pooling
    •    Solving the global digital skills crisis
    •    What the future of work will look like

Stephane also talks about Upwork’s experience of having an employee base that is 70% freelance and distributed across the world

Links from this episode:
The Future of Work, published by Faster Future Publishing


McKinsey Report: Connecting Talent With Opportunity In The Digital Age

 

Subscibe to this podcast in iTunes

]]> 1587 no Ep 21: Implementing Recruiting Innovation At SAP https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_21.mp3 In this interview Matt Alder talks to Matthew Jeffery VP Head of Global Sourcing & Employment Branding at SAPAs I do more and more podcast interviews it is becoming very clear that recruitment innovation is a complex subject. Every employer is in a different position and what is innovative for one company can just be normal recruitment practice at another.Matthew Jeffery has always been someone at the cutting edge of innovation in our sector and in this episode we talk about some of the work he has done at SAP as well as his wider views on what is happening in the industry.Topics discussed include:•    How SAP have “democratized” graduate recruitment by using technology to reach a broader audience•    How to give a good candidate experience at scale to 50,000 applicants•    What algorithms can do that recruiters can’t but why they won’t be replacing humans any time soonMatthew also gives us his views on why he feels recruitment isn’t being properly discussed at government level.  Subscribe to this podcast in iTunes Wed, 29 Jul 2015 11:29:18 -0000 Implementing Recruiting Innovation At SAP full 21 Matt Alder Matthew Jeffery VP Head of Global Sourcing and Employer Branding at SAP In this interview Matt Alder talks to Matthew Jeffery VP Head of Global Sourcing & Employment Branding at SAPAs I do more and more podcast interviews it is becoming very clear that recruitment innovation is a complex subject. Every employer is in a different position and what is innovative for one company can just be normal recruitment practice at another.Matthew Jeffery has always been someone at the cutting edge of innovation in our sector and in this episode we talk about some of the work he has done at SAP as well as his wider views on what is happening in the industry.Topics discussed include:•    How SAP have “democratized” graduate recruitment by using technology to reach a broader audience•    How to give a good candidate experience at scale to 50,000 applicants•    What algorithms can do that recruiters can’t but why they won’t be replacing humans any time soonMatthew also gives us his views on why he feels recruitment isn’t being properly discussed at government level.  Subscribe to this podcast in iTunes In this interview Matt Alder talks to Matthew Jeffery VP Head of Global Sourcing & Employment Branding at SAP

As I do more and more podcast interviews it is becoming very clear that recruitment innovation is a complex subject. Every employer is in a different position and what is innovative for one company can just be normal recruitment practice at another.

Matthew Jeffery has always been someone at the cutting edge of innovation in our sector and in this episode we talk about some of the work he has done at SAP as well as his wider views on what is happening in the industry.

Topics discussed include:

•    How SAP have “democratized” graduate recruitment by using technology to reach a broader audience
•    How to give a good candidate experience at scale to 50,000 applicants
•    What algorithms can do that recruiters can’t but why they won’t be replacing humans any time soon

Matthew also gives us his views on why he feels recruitment isn’t being properly discussed at government level. 

Subscribe to this podcast in iTunes

]]> 1169 no Ep 20: A Strategic Perspective on Resourcing https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_20_Final.mp3 In this episode Matt Alder talks to Adrian Thomas Chair of The Recruitment SocietyThere is a tendency in the social media world in which we now live for content published about recruitment to focus on instant gratification via tactical quick fixes. In reality the issues many employers face can’t be solved that simply and resourcing can be very complex.In this interview Matt and Adrian discuss a number of resourcing related topics including the case for In house recruitment over RPO, which metrics organisations should measure to ensure great recruitment practice and how employers should align Talent Attraction with Talent Management. Adrian also shares his thoughts on the differences between working with the public sector and private sector and what the future might hold for resourcing strategies. Subscribe to this podcast on iTunes Tue, 21 Jul 2015 15:55:53 -0000 A Strategic Perspective on Resourcing full 20 Matt Alder Matt Alder talks to Adrian Thomas Chair of The Recruitment Society In this episode Matt Alder talks to Adrian Thomas Chair of The Recruitment SocietyThere is a tendency in the social media world in which we now live for content published about recruitment to focus on instant gratification via tactical quick fixes. In reality the issues many employers face can’t be solved that simply and resourcing can be very complex.In this interview Matt and Adrian discuss a number of resourcing related topics including the case for In house recruitment over RPO, which metrics organisations should measure to ensure great recruitment practice and how employers should align Talent Attraction with Talent Management. Adrian also shares his thoughts on the differences between working with the public sector and private sector and what the future might hold for resourcing strategies. Subscribe to this podcast on iTunes In this episode Matt Alder talks to Adrian Thomas Chair of The Recruitment Society

There is a tendency in the social media world in which we now live for content published about recruitment to focus on instant gratification via tactical quick fixes. In reality the issues many employers face can’t be solved that simply and resourcing can be very complex.

