The Recruiting Future Podcast - Innovation In Hr And Recruitment

Skills-based hiring is a hot topic as many employers seek to better understand the skills they need in their businesses both now and in the future. With the shelf life of hard skills shortening by the day, companies need to bridge the gap between talent acquisition and talent management to ensure that they are hiring for the skills that actually drive value for the business. My guest this week is Jason Putnam, CRO at Plum. Jason has tremendous experience in the industry and is continually talking to senior corporate leaders about their skills strategies. He has some interesting and unique insights to share, and this is a must-listen for everyone trying to make sense of skills-based hiring. In the interview, we discuss: The current market challenges Are companies prioritizing talent management over talent acquisition? How is the relationship between the talent management and talent acquisition function evolving? The shortening shelf life of hard skills and the importance of soft skills The mismatch betw

Skills shortages, shortening skills lifespans, digital transformation, the AI revolution, hiring freezes and layoffs. These are just some of the factors currently reshaping how companies think about talent. It's clear that this level of disruption is now the new normal rather than a short-term trend. So, how do TA teams respond, and what role do they have in helping employers redefine their thinking about talent, skills, and hiring? My guest this week is Rich Wilson, CEO and Co-Founder of Gigged.Ai. Before he became a founder, Rich had a successful career as a recruiter and spent time as a Gartner analyst specialising in digital transformation and the future of work. In our conversation, we discuss skills-focused strategies to reinvent hiring and the part TA teams have to play in this critical transformation. In the interview, we discuss: Skill shortages and layoffs The shortening lifespan of skills Switching from cap-ex to op-ex Future of work trends How AI is creating new workforce opportunities In

I launched Recruiting Future nine years ago to attempt to understand the future of talent acquisition. Back then, social media was the biggest driver of change, and we were starting to realize how much new technologies would change the world. Predicting the future is always risky; however, if you approach things correctly, you can spot the trends that will stick and get a sense of what is likely to happen. I'm actually launching a short digital course next month to teach you some tools and techniques to do this. You can join the VIP waitlist for early access and a discount by going to mattalder.me/course  Back to the 600th episode. To celebrate this landmark, I invited my long-time collaborator and co-author, Mervyn Dinnen, to a studio in London to explore just how accurate some of the predictions we made in a whitepaper back in 2016 about the future of work were and to discuss what we think will happen over the next decade. There is also a video version of this podcast that you can find by following the l

We live in a world of work where understanding, interpreting and telling stories with data has never been more critical. Although Talent Acquisition has become more data-centric in recent years, many TA functions rely on summary statistics that don't provide a sophisticated enough platform to use data to inform and influence their organizations properly. So, what can TA leaders do to make their data strategies more effective? My guest this week is Ben Porr, Chief Customer Officer at Harver. In our conversation, Ben offered some highly actionable advice TA leaders can follow to level up and tell compelling stories with data. In the interview, we discuss: Why data is so essential in TA Answering questions with data rather than with opinions or assumptions What organizations are missing out on if they only use summary statistics What are the innovative organizations doing? AI and automation What are the most critical data sources? Pivot table versus data visualization Human in the loop Using data to

Executive Search is often considered so specialized that it should always remain the preserve of Exec Search agencies. However, an ever-increasing number of large employers are now choosing to build in-house executive search functions. So what are the advantages of doing this, how do you do this, and what is the ongoing impact from tighter talent markets and innovations in technology My guest this week is Katie Howard, Global Talent Acquisition Luxury and Lifestyle Lead at IHG. Katie made the switch from Search Agency to in-house just over a year ago and has been helping set IHG up for success in a highly competitive market for senior talent. In the interview, we discuss: The difference between agency and in-house The current challenges in the senior talent market within luxury hospitality How IHG differentiates itself Approaching and engaging with global talent pools Non-linear careers and talent mobility  Managing stakeholders in large matrix organizations Making the candidate experience match the

