The Recruiting Future Podcast - Innovation In Hr And Recruitment

If you’ve not listened to Roundup before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. I hope you have been enjoying the live Round Up episodes we’ve been doing over the last few months. This month sees a brief return to the old school format, but don’t worry, Round Up Live will return in January Episodes featured in this Round Up: Ep 742: Aligning Hiring with Values Ep 743: The Talent Acquisition Revolution Ep 744: How Job Ads Impact Quality Of Hire Ep 745: Recruiting Excellence In Disruptive Times Ep 746 Building Digital Trust In Hiring Ep 747: Rethinking Fairness in Hiring Ep 748: The Real Value Of AI Agents Ep 749: Recruiting Past, Present, and Future (Live at TA Tech) Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

It's easy to feel overwhelmed by the pace of change in talent acquisition. AI developments, vendor mergers and acquisitions, a confusing technology landscape, and shifting candidate behaviours are just some of the current trends making everything feel chaotic. But if we take a step back and look carefully, patterns start to emerge. There are clues everywhere to what the future will look like. So how do we make sense of it all? My guest this week is Adam Godson, General Manager of Paradox at Workday. In our conversation, Adam cuts through the noise, explains how the agentic future is taking shape, discusses what Workday’s acquisition of Paradox means for the market, reviews the predictions he made on the show this time last year about 2025, and shares where he thinks things are heading in 2026 In the interview, we discuss: Whether Adam’s predictions from this time last year were accurate Workday’s acquisition of Paradox The power of end-to-end employee lifecycle data The potential power of agen

Despite the challenging economic landscape and wave of layoffs across many sectors, finding exceptional senior talent remains a challenge, and many employers are making it worse for themselves. Trust has eroded with lengthy interview processes, poor candidate experience, and misaligned employer branding are pushing top talent away. With as many as one in four workers set to be over 55 by 2031, age-related biases are also causing employers to overlook exactly the experience they need The best insights always come from looking at things from the job seeker's point of view, and that is precisely the insight my guest this week can offer us. Loren Greiff, Founder of Portfolio Rocket, is a career strategist for C-Suite executives. In our conversation, she reveals how top candidates assess roles, what builds and destroys trust in executive hiring, and why your process might be filtering out your best prospects. The frameworks Lauren discusses will also be very relevant to TA leaders navigating their own car

Skills, tasks, jobs, activities. These terms get used interchangeably across HR and talent acquisition, but they mean fundamentally different things. Skills are attributes of people. Tasks are components of work. Jobs are bundles of activities.  Having clarity here matters more now than ever. As AI begins reshaping how work gets done, organisations need a precise understanding of their workforce at the task level. Without clear taxonomies, it becomes impossible to understand how to effectively implement AI for automation and augmentation. So how should companies be preparing to take the most advantage of the inevitable shifts AI will bring? My guest this week is Ben Zweig, CEO of Revelio Labs and author of the new book Job Architecture. In our conversation, he explains how to build effective taxonomies cheaply and scalably with LLMs and why this foundation is critical for navigating change. Ben also teaches Data Science and The Future of Work at NYU Stern and talks through an invaluable framework for assess

Uncertain economic times, high volumes of layoffs, and easy access to AI tools mean many employers are dealing with an unprecedented number of applications. Recruiters are overwhelmed, candidates are getting ghosted, and trust in the recruiting process is suffering. But are TA teams doing all they can to relieve the pressure at the top of the funnel and give job seekers the clarity they need? Employers want candidates to be more intentional about applying for the right roles for them, but often post roles with unclear requirements and don't approach hiring strategically. So what should TA leaders be doing to fix the process and rebuild vital trust with job seekers? My guest this week is Catherine Wylie, Senior Talent Acquisition Business Partner at Mavericks Recruiting On Demand. Catherine has recently joined the business after a six-month job hunt. She has some incredible, valuable insights and advice to share for both employers and other TA professionals in job search mode. In the interview, we discus

SAP's recent acquisition of SmartRecruiters has generated considerable interest across the talent acquisition community. The deal brings AI-native recruiting capabilities into a broader HR suite, creating complete visibility into data across the entire employee lifecycle. For recruiters, this means seeing what happens after a hire is made with the potential to connect talent acquisition decisions to performance, retention, and engagement outcomes. This is where AI agents become significant. When agents can access and act on a complete, harmonized data set spanning the whole employee journey, entirely new possibilities open up for how work gets done across the talent function. Yet despite the rapid pace of innovation, AI adoption is still lagging. Vendors are shipping capabilities faster than most organisations can implement them, held back by regulatory concerns, change management challenges, and uncertainty about where to start. So how can Talent leaders close this gap and take advantage of what is a hug