In this interview Matt and Adrian discuss a number of resourcing related topics including the case for In house recruitment over RPO, which metrics organisations should measure to ensure great recruitment practice and how employers should align Talent Attraction with Talent Management. Adrian also shares his thoughts on the differences between working with the public sector and private sector and what the future might hold for resourcing strategies.

Subscribe to this podcast on iTunes

]]> 1391 no Ep 19: How Do You Measure An Employer Brand? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_19.mp3 In this episode Matt Alder talks to Andy Curlewis of Cielo Talent
 Employer Brand is a very hot topic at moment and the number of episodes of this podcast which have been dedicated to it recently reflect the level of interest in the market. The one vital element that is often missing from the employer brand conversation though is how you measure effectiveness. In this episode Matt and Andy discuss employer branding’s relationship to both talent attraction and talent management, the five core areas where the effectiveness of an employer brand can be measured and what this means in the social media age of truth and transparency. Andy also share his thoughts on the importance of content marketing and what the future of employer branding might look like. Subcribe to this podcast in iTunes Tue, 07 Jul 2015 06:22:25 -0000 How Do You Measure An Employer Brand? full 19 Matt Alder Matt Alder talks to Andy Curlewis In this episode Matt Alder talks to Andy Curlewis of Cielo Talent
 Employer Brand is a very hot topic at moment and the number of episodes of this podcast which have been dedicated to it recently reflect the level of interest in the market. The one vital element that is often missing from the employer brand conversation though is how you measure effectiveness. In this episode Matt and Andy discuss employer branding’s relationship to both talent attraction and talent management, the five core areas where the effectiveness of an employer brand can be measured and what this means in the social media age of truth and transparency. Andy also share his thoughts on the importance of content marketing and what the future of employer branding might look like. Subcribe to this podcast in iTunes In this episode Matt Alder talks to Andy Curlewis of Cielo Talent



Employer Brand is a very hot topic at moment and the number of episodes of this podcast which have been dedicated to it recently reflect the level of interest in the market. The one vital element that is often missing from the employer brand conversation though is how you measure effectiveness.


In this episode Matt and Andy discuss employer branding’s relationship to both talent attraction and talent management, the five core areas where the effectiveness of an employer brand can be measured and what this means in the social media age of truth and transparency. Andy also share his thoughts on the importance of content marketing and what the future of employer branding might look like.

Subcribe to this podcast in iTunes

]]> 1028 no Ep18: When Employer Brand and Candidate Experience Collide https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_18.mp3 In this episode Matt Alder talks to Nick Price of CareerGift.The relationship between employer brand and candidate experience is a well documented one however despite this very few employers seem to consider the candidate experience to actually be part of their employer brand strategy.In this interview Matt and Nick discuss the unbreakable relationship between employer brand strategy and candidate experience. Nick share his thoughts on the practical things companies can do to align one with the other and also talks about CareerGift’s unique offering which is helping employers deal with rejected candidates in a brand appropriate way Subcribe this podcast in iTunes Wed, 01 Jul 2015 06:13:04 -0000 When Employer Brand and Candidate Experience Collide full 18 Matt Alder Matt Alder talks to Nick Price of CareerGift In this episode Matt Alder talks to Nick Price of CareerGift.The relationship between employer brand and candidate experience is a well documented one however despite this very few employers seem to consider the candidate experience to actually be part of their employer brand strategy.In this interview Matt and Nick discuss the unbreakable relationship between employer brand strategy and candidate experience. Nick share his thoughts on the practical things companies can do to align one with the other and also talks about CareerGift’s unique offering which is helping employers deal with rejected candidates in a brand appropriate way Subcribe this podcast in iTunes In this episode Matt Alder talks to Nick Price of CareerGift.

The relationship between employer brand and candidate experience is a well documented one however despite this very few employers seem to consider the candidate experience to actually be part of their employer brand strategy.

In this interview Matt and Nick discuss the unbreakable relationship between employer brand strategy and candidate experience. Nick share his thoughts on the practical things companies can do to align one with the other and also talks about CareerGift’s unique offering which is helping employers deal with rejected candidates in a brand appropriate way

Subcribe this podcast in iTunes

]]> 968 no Ep 17: Employer Branding in a Digital World https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_17.mp3 In this episode Matt Alder talks with Lars Schmidt of Amplify TalentEmployer branding is a much discussed and often much misunderstood topic. Over the last ten years the digital revolution has brought a significant shift in how companies are addressing the topicIn this interview Matt and Lars discuss what the modern definition of employer branding should be and how digital engagement and social media are driving thinking in this area. Lars also shares a case study about the work he has been doing with Hootsuite which embraces new technology to push the envelope on employer branding. Tue, 23 Jun 2015 08:42:31 -0000 Employer Branding in a Digital World full 17 Matt Alder Matt Alder interviews Lars Schmidt of Amplify Talent In this episode Matt Alder talks with Lars Schmidt of Amplify TalentEmployer branding is a much discussed and often much misunderstood topic. Over the last ten years the digital revolution has brought a significant shift in how companies are addressing the topicIn this interview Matt and Lars discuss what the modern definition of employer branding should be and how digital engagement and social media are driving thinking in this area. Lars also shares a case study about the work he has been doing with Hootsuite which embraces new technology to push the envelope on employer branding. In this episode Matt Alder talks with Lars Schmidt of Amplify Talent

Employer branding is a much discussed and often much misunderstood topic. Over the last ten years the digital revolution has brought a significant shift in how companies are addressing the topic

In this interview Matt and Lars discuss what the modern definition of employer branding should be and how digital engagement and social media are driving thinking in this area. Lars also shares a case study about the work he has been doing with Hootsuite which embraces new technology to push the envelope on employer branding.