I was delighted to hear two of my regular guests on Recruiting Future were writing a book together. “Talent Acquisition Excellence” by Kevin Wheeler and Bas Van De Haterd is now available, whether you get your books, and it is brilliant to welcome them both back to the podcast to talk about it. Kevin is the founder of The Future of Talent Institute and is highly respected for his skills in predicting how Talent Acquisition and HR will develop and evolve. Bas is a consultant whose keen sense of curiosity has helped him map the evolution of assessment technology and deliver an annual state-of-the-nation report on corporate career sites. In our conversations, they bring different perspectives to the concept of Talent Acquisition excellent, offer some actionable advice and give us a sense of what the future might hold. In the interview, we discuss: What is talent acquisition excellence? Why AI could be more disruptive than the invention of the Internet Shifting mindsets Improving selection by using science

Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 591: Is AI Changing Jobseeker Behaviour? Ep 592: Understanding Skills Ep 593: The Career Forward Mindset Ep 594: Recruiting Data Science Skills Ep 595: Proving The Value Of Talent Acquisition Ep 596: Expectations and Experience Follow this podcast on Apple Podcasts

It is almost four years since the first pandemic lockdowns, and even now, it doesn't seem long enough to get a proper perspective on how much the pandemic has changed things. It is already pretty clear that expectations of and attitudes to work have shifted considerably, with significant implications for recruiting and retention. My Guest this week is Annette Andrews, Founder & Director of Acaria Coaching and a former Chief People Officer. Annette works with large organizations to help them adjust their people practices and policies to align with the post-pandemic perspectives of their employees and future employees. She has some valuable insights on what employers need to do to attract and retain the talent they need. In the interview, we discuss: The current challenges for employers and why these are different from what we've seen in the past. Benefits, culture and wellbeing Showcasing the employee experience Implications for retention The human impact of a deteriorating candidate experience Five ge

These are turbulent times for talent acquisition, particularly for those teams operating in the technology sector. Despite the continuing demand for technology skills, layoffs are still happening, with many TA teams now considerably downsized from where they were a couple of years ago. Proving TA's strategic and monetary value has never been more critical, so how can TA leaders make their business case against such a challenging backdrop? My guest this week is Sam Bethoud, VP of Talent Solutions at hackajob. Sam combines his experience working with a vast number of talent acquisition leaders with hackajob's huge dataset to provide some excellent insights into the tech recruiting market and highly actionable advice on tactics TA can employ to prove the scale of its value to the business. In the interview, we discuss: The current state of the tech recruiting market TA's commercial impact How does TA create measurable monetary value? The importance of data How else can TA be strategic? Changing job seek

With the development and adoption of AI accelerating at an unprecedented pace, the demand for data scientists and data skills in general is snowballing. To recruit successfully in this competitive talent market, TA teams must understand the specific data skills their organisation needs and the intrinsic career motivations of the data professionals they seek to engage with. My guest this week is Akshay Swaminathan, Head of Data Science at Cerebral and co-author of a new book called "Winning With Data Science". In our conversation, Akshay offers an insider view on the data science talent market, what motivates data scientists to move companies and the most effective recruiting process for people with this skillset. Essential listening for anyone recruiting data science professionals or working in talent markets with similar skills shortages. In the interview, we discuss: The growing demand for data science professionals The specific data skills that employers currently need Is there any consistency in data

Work and jobs are changing, and the speed of change continues to accelerate. Whether you are in the fourth decade of your working life or looking for your first job, managing a career against this background of disruptive, often unpredictable change is a challenge for everyone. Things are also being made worse by continuing pay inequality and workplace bias. My guests this week are Grace Puma, the former COO of Pepsico and Christiana Smith Shi, the former President of Direct to Consumer at Nike. Grace and Christiana have recently authored a book called "Career Forward - Strategies from Women Who Have Made It". The motivation behind writing the book was to empower women to maximise their career journey, get paid what they are worth and navigate the unexpected shifts that happen in the current world of work. There is some excellent advice here that Grace and Christiana believe is applicable to everyone looking to develop their career in our turbulent times. In the interview, we discuss: The Career Forward Mi

