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

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download NowTrend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click HereSkills-based hiring is not just a passing trend; it's a significant shift in the recruiting landscape. Many employers are eager to unlock its advantages in terms of flexibility, diversity, economic efficiency, and dealing with talent shortages. But is there a gap between theory and practice regarding understanding and implementation?Over the last few months, experienced TA leader Adrian Thomas and myself have partnered with Neil Kelly at Vector on some research to uncover the realities and practicalities of skills-based hiring within large global employers.Neil and Adrian join me on this episode to discuss the findings, some of which are quite surprising, and to look at what employers need to do to advance with skills-based hiring. In the interview, we discuss:Why and how we did the researchMotivations for being skills-basedSome surprising findingsThe problems with skills taxonomiesTalent Acquisition and Talent Management Training Hiring ManagersThe way forward for skills-based hiringDownload our report " Skills-Based Hiring, The Gap Between Theory and Practice”Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download NowTrend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click HerePodcasting at events and conferences is one of my favorite things to do. I love the joy of seeing people face to face, and you get the opportunity to access a broad range of views and expertise around the topics shaping the industry.At the beginning of May, Recruiting Future was an official media partner of The HR Technology Conference Europe in Amsterdam, the first time the event had been held outside of the US.  AI was a central theme in the discussions, and I was eager to gather insights on the current use cases of AI tools, as well as the potential future implications.The first voice you will hear is Rebecca Carr, CPO and acting CEO of SmartRecruiters, talking about AI as a co-pilot and its potential to enhance the very human aspects of recruiting.Next up after Rebecca is my friend and co-author, the ever-present Mervyn Dinnen, talking about his concerns about the impact of AI on employee experience and creativityFinally, I spoke to Norwegian entrepreneur Eivind Arnsten about the AI employer lawyer his company is building and the potential for widespread automation throughout HR processes and activities.Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download NowTrend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click HereInclusive hiring is vital to building inclusive organizations, and the benefits of getting it right are considerable, both at a human and a business level. Recognizing bias, standardizing hiring manager behavior, and analyzing data are just some of the things employers need to consider to be more inclusive in their hiring.My guest this week is Sarah Harnett, Senior Director of People Business Partners at Greenhouse Software. In our conversation, Sarah talks us through the steps that Greenhouse has taken to build an inclusive culture through inclusive hiring practices.In the interview, we discuss:What does it take to build a diverse workforce?Understanding your employee's experienceHiring as a starting point for building an inclusive cultureERGs as a vehicle to empower peopleDealing with systemic biasInclusive hiring manager behaviorsStructured hiring processesConnecting DE&I strategy to corporate strategyThe implications of AI on inclusive hiringFollow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download NowTrend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click HereThe pace of change in recruiting technology continues to accelerate, and with it come opportunities to improve hiring outcomes, streamline operational efficiency, and make much-needed improvements to the candidate experience. When you add in increasing volumes of applications driven by candidate use of AI and the differing wants and needs of a new generation entering the workforce, it becomes evident that we are on the brink of a profound transformation in recruiting processes.So, what are the most forward-thinking companies already doing? My guest this week is Hollie Powell, Recruitment Business Partner at EDF. EDF is reinventing its recruiting process for early careers and improving the candidate experience by carefully balancing technology and automation with high-quality human interaction.In the interview, we discuss:The early careers strategy at EDFIncreasing volumes of applications through candidate use of AIHow EDF is evolving its recruiting processThe enormous benefits of effective video interviewingSpeeding up the process to improve the candidate experienceEnsuring high quality human interaction during the processUsing an organization wide strengths-based frameworkKeeping up with changing candidate wants and needsPlanning for the skills shortages of the futureConsumer brand versus employer brandHow will early careers evolve in the coming years?Follow this podcast in Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download NowTrend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click HereAs I've said many times before, automation in recruiting and HR is inevitable. This means that every TA and HR leader should be thinking strategically about automation, its implications, and, most importantly, the value that it will add right now.So what are the benefits of automation, and where and how should talent functions be automated?My guest this week is Brandon Sammut, Chief People Officer at Zapier. Automation is in Zapiers corporate DNA, and they are successfully using it to drive their talent density strategy through automation in recruiting, onboarding, and skills development.In the interview, we discuss:What Talent Density means at Zapier and how they built itFocusing on what is uniquely humanBeing transparent about a remote-only employee experienceT shaped talentAutomated OnboardingUsing automation to solve hard problems and make things more personal at scale.Experience design and empathyUnderstand where to apply automation and where not to apply it.Developing AI skills across the businessWhat will the future look like?Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download NowTrend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click HereIt is becoming clear that job seekers' use of AI tools in the application process has profound implications for talent acquisition. Many employers report a significant increase in application volume, and there is a potential technology arms race as employers and job boards attempt to use AI to identify AI.While this may help in the short term, it won't work in the long term, and is job seeker AI use even a bad thing?My guest this week is expert job board consultant Alexander Chukovski. Alexander has been doing a deep dive into how job seekers use AI and its implications for recruiting. He has valuable insights about job seeker verification and its potential to create win-win situations for candidates, job boards, and employers.In the interview, we discuss:The implications of a new generation of AI-savvy job seekersThe different ways job seekers are using AI includeATS integrationThe drawbacks and risks for candidates using AI toolsA pointless tech "arms race."Why is it difficult to spot the use of AI in CVs and applications?How should the industry respond?The rise of verification technologyWhat can be verified now and what might be possible in the futureThe importance of job seekers owning their dataWhat does the future look like?Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download NowTrend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click HereMany aspects of how companies hire talent have been set in stone and unquestioned for decades. Even if Talent Acquisition wants to drive change, the power of accepted wisdom among hiring managers and the C-Suite is difficult to challenge. So what happens when the CEO of a business champions a completely different way of doing things?My guest this week is Jeff Dewing, Group CEO at Cloudfm. Jeff's story is amazing, and his approach to business is encapsulated in the title of his book, "Doing The Opposite." When it comes to hiring, Jeff has challenged conventional wisdom around interviews and skills head-on with some spectacular results. I loved this conversation, and it is an absolute must-listen for everyone.In the interview, we discuss:Jeff's rollercoaster journey to get where he is todayWhere everyone needs autonomy, mastery, and purposeWhy Cloudfm no longer use interviews in their hiring process and what they do instead of Removing the risk in hiringAchieving a 95% recruitment retention rateIndividual career plans and ups killingGiving people autonomy about how and where they work.The office as a creative, problem-solving collaboration spaceThe impact AI will have on the future.Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download NowTrend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click HereRound 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 InternshipsEp 605: Can AI Be Biased? Legal Implications for HiringEp 606: Empowering Gen Z & Building A Social BrandEp 607: AI Powered Talent AcquisitionEp 608: Transforming HREp 609: Building A Neuro-Inclusive Hiring ProcessEp 610: Future SkillsScottish Meet UpsAI WhitepaperRecruiting Future YouTube channelFollow this podcast on Apple Podcasts