]]> 1225 no Ep 16: The Current State of Recruiting Innovation https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_16.mp3 In this episode Matt Alder talks with Matt Charney Executive Editor at Recruiting DailyThere is so much social media and conference talk in the industry round new tools and approaches it would be easy to think that we are in a golden age of recruitment innovation. However when you dig below the hype, some would argue that a lot of the new products being launched are just slightly different versions of existing technologies that have already been around for the last ten years.In this interview Matt and Matt talk about the current state of innovation in the industry and what makes a genuinely innovative product. They also discuss why employers buy into new tools, the role of established vendors and an emerging trend that could see us looking at recruitment in very different way.Links from this episode: http://www.recruitingdaily.comhttp://www.recruitingblogs.com Subscribe to this podcast in iTunes Tue, 09 Jun 2015 15:39:52 -0000 The Current State of Recruiting Innovation full 16 Matt Alder Matt Alder talks to Matt Charney In this episode Matt Alder talks with Matt Charney Executive Editor at Recruiting DailyThere is so much social media and conference talk in the industry round new tools and approaches it would be easy to think that we are in a golden age of recruitment innovation. However when you dig below the hype, some would argue that a lot of the new products being launched are just slightly different versions of existing technologies that have already been around for the last ten years.In this interview Matt and Matt talk about the current state of innovation in the industry and what makes a genuinely innovative product. They also discuss why employers buy into new tools, the role of established vendors and an emerging trend that could see us looking at recruitment in very different way.Links from this episode: http://www.recruitingdaily.comhttp://www.recruitingblogs.com Subscribe to this podcast in iTunes In this episode Matt Alder talks with Matt Charney Executive Editor at Recruiting Daily

There is so much social media and conference talk in the industry round new tools and approaches it would be easy to think that we are in a golden age of recruitment innovation. However when you dig below the hype, some would argue that a lot of the new products being launched are just slightly different versions of existing technologies that have already been around for the last ten years.

In this interview Matt and Matt talk about the current state of innovation in the industry and what makes a genuinely innovative product. They also discuss why employers buy into new tools, the role of established vendors and an emerging trend that could see us looking at recruitment in very different way.

Links from this episode:

http://www.recruitingdaily.com

http://www.recruitingblogs.com

Subscribe to this podcast in iTunes

]]> 1182 no Ep 15: How To Recruit More Women Into Tech https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_15.mp3 In this episode Matt Alder talks to Sinead Bunting Marketing Director for Monster in the UK and Ireland.Women are currently massively unrepresented in the technology sector and dealing with this problem is of critical importance for the growth of every company trying to succeed in our digital world. On the back of their recent successful “Girls in Coding” event Monster has stepped up to help facilitate the debate round this issue in the recruitment sector. In the interview Sinead talks about the motivation behind doing this, highlights the seriousness of the problem and discusses some potential medium and long term solutions which are emerging from the conversation. Links from the episode:Monster’s Girls In Coding event and video Sinead's contact details - sinead.bunting@monster.co.uk Martha Lane Fox’s Dimbleby Lecture Subcribe to this podcast in iTunes Tue, 02 Jun 2015 12:30:21 -0000 How To Recruit More Women Into Tech full 15 Matt Alder Matt Alder talks to Sinead Bunting In this episode Matt Alder talks to Sinead Bunting Marketing Director for Monster in the UK and Ireland.Women are currently massively unrepresented in the technology sector and dealing with this problem is of critical importance for the growth of every company trying to succeed in our digital world. On the back of their recent successful “Girls in Coding” event Monster has stepped up to help facilitate the debate round this issue in the recruitment sector. In the interview Sinead talks about the motivation behind doing this, highlights the seriousness of the problem and discusses some potential medium and long term solutions which are emerging from the conversation. Links from the episode:Monster’s Girls In Coding event and video Sinead's contact details - sinead.bunting@monster.co.uk Martha Lane Fox’s Dimbleby Lecture Subcribe to this podcast in iTunes In this episode Matt Alder talks to Sinead Bunting Marketing Director for Monster in the UK and Ireland.

Women are currently massively unrepresented in the technology sector and dealing with this problem is of critical importance for the growth of every company trying to succeed in our digital world.

On the back of their recent successful “Girls in Coding” event Monster has stepped up to help facilitate the debate round this issue in the recruitment sector. In the interview Sinead talks about the motivation behind doing this, highlights the seriousness of the problem and discusses some potential medium and long term solutions which are emerging from the conversation.

