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

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.

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.

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.

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

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 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.

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. 

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.

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.

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

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.

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

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

In this episode Matt Alder talks to Richard Collins from ClickIQ about how technology and new players are changing the face of job advertising

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.

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.

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

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

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 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

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.

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.

In this episode, Matt Alder and Bas Van De Haterd discuss the evolution of assessment technologies and their effect on recruiting

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.

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

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

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.

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

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.

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.

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

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

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 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 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

In this week's episode Matt Alder talks to Catalina Schveninger about Vodfone's innovative approaches to talent acquisition

In this episode, Matt Alder talks to Jez Langhorn, Senior HR Director at MacDonald's about mobile recruiting innovation

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

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

In this episode, Matt Alder talks to Wiktor Schmidt, CEO of Netguru about implementing a "remote first" culture.

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.

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

In this episode, Matt Alder talks to Allyn Bailey, talent acquisition transformation manager at Intel, about the end of transactional recruiting

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

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

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

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.

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 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

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.

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  

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.

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.

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.

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.

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

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.

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.

Matt Alder talks to Richard Collins, Co-Founder of ClickIQ, about the future of job boards

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.

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.

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

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.

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  

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

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

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

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

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.

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 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.

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

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

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 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

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

In this episode Matt Alder talks to Ongig CEO Rob Kelly about the 2018 Top 100 ATS Report

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 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

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.

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.

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

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

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

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.

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.

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

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.

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

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.

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

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

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.

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.

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.

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

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.

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.

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.