The shelf life of skills is getting ever shorter, which has significant implications for talent acquisition. It is essential that TA leaders take an active role in developing the overall skills strategy for their business. If employers want to be effective skills-based organizations, it is clear that talent acquisition, talent management, L&D and strategic workforce planning must be closely aligned. My guest this week is Malcolm Taylor, Head of Capability at the UK Health Security Agency. In the last few years, Malcolm has led a highly effective initiative to use data to drive upskilling, talent development and talent acquisition. In our conversation, he shares valuable insights on skills strategy and some interesting perspectives on the likely role AI will play in L&D in the future. In the interview, we discuss: Why upskilling is so essential in 2024 The shortening life cycle of skills Engagement and retention Teaching people how to learn Mapping skills within the organization Can AI create a common

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 dec

Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 584: Talent-Centered Design Ep 585: Embracing Automation Ep 586: Removing Silos to Improve Hiring and Retention Ep 587: Getting The Basics Right Ep 588: AI, Background Checks and Quality of Hire Ep 589: Talent Acquisition As A Competitive Advantage Ep 590: The Road To 2030 Follow this podcast on Apple Podcasts.

The last few years have taught us that no one can predict the future. However, you can develop the insight necessary to make accurate forecasts with the right combination of trend analysis and strategic thinking. We are currently in a period of accelerated change in talent acquisition, and it is essential to understand the direction of travel even if we can't predict the final destination. We must anticipate the skills that will be required in the future, how we can recruit them, and how talent acquisition must change to be fit for this new purpose. My guest this week is Russell Beck, Director of Inspiration at ImagineThinkDo and author of a new book called "The World Of Work to 2030". The book looks at the megatrends shaping the future, and Russell's background and experience in RPO means he can provide some relatable insights into the likely future of talent acquisition. In the interview, we discuss: Six megatrends shaping the future Future skills and how we hire them AI is removing your uniqueness.

As the debates about the future of talent acquisition rumble on, it's important to focus intensely on the critical value effective hiring brings to the organization. Talent remains a key differentiator that drives competitive advantage for a company, and this will be even more true in the future. My guest this week is Simon Taylor, Head of Organization Effectiveness at Gap Inc., who has authored a forthcoming book called "Build Smart: A Blueprint for Building a High-Performing Organization." Simon has a TA background and, in the book, outlines just how critical hiring is for companies. In our conversation, he shares his insights into what makes great hiring and its role in high-performing organizations. In the interview, we discuss: Common talent issues companies are facing. How important is recruiting in 2024? Competitive advantage from high-quality talent acquisition The long-term impact of bad hiring What makes a great hire The importance of potential Upskilling hiring managers and changing their

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 ju

With so much focus on potentially AI-driven disruptive change and debate about the future, it is sometimes easy to forget that many employers are still struggling to develop and leverage their culture, and some still lack basic standardized processes for talent acquisition and other aspects of the people function.  Looking at what is happening in start-up and scale-up businesses is always interesting. They build business functions from a blank sheet of paper and often develop interesting new ways of thinking and working. My guest this week is Roza Szafranek, Founder and CEO at HR Hints. HR Hints acts as the external HR team to over 70 scaling companies. Roza has used this experience to develop the Culturivy method of building organizational cultures and processes, which she has shared in a recent book called Culturivy: The Power of Changing a Workplace. Roza believes employers should address some long-standing issues in TA, such as candidate experience and biased hiring processes. She also has a counterpoin

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 busine

As I've said before, automation is inevitable in talent acquisition. Automation can bring essential efficiencies and a vastly improved and personalized experience for everyone when done correctly. The question shouldn't be, do we automate; instead, TA and HR leaders need to ask what we automate and how we do it. My guest this week is Brigette McInnis-Day, Chief People Officer at UiPath. UiPath has been at the vanguard of Robotic Process Automation for several years, helping companies automate systems and processes across different parts of the enterprise. Brigette has deep expertise in automation and HR Tech and highlights some critical areas that TA Leaders should pay attention to.  The first is using an enterprise automation platform to bring data, processes and quality of experience together across the entire organization. There is an assumption that TA tools will drive recruiting automation, and it is essential to understand that integrated company-wide automation strategies may dictate the pace of cha