Links from the episode:

Monster’s Girls In Coding event and video

Sinead's contact details - sinead.bunting@monster.co.uk

Martha Lane Fox’s Dimbleby Lecture

Subcribe to this podcast in iTunes

]]> 1174 no Ep14: Laszlo Bock, SVP of People Operations at Google https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_14.mp3 In this episode Matt Alder talks to Laszlo Bock SVP of People Operations at Google.Google’s approach to HR and Recruiting has always been a much discussed topic and Matt was delighted to be able to find out directly how Google has built its incredible success on the back of an innovative approach to talent.In the interview Laszlo talks about his belief that hiring should the single most important people activity in any organisation and dispels some popular misconceptions about how Google recruits. He also share his thoughts on culture, the importance of data and why Google focuses on “People Operations” rather than Human ResourcesLink to Laszlo’s book:Work Rules! by Laszlo Bock Tue, 26 May 2015 15:23:50 -0000 Laszlo Bock, SVP of People Operations at Google full 14 Matt Alder Recruiting and HR at Google In this episode Matt Alder talks to Laszlo Bock SVP of People Operations at Google.Google’s approach to HR and Recruiting has always been a much discussed topic and Matt was delighted to be able to find out directly how Google has built its incredible success on the back of an innovative approach to talent.In the interview Laszlo talks about his belief that hiring should the single most important people activity in any organisation and dispels some popular misconceptions about how Google recruits. He also share his thoughts on culture, the importance of data and why Google focuses on “People Operations” rather than Human ResourcesLink to Laszlo’s book:Work Rules! by Laszlo Bock In this episode Matt Alder talks to Laszlo Bock SVP of People Operations at Google.

Google’s approach to HR and Recruiting has always been a much discussed topic and Matt was delighted to be able to find out directly how Google has built its incredible success on the back of an innovative approach to talent.

In the interview Laszlo talks about his belief that hiring should the single most important people activity in any organisation and dispels some popular misconceptions about how Google recruits. He also share his thoughts on culture, the importance of data and why Google focuses on “People Operations” rather than Human Resources

Link to Laszlo’s book:

Work Rules! by Laszlo Bock

]]> 977 no Ep 13: What is Recruitment Hacking? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep13.mp3 In this episode Matt Alder talks to HR Technology expert Peter Gold.Most recruitment markets are now candidate led and more and more employers are increasing their hiring activity. This is not necessarily being backed up with an increase in budgets or head count for recruitment and many in house recruitment teams are finding their resources are being stretched to the limit.  In this interview Peter talks about “Recruitment Hacking” and how it can make technology an enabler for recruiting efficiency. Referrals, careers site conversions, job title optimisation and content targeting are some of the key areas discussed. Peter also shares a number productivity tools that he feels everyone can benefit from.Links to some of the tools discussed in the episode:Buzzsumo Hootsuite  SaneboxSlack Gmail Meter Rescuetime Subcribe to this podcast in iTunes Mon, 18 May 2015 16:07:33 -0000 What is Recruitment Hacking? full 13 Matt Alder Matt Alder talks to Peter Gold In this episode Matt Alder talks to HR Technology expert Peter Gold.Most recruitment markets are now candidate led and more and more employers are increasing their hiring activity. This is not necessarily being backed up with an increase in budgets or head count for recruitment and many in house recruitment teams are finding their resources are being stretched to the limit.  In this interview Peter talks about “Recruitment Hacking” and how it can make technology an enabler for recruiting efficiency. Referrals, careers site conversions, job title optimisation and content targeting are some of the key areas discussed. Peter also shares a number productivity tools that he feels everyone can benefit from.Links to some of the tools discussed in the episode:Buzzsumo Hootsuite  SaneboxSlack Gmail Meter Rescuetime Subcribe to this podcast in iTunes In this episode Matt Alder talks to HR Technology expert Peter Gold.

Most recruitment markets are now candidate led and more and more employers are increasing their hiring activity. This is not necessarily being backed up with an increase in budgets or head count for recruitment and many in house recruitment teams are finding their resources are being stretched to the limit. 

In this interview Peter talks about “Recruitment Hacking” and how it can make technology an enabler for recruiting efficiency. Referrals, careers site conversions, job title optimisation and content targeting are some of the key areas discussed. Peter also shares a number productivity tools that he feels everyone can benefit from.