This is a special episode, recorded live on stage at TA Tech Europe in London earlier in November. It's a wide-ranging discussion about the state of our industry and where it's heading with one of recruiting's true pioneers, Jeff Taylor, the founder of Monster.com and the soon to be launched Boomband, . We debate AI's true impact on hiring, discuss why traditional tools and approaches are failing, and explore what recruiting could become. In the interview, we discuss: The story behind Monster How Monster almost bought LinkedIn Why has Jeff returned after two decades out of the industry What has changed in recruiting in the last 20 years, and what hasn't Why resumes and job postings are failing AI's real impact on jobs What is Boomband? Rebuilding trust in recruiting Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

The AI agent marketplace has become a confusing landscape full of chatbots and co-pilots that aren't agents, claiming revolutionary capabilities. But genuine AI agents represent something fundamentally different. They're digital workers that can handle complex, multi-step processes independently, making decisions and adjustments along the way. The technology is already here and working, and the employers succeeding with it are focusing on change management, not just on technology deployment. So what are the early results looking like, and how will agentic AI change recruiting in the months and years to come? My guest this week is Tom Zrubecky, founder and CEO of Talent Pilot. In our conversation, he shares case studies demonstrating how AI agents are reshaping recruitment workflows and what autonomous hiring looks like. In the interview, we discuss: What an AI Agent is and what it isn't Building responsible AI with human oversight These are change management projects not technology ones Th

Many organizations treat accessibility as just a compliance checkbox, checking the box to meet legal requirements and then moving on. But this mindset misses massive opportunities. When companies design truly inclusive hiring processes, they don't just help candidates with disabilities, but also improve the experience for everyone. Forward-thinking employers are discovering that accessibility drives innovation, expands talent pools, and creates competitive advantages, so how do you move from minimum compliance to genuine inclusivity, and how do you do that at scale? My guests this week are Business Psychologists Brittany Davies and Laura Kate Ruttle from Talogy. In our conversation, they share valuable advice on building an accessible assessment strategy, and we discuss how AI is shaping a whole new future for inclusive hiring. In the interview, we discuss: The current challenges around accessibility and fairness in hiring The significant benefits to employers of going beyond the basic legal req

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

Talent acquisition is being tested like never before. Teams are continually being asked to do more with less, hiring volumes remain unpredictable, and technology is evolving faster than organizations can adapt. AI promises transformation but often delivers confusion, with some vendors labeling simple automation as intelligence, while, at the same time, genuinely disruptive AI capabilities are emerging that could reshape everything we do. Meanwhile, the fundamentals haven't changed. TA leaders still need to deliver the right people at the right time in a cost-effective way. But how do you build that capability when the ground keeps shifting? How do you create structure, repeatability, and continuous improvement during constant disruption? My guests this week are Tony De Graaf and Marcel Rütten, co-founders of the Recruiting Excellence Foundation. In our conversation, they share their framework for building high-performing TA teams and explain how to pursue recruiting excellence even in fast-moving, uncertain

Application volumes are continuing to rise, but finding quality hires remains a challenge. The usual suspects that tend to get the blame are candidates using AI, economic uncertainty, and a continuing decline in job board effectiveness. However, research suggests a more fundamental issue that many organizations overlook. The words in job descriptions matter more than most teams realize. Non-inclusive language is actually a key factor that stops many qualified candidates from applying. At the same time, regulations around pay transparency and anti-discrimination are proliferating across the US and EU, creating complex compliance requirements for job ads that vary by market. Many employers are also outsourcing their job ad creation to generic LLMs that have more potential to amplify bias than they do to eliminate it. So, how should employers utilize technology to ensure inclusivity, compliance, and a high-quality response from their advertising My guest this week is Pil Byriel, CEO and co-founder of Lyser. I

Recruiting Future Round Up is back in a brand-new live format. Round Up has always been a quick way to catch up on the most important insights from the month’s Recruiting Future interviews. Now we’re taking it further, streaming live on LinkedIn, Facebook, and YouTube so you can join the conversation in real time. In this recording (previously live) Matt is joined by special guest Rhona Pierce, as they look back at October’s eight interviews.  Episodes featured in this Round Up: Ep 734 Why Skills Really Matter https://recruitingfuture.com/2025/10/ep-734-why-skills-really-matter/ Ep 735: AI’s Impact On Recruitment Marketing https://recruitingfuture.com/2025/10/ep-735-ais-impact-on-recruitment-marketing/ Ep 736: Trust, Influence & The Future Of Recruitment Marketing https://recruitingfuture.com/2025/10/ep-736-trust-influence-the-future-of-recruitment-marketing/ Ep 737: Building A Team Of Talent Partners https://recruitingfuture.com/2025/10/ep-737-building-a-team-of-talent-partners/ Ep 738:

The recruiting technology landscape is transforming at an unprecedented speed. AI Tools that seemed like far-fetched concepts just a few years ago are hitting the market and delivering results. But adoption is messy and uneven. Some employers are experimenting with AI-driven interviews, while others worry about bias and legal risks. High-volume recruiters are automating entire processes while executive search remains deeply human. Everyone's trying to figure out which tools actually work and how to integrate them without breaking what already exists. So how should talent acquisition leaders navigate this revolution? My guest this week is Josh Bersin, one of the world's leading HR technology analysts. In our conversation, he reveals why this transformation is inevitable and what smart TA leaders should be doing today. In the interview, we discuss: Why TA is facing a reckoning Time, resources, and human error Where AI currently has the most impact Mass personalization Regulatory