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download NowTrend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click HereIt's becoming evident that we are at a critical pivot point for talent acquisition. While the debates around AI are sucking up most of the attention, massive shifts are happening in terms of the shelf life of skills, ongoing challenges with skills acquisition, and upskilling people for a very different future world of work.So, how should employers think about skills, and how can talent acquisition gain the future focus it needs to drive organizational value?My guest this week is Lisa Monteith, Head of Talent Acquisition and onboarding for HSBC UK. In our wide-ranging conversation, we talk about the skills challenges facing organizations and the importance of taking a long-term view.In the interview, we discuss: Current talent acquisition challenges Selling work as a product The shortening lifespan of skills Providing easy access to learning Total talent thinking Learning agility, curiosity, and other skills for the future Failing education systems and disappearing entry-level jobs Individual responsibility for learning Neuroinclusion in the recruiting process and the danger of homogenization How does talent acquisition need to re-invent itself for the future? Follow this podcast on Apple Podcasts.A full transcript will appear here shortly.

Somewhere between 15% and 20% of the population is neurodivergent. The majority have yet to receive a formal diagnosis, and a significant number of those with a diagnosis choose not to share it publically. Over the last few years, we've seen a growing number of employers taking steps to be more neuro-inclusive, which is great to see. However, there is still a long way to go with recruiting, as most hiring processes contain significant barriers for neurodiverse people. There is also a danger that the move to AI-driven recruiting may make things worse if neuro-inclusion isn't proactively prioritized.So, what steps can employers take to embed neuro-inclusion in their recruiting processes effectively?My guest this week is Tania Martin, a neuro-inclusion consultant who was previously Head of EY's Neuro-Diverse Centre of Excellence in the UK and Ireland. In our conversation, Tania discusses the shortcomings of the traditional recruiting process and how we can rethink it to be better for everyone.In the interview, we discuss:Harnessing neurodiversity in the workforceHow EY's Neuro-Diverse Centre of Excellence was set upWhy can making recruiting processes more neuro-inclusive be good for everyone?Accessing untapped pools of talentIntimidating job specsAssessment and spiky profilesHelping people to show their best selves during the interview processEducating hiring managersThe role of technologyWhat will neuro-inclusion look like for future generations in the workforce?Follow this podcast on Apple Podcasts.