Links to some of the tools discussed in the episode:

Buzzsumo 
Hootsuite  
Sanebox
Slack
Gmail Meter
Rescuetime

Subcribe to this podcast in iTunes

]]> 1985 no Ep 12: How to Make Talent Communities Work https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_12.mp3 In this episode Matt Alder talks to Adam Gordon MD of Social Media SearchTalent Communities have always been a controversial topic in Social Recruiting. There is always a lot of talk about them but case studies that prove whether they are actually effective can be hard to find. In this interview Matt and Adam discuss the three main reasons talent communities fail and how employers can optimise their community approach for success. Adam gives a number of examples of talent communities that have succeeded and outlines how he feels this area of recruiting can develop in the future. Subscribe to this podcast in iTunes Mon, 11 May 2015 19:39:46 -0000 How to Make Talent Communities Work full 12 Matt Alder Matt Alder talks to Adam Gordon In this episode Matt Alder talks to Adam Gordon MD of Social Media SearchTalent Communities have always been a controversial topic in Social Recruiting. There is always a lot of talk about them but case studies that prove whether they are actually effective can be hard to find. In this interview Matt and Adam discuss the three main reasons talent communities fail and how employers can optimise their community approach for success. Adam gives a number of examples of talent communities that have succeeded and outlines how he feels this area of recruiting can develop in the future. Subscribe to this podcast in iTunes In this episode Matt Alder talks to Adam Gordon MD of Social Media Search

Talent Communities have always been a controversial topic in Social Recruiting. There is always a lot of talk about them but case studies that prove whether they are actually effective can be hard to find.

In this interview Matt and Adam discuss the three main reasons talent communities fail and how employers can optimise their community approach for success. Adam gives a number of examples of talent communities that have succeeded and outlines how he feels this area of recruiting can develop in the future.

Subscribe to this podcast in iTunes

]]> 1772 no Ep 11: How To Recruit Tech Talent https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Ep_11.mp3 In this episode Matt Alder talks to Matt Buckland Head of Talent at Forward Partners.Tech recruitment is challenging and tech recruitment for start up companies is especially challenging. In this interview Matt and Matt discuss the approaches and techniques that are currently working in London’s Silicon Roundabout.  Other topics covered include why you can’t replace a recruiter with an algorithm, Schrodinger’s (stuffed) cat and how to get 25k retweets on Twitter. Subcribe to this podcast in iTunes Tue, 05 May 2015 16:14:53 -0000 How To Recruit Tech Talent full 11 Matt Alder Matt Alder talks to Matt Buckland In this episode Matt Alder talks to Matt Buckland Head of Talent at Forward Partners.Tech recruitment is challenging and tech recruitment for start up companies is especially challenging. In this interview Matt and Matt discuss the approaches and techniques that are currently working in London’s Silicon Roundabout.  Other topics covered include why you can’t replace a recruiter with an algorithm, Schrodinger’s (stuffed) cat and how to get 25k retweets on Twitter. Subcribe to this podcast in iTunes In this episode Matt Alder talks to Matt Buckland Head of Talent at Forward Partners.

Tech recruitment is challenging and tech recruitment for start up companies is especially challenging. In this interview Matt and Matt discuss the approaches and techniques that are currently working in London’s Silicon Roundabout.  Other topics covered include why you can’t replace a recruiter with an algorithm, Schrodinger’s (stuffed) cat and how to get 25k retweets on Twitter.

Subcribe to this podcast in iTunes

]]> 1467 no Ep 10: Good Recruitment in The World’s Best Jobs Market https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_10.mp3 Matt Alder talks to Kevin Green Chief Executive of the RECIn this interview Matt and Kevin discuss the REC’s Good Recruitment Charter and their recently published report on the future of the UK Jobs Market.The Good Recruitment Charter was created in conjunction with a cross section of UK employers and Kevin shares the insights that have come out of this process in terms of employer brand and candidate experience.The REC publication, “Building The Best Jobs Market in the World” is a collection of essays from an eclectic selection of thinkers and is intended to give politicians and other policy markers food for thought in this election year. Kevin talks through the thinking behind the report and gives the REC’s own view on the future of the labour market Links: The Good Recruitment Guide Building the Best Jobs Market in the World  Subscribe to this podcast in iTunes Fri, 24 Apr 2015 19:12:12 -0000 Good Recruitment in The World’s Best Jobs Market full 10 Matt Alder Matt Alder talks to Kevin Green Chief Executive of the REC Matt Alder talks to Kevin Green Chief Executive of the RECIn this interview Matt and Kevin discuss the REC’s Good Recruitment Charter and their recently published report on the future of the UK Jobs Market.The Good Recruitment Charter was created in conjunction with a cross section of UK employers and Kevin shares the insights that have come out of this process in terms of employer brand and candidate experience.The REC publication, “Building The Best Jobs Market in the World” is a collection of essays from an eclectic selection of thinkers and is intended to give politicians and other policy markers food for thought in this election year. Kevin talks through the thinking behind the report and gives the REC’s own view on the future of the labour market Links: The Good Recruitment Guide Building the Best Jobs Market in the World  Subscribe to this podcast in iTunes Matt Alder talks to Kevin Green Chief Executive of the REC

In this interview Matt and Kevin discuss the REC’s Good Recruitment Charter and their recently published report on the future of the UK Jobs Market.

The Good Recruitment Charter was created in conjunction with a cross section of UK employers and Kevin shares the insights that have come out of this process in terms of employer brand and candidate experience.