Most hiring currently focuses on assessing a mix of skills and experience. However, there's a deeper layer that often gets overlooked. Companies talk endlessly about culture and values, yet few know how to genuinely assess them.  This matters especially for purpose-driven organizations. Whether it's a B Corp, a sustainability-focused business, or any company with a strong mission, finding people whose values are truly aligned isn't just nice to have—it's essential.  So how do you find genuinely aligned candidates, and where does technology help, and where does it hinder My guest this week is Leon Richards, founder of Good Talent, an Executive search & leadership advisory consultancy for values-led organizations. In our conversation, he explains how values-based recruiting actually works, why human judgment matters, and what responsible AI use looks like. In the interview, we discuss: Values, purpose, and mission-driven organizations The importance of alignment  Why cultural fit is often mi

As many as 1 in 7 people are neurodivergent, with brains that process information, communicate, and work differently. Many have ADHD, autism, dyslexia, or other conditions they've hidden throughout their careers, masking to fit workplace norms. But creating environments where these individuals thrive isn't about expensive accommodations or special treatment. Instead, it's about designing work that helps everyone perform better. So how do you move beyond awareness training to actually embedding inclusion in daily operations, and how can this benefit everyone in the workforce? My guest this week is Pamela Kavanagh, Chief People Officer at Exogen. In our conversation, she shares practical strategies for creating workplaces where everyone can do their best work. In the interview, we discuss: What neurodivergence actually means at work Performance enhancers instead of reasonable accommodations Creating psychological safety for disclosure Small things that make big differences and help e

We've lived through technology revolutions before. Personal computers. The Internet. Smartphones. Social media. Each felt transformative at the time, reshaping how we work and communicate. But something fundamentally different is happening now. AI learns from every interaction and improves with each release. Yet the signals are confusing. Some pilots are failing, and the hype levels are off the scale. Meanwhile, some companies are reporting the potential for hundreds of millions in savings, capability benchmarks are doubling every seven months, and entire organizational structures are being reimagined around human-AI collaboration. So how do employers cut through the noise and prepare for such a fundamental shift? My guest this week is Michael Tchong, a futurist and founder of Ubertrends Academy. In our conversation, Michael explains what makes this revolution different, how to spot true long-term trends beyond the hype, and shares practical strategies for navigating the transformation ahead. In t

The economic, demographic, and technological forces of change are continuing to drive disruption, confusion, and chaos. Against the backdrop of this ever-shifting landscape, TA Leaders are expected to deliver greater value to their organizations than ever before. So how are they planning to do this in the next 12 months? What are the strategic priorities, how are budgets being impacted, and where and how is AI being deployed to help? My guest this week is Sven Elbert, Head of Analyst Services at Fosway Group. Fosway recently published TA Realities Research, a survey of European TA Leaders on their strategic priorities and budgets for the coming year. In our conversation, we dig into the details, discuss surprising results, and identify a significant issue with how AI is currently being used. In the interview, we discuss: TA's challenges and shifting priorities Budget pressure and significant implications for agencies How will TA deliver value to their organizations in 2026? The

Most organizations approaching AI are struggling and running pilot projects that go nowhere. The common assumption is that the technology itself is flawed, over hyped, or too complex. However, the employers that are succeeding with AI have discovered something different. The technology isn't the problem, and the real barriers are human. Employee resistance, fear about job security, and the inertia of doing things the way they've always been done. What makes the difference between AI projects that fail and those that transform how teams actually work? My guest this week is Taylor Bradley, VP Talent Strategy & Success at Turing. In our conversation, Taylor shares how he built grassroots adoption in his team by starting with simple prompt libraries, the framework for deciding what should be automated, what should be augmented, and what should be left to humans, and why every AI project is really a human change management project in disguise.. In the interview, we discuss: Unlocking AI's full poten

To survive as a function, it's clear that TA teams need to become strategic partners to their businesses rather than service providers. But what does that really mean in practice? It's easy to talk about being strategic, but the execution is where most teams struggle. The challenge isn't just about new processes or technologies. It's about fundamentally different ways of communicating with hiring managers and stakeholders. It's about asking better questions, listening more effectively, and knowing when to challenge decisions without creating unnecessary friction. So, how do you build a TA Team of Talent Partners? My guest this week is Jeff Soto, Vice President Talent Acquisition (Americas) at Sony Music Entertainment. In our conversation, Jeff reveals the specific techniques his teams use to partner with the business and why communication skills matter more than ever in our age of technology-driven disruption. In the interview, we discuss: The essential skills required in TA right now. Talent Advi