The REC publication, “Building The Best Jobs Market in the World” is a collection of essays from an eclectic selection of thinkers and is intended to give politicians and other policy markers food for thought in this election year. Kevin talks through the thinking behind the report and gives the REC’s own view on the future of the labour market

Links:

The Good Recruitment Guide

Building the Best Jobs Market in the World 

Subscribe to this podcast in iTunes

]]> 1192 no Ep 9: The Current State of Social Recruiting https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_9.mp3 In this Episode Matt Alder talks to Andy Headworth Consultant and author of the major new book on Social RecruitingSocial Recruiting has been around now for nearly ten years but many companies are still struggling to use social platforms for recruitment in a successful way. In this interview Matt and Andy discuss social recruiting, how it is changing and what it takes to be successful in social. Andy also shares some great case studies from round the world, which he found while researching his forthcoming book.Links: “Social Media Recruitment: How to successfully integrate social media into recriutment strategy” – Andy’s book“Social Recruiting 5 Things to Stop Doing” – Matt’s latest Social Recruiting blogSubscribe to this podcast in iTunes Tue, 21 Apr 2015 08:18:59 -0000 The Current State of Social Recruiting full 9 Matt Alder Matt Alder talks to Andy Headworth In this Episode Matt Alder talks to Andy Headworth Consultant and author of the major new book on Social RecruitingSocial Recruiting has been around now for nearly ten years but many companies are still struggling to use social platforms for recruitment in a successful way. In this interview Matt and Andy discuss social recruiting, how it is changing and what it takes to be successful in social. Andy also shares some great case studies from round the world, which he found while researching his forthcoming book.Links: “Social Media Recruitment: How to successfully integrate social media into recriutment strategy” – Andy’s book“Social Recruiting 5 Things to Stop Doing” – Matt’s latest Social Recruiting blogSubscribe to this podcast in iTunes In this Episode Matt Alder talks to Andy Headworth Consultant and author of the major new book on Social Recruiting

Social Recruiting has been around now for nearly ten years but many companies are still struggling to use social platforms for recruitment in a successful way. In this interview Matt and Andy discuss social recruiting, how it is changing and what it takes to be successful in social. Andy also shares some great case studies from round the world, which he found while researching his forthcoming book.

Links:

“Social Media Recruitment: How to successfully integrate social media into recriutment strategy” – Andy’s book

“Social Recruiting 5 Things to Stop Doing” – Matt’s latest Social Recruiting blog

Subscribe to this podcast in iTunes

]]> 1187 no Ep 8: How Should HR Respond to the Digital Revolution? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep_8.mp3 n this episode Matt Alder talks to Neil Morrison Group HR Director for Penguin Random House UK.The space where people, work and technology meet is becoming ever more fascinating and is throwing up huge issues for HR departments round organisational flexibility and change management. In this interview Matt and Neil discuss how Penguin Random House has had to respond to the digital revolution and the technology driven change which is fast becoming the norm in HR. Neil share his thoughts on the evolving nature of HR technology and also gives an insight into a groundbreaking approach Penguin Random House is taking to recruit marketing talent for their businessSubcribe to the podcast in iTunes Tue, 14 Apr 2015 08:16:47 -0000 How Should HR Respond to the Digital Revolution? full 8 Matt Alder Matt Alder talks to Neil Morrison Group HR Director at Penguin Random House UK n this episode Matt Alder talks to Neil Morrison Group HR Director for Penguin Random House UK.The space where people, work and technology meet is becoming ever more fascinating and is throwing up huge issues for HR departments round organisational flexibility and change management. In this interview Matt and Neil discuss how Penguin Random House has had to respond to the digital revolution and the technology driven change which is fast becoming the norm in HR. Neil share his thoughts on the evolving nature of HR technology and also gives an insight into a groundbreaking approach Penguin Random House is taking to recruit marketing talent for their businessSubcribe to the podcast in iTunes n this episode Matt Alder talks to Neil Morrison Group HR Director for Penguin Random House UK.

The space where people, work and technology meet is becoming ever more fascinating and is throwing up huge issues for HR departments round organisational flexibility and change management.

In this interview Matt and Neil discuss how Penguin Random House has had to respond to the digital revolution and the technology driven change which is fast becoming the norm in HR. Neil share his thoughts on the evolving nature of HR technology and also gives an insight into a groundbreaking approach Penguin Random House is taking to recruit marketing talent for their business
Subcribe to the podcast in iTunes

]]> 1066 no Ep 7: What is Content Marketing and Why is it Important? https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep7.mp3 In this episode Matt Alder talks to Mervyn Dinnen Content Marketing Expert for HR and RecruitingThe importance of content marketing has risen significantly in the last two years, however it is still under used in the Recruiting and HR space. In this interview Matt and Mervyn discuss just what content marketing is and how it can be used for recruiting, employer branding and customer engagement. Mervyn shares what is working and gives us his 7 tips for producing great content. They also discuss the current state of Social Recruiting as well as Poldark and Kittens…… Subscribe to the Podcast in iTunes Wed, 01 Apr 2015 07:16:25 -0000 What is Content Marketing and Why is it Important? full 7 Matt Alder Matt Alder talks to Mervyn Dinnen In this episode Matt Alder talks to Mervyn Dinnen Content Marketing Expert for HR and RecruitingThe importance of content marketing has risen significantly in the last two years, however it is still under used in the Recruiting and HR space. In this interview Matt and Mervyn discuss just what content marketing is and how it can be used for recruiting, employer branding and customer engagement. Mervyn shares what is working and gives us his 7 tips for producing great content. They also discuss the current state of Social Recruiting as well as Poldark and Kittens…… Subscribe to the Podcast in iTunes In this episode Matt Alder talks to Mervyn Dinnen Content Marketing Expert for HR and Recruiting

The importance of content marketing has risen significantly in the last two years, however it is still under used in the Recruiting and HR space. In this interview Matt and Mervyn discuss just what content marketing is and how it can be used for recruiting, employer branding and customer engagement. Mervyn shares what is working and gives us his 7 tips for producing great content. They also discuss the current state of Social Recruiting as well as Poldark and Kittens……

Subscribe to the Podcast in iTunes

]]> 1109 no Ep6: The Current State of In House Recruitment https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_6.mp3 In this episode Matt Alder talks to Jamie Leonard Founder of ReconverseReconverse is a successful boutique networking and events company for in-house recruiters that is just about to celebrate 100 round table events. Chairing these round table discussions gives Jamie a unique perspective on the industry and in the interview he gives us his take on the in house resourcing market. Matt and Jamie discuss numerous topics in this area including recruiter skill shortages, what’s new in recruitment technology, categorisation in the ATS market and a potentially terrifying game changer for established job boards. Mon, 23 Mar 2015 09:30:29 -0000 The Current State of In House Recruitment full 6 Matt Alder Matt Alder Interviews Jamie Leonard from Reconverse In this episode Matt Alder talks to Jamie Leonard Founder of ReconverseReconverse is a successful boutique networking and events company for in-house recruiters that is just about to celebrate 100 round table events. Chairing these round table discussions gives Jamie a unique perspective on the industry and in the interview he gives us his take on the in house resourcing market. Matt and Jamie discuss numerous topics in this area including recruiter skill shortages, what’s new in recruitment technology, categorisation in the ATS market and a potentially terrifying game changer for established job boards. In this episode Matt Alder talks to Jamie Leonard Founder of Reconverse

Reconverse is a successful boutique networking and events company for in-house recruiters that is just about to celebrate 100 round table events. Chairing these round table discussions gives Jamie a unique perspective on the industry and in the interview he gives us his take on the in house resourcing market. Matt and Jamie discuss numerous topics in this area including recruiter skill shortages, what’s new in recruitment technology, categorisation in the ATS market and a potentially terrifying game changer for established job boards.

]]> 1308 no Ep 5: Glassdoor and the New Transparency of Employer Brands https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_5.mp3 In this Episode Matt Alder talks to Joe Wiggins, Senior PR manager Europe at Glassdoor. Glassdoor describes itself as the world’s most transparent career community that is changing the way people find jobs, and companies recruit top talent. Over the last few years it has expanded operations significantly from its original base in California and now has a presence in the UK, Germany and France with more country launches being planned.In the interview Matt and Joe discuss the reception Glassdoor has had in these countries and the types of companies whose employees are engaging with the site the most. They talk through how the transparency of Glassdoor is making companies think differently about their employer brand and Joe gives some great tips on what employers can do to ensure they are managing their reputation in the most impactful way. Tue, 17 Mar 2015 13:06:42 -0000 Glassdoor and the New Transparency of Employer Brands full 5 Matt Alder Matt Alder interviews Joe Wiggins from Glassdoor In this Episode Matt Alder talks to Joe Wiggins, Senior PR manager Europe at Glassdoor. Glassdoor describes itself as the world’s most transparent career community that is changing the way people find jobs, and companies recruit top talent. Over the last few years it has expanded operations significantly from its original base in California and now has a presence in the UK, Germany and France with more country launches being planned.In the interview Matt and Joe discuss the reception Glassdoor has had in these countries and the types of companies whose employees are engaging with the site the most. They talk through how the transparency of Glassdoor is making companies think differently about their employer brand and Joe gives some great tips on what employers can do to ensure they are managing their reputation in the most impactful way. In this Episode Matt Alder talks to Joe Wiggins, Senior PR manager Europe at Glassdoor.


Glassdoor describes itself as the world’s most transparent career community that is changing the way people find jobs, and companies recruit top talent. Over the last few years it has expanded operations significantly from its original base in California and now has a presence in the UK, Germany and France with more country launches being planned.
In the interview Matt and Joe discuss the reception Glassdoor has had in these countries and the types of companies whose employees are engaging with the site the most. They talk through how the transparency of Glassdoor is making companies think differently about their employer brand and Joe gives some great tips on what employers can do to ensure they are managing their reputation in the most impactful way.

]]> 1373 no Recruiting Future Podcast Episode 4 https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Rf_Podcast_Ep_4.mp3 In this episode Matt Alder talks to Clare Lewis the Head of Resourcing UK at Willis. Willis is a leading global risk advisor, insurance and reinsurance broker and like many companies in their sector they are suffering from skill shortage problems when looking for specialist talent. In the interview Clare talks about the innovative approaches they are taking to solve this problem which involve both local outreach and key improvements to the candidate experience. Sun, 08 Mar 2015 22:48:07 -0000 And the next episode full 4 Matt Alder Clare Lewis at Willis In this episode Matt Alder talks to Clare Lewis the Head of Resourcing UK at Willis. Willis is a leading global risk advisor, insurance and reinsurance broker and like many companies in their sector they are suffering from skill shortage problems when looking for specialist talent. In the interview Clare talks about the innovative approaches they are taking to solve this problem which involve both local outreach and key improvements to the candidate experience. In this episode Matt Alder talks to Clare Lewis the Head of Resourcing UK at Willis.

Willis is a leading global risk advisor, insurance and reinsurance broker and like many companies in their sector they are suffering from skill shortage problems when looking for specialist talent. In the interview Clare talks about the innovative approaches they are taking to solve this problem which involve both local outreach and key improvements to the candidate experience.

]]> 860 no Recruiting Future Podcast Episode 3 http://www.rfpodcast.com   In this episode Matt Alder talks to Bethan Davies the Head of Recruitment Europe & Asia Pac for RMS.  RMS are a catastrophe modelling company and as such have to search the globe for unique talent. Bethan talks about some of the techniques they use to do this as well as their innovative approach to brand communications. RMS also have an award winning "treat others as you would expect to be treated" approach to candidate experience and Bethan gives an insight into how they execute on this.   Tue, 17 Feb 2015 16:09:16 -0000 Next episode full 3 Matt Alder Bethan Davies from RMS   In this episode Matt Alder talks to Bethan Davies the Head of Recruitment Europe & Asia Pac for RMS.  RMS are a catastrophe modelling company and as such have to search the globe for unique talent. Bethan talks about some of the techniques they use to do this as well as their innovative approach to brand communications. RMS also have an award winning "treat others as you would expect to be treated" approach to candidate experience and Bethan gives an insight into how they execute on this.    

In this episode Matt Alder talks to Bethan Davies the Head of Recruitment Europe & Asia Pac for RMS.

 RMS are a catastrophe modelling company and as such have to search the globe for unique talent. Bethan talks about some of the techniques they use to do this as well as their innovative approach to brand communications. RMS also have an award winning "treat others as you would expect to be treated" approach to candidate experience and Bethan gives an insight into how they execute on this.

 

]]> 811 no Recruiting Future Podcast Episode 2 https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Episode_2.mp3 In the launch episode of The Recruiting Future Podcast Matt Alder publishes two interviews from the archives that are still as relevant today as when they were recorded. Peter Lovell from Jagex talks about the challenges of recruiting globally in a very difficult talent market and shares an old school approach which Jagex have found works brilliantly for them. Chris Hoyt from Pepsico talks predictive data analytics and mobile in a interview that was recorded at the iRecruit Expo in Amsterdam Mon, 02 Feb 2015 15:34:59 -0000 First real episode full 2 Matt Alder Peter Lovell from Jagex and Chris Hoyt from Pepsico In the launch episode of The Recruiting Future Podcast Matt Alder publishes two interviews from the archives that are still as relevant today as when they were recorded. Peter Lovell from Jagex talks about the challenges of recruiting globally in a very difficult talent market and shares an old school approach which Jagex have found works brilliantly for them. Chris Hoyt from Pepsico talks predictive data analytics and mobile in a interview that was recorded at the iRecruit Expo in Amsterdam In the launch episode of The Recruiting Future Podcast Matt Alder publishes two interviews from the archives that are still as relevant today as when they were recorded.

Peter Lovell from Jagex talks about the challenges of recruiting globally in a very difficult talent market and shares an old school approach which Jagex have found works brilliantly for them.

Chris Hoyt from Pepsico talks predictive data analytics and mobile in a interview that was recorded at the iRecruit Expo in Amsterdam

]]> 809 no Recruiting Future Podcast Episode 1 https://chtbl.com/track/87A8DC/traffic.libsyn.com/secure/recfuture/Recruiting_Future_Podcast_Ep1_.mp3 In this beta edition of the Recruiting Future Podcast I feature an interview that I recorded back in November 2014 with Fredrik Tukk of Maersk Drilling. We talk about Maersk Drilling’s approach to recruiting with Facebook and the fantastic level of success they have had using it fill very hard to fill roles Fri, 23 Jan 2015 19:12:27 -0000 Preview Episode full 1 Matt Alder Matt Alder talks to Fredrik Tukk of Maersk Drilling In this beta edition of the Recruiting Future Podcast I feature an interview that I recorded back in November 2014 with Fredrik Tukk of Maersk Drilling. We talk about Maersk Drilling’s approach to recruiting with Facebook and the fantastic level of success they have had using it fill very hard to fill roles In this beta edition of the Recruiting Future Podcast I feature an interview that I recorded back in November 2014 with Fredrik Tukk of Maersk Drilling. We talk about Maersk Drilling’s approach to recruiting with Facebook and the fantastic level of success they have had using it fill very hard to fill roles

]]> 1217 no