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

Job interviews have always been a source of anxiety for many people. The pressure of showcasing your achievements to a stranger in an unnaturally structured conversation is not easy, and for many neuro-diverse people, it is pretty much impossible. The use of Ansychromous video interviews has helped the situation in some ways but doesn't provide the opportunity for real-time conversation and exploration, which is critical in the later stages of the recruiting process.Could a methodology initially designed to combat communication delays in space travel offer a solution that bridges the gap between synchronous and asynchronous interviewing in a way that is inclusive for everyone?My guest week is Rob Brougham, Director & Co-Founder of Braided Communications. Rob worked with NASA to develop a unique way of helping astronauts have real-time conversations with people back on Earth on future missions to the moon and Mars. He is now using the same technology to make the recruiting process more inclusive and effective. So how does this all work? Just keep listening to find out more.In the interview, we discuss:A simple way of defying the laws of physics in space travelHow Braiding worksMaking the asynchronous synchronous.Co-presence and connectionThe importance of inclusive communicationApplications in talent acquisitionMaking interviews real-time and inclusiveWhat does the future of business communication look like?Follow this podcast on Apple Podcasts.

Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.Episodes mentioned in this Round Up:Ep 631: Science, AI & AssessmentEp 632: Attracting, Retaining, and Empowering Gen Z TalentEp 633: The Strategic Importance Of WellbeingEp 634: Work Before TalentEp 635: Transform Talent AcquisitionEp 636: Hiring & Retaining InnovatorsEp 637: Reinventing The ATS For A New EraEp 638: Reskilling For AIFollow this podcast on Apple Podcasts

It’s been a tough couple of years for Talent Acquisition. There was a time during the post-pandemic hiring wave when companies were struggling to recruit enough recruiters. Now, the situation is the polar opposite, with TA teams shrinking and many recruiters being laid off. In such economically uncertain times, it’s difficult to determine whether AI is starting to be a factor that impacts jobs in TA. However, based on current adoption rates, it’s probably fair to say that AI is still only a minor contributor to the overall situation.But this is quickly going to change. As employers start to look at transforming TA over the longer term, AI and automation will inevitably play a significant role in shaping the TA teams of the future.This raises important questions about job displacement and reskilling. These are not just questions that AI raises for TA; they are questions that span the entire organization, with a strong likelihood that all jobs will be impacted in some way.So, how can employers prepare their workforce for these impending changes, and what is the likely split between job replacement, job enhancement, and job creation?My guest this week is Kamal Ahluwalia, President of Ikigai Labs and former President of Eightfold AI. Kamal has extremely well-informed insights on AI’s impact on jobs and skills and valuable advice for employers and employees.In the interview, we discuss:The impact of AI on work and jobsJobs eliminated, jobs changed, jobs createdBuilding scenarios for the futureThe critical importance of dataHow should employers be respondingWhat is the role of HR and TA?Evolving processes to meet new objectivesReskilling and upskillingHow do employers encourage people to learn new skills?What will work be like in five years?Follow this podcast on Apple Podcasts.

TA Transformation has been a recurring theme on this podcast in recent months. A unique combination of macro and micro forces is driving the need for substantial change, compelling TA leaders to respond swiftly and strategically. Technology, particularly AI and automation, is very much at the heart of this transformation.But what does this mean for established ATS vendors? How are they adapting to the evolving market landscape, and how are their product strategies being shaped to anticipate the future?My guest this week is Rebecca Carr, the newly appointed CEO of SmartRecruiters. Previously serving as SmartRecruiters’ Chief Product Officer, Rebecca offers insight into the importance of a product-led approach in these rapidly changing times. She also shares her perspectives on the urgency of accelerating the leap from traditional ATS to the next generation of hiring solutions.In the interview, we discuss:The current state of the marketRethinking hiringThe growing importance of hiring manager experienceWhy being product-focused is important in the current market.Accelerating the leap from second-generation ATS to third-generation hiring platformThe impact of uncertainty around legislation and regulationAI education and adoptionAdaptability and agilityAdvice to TA Leader on designing technology strategiesWhat does the future look likeFollow this podcast on Apple Podcasts.

The world of work is changing rapidly, and this swift pace of change is forcing employers to rethink the kind of talent they need within their organizations. Traits like curiosity, innovation, agility, flexibility, and problem-solving are now more in demand than ever.However, despite the desire to attract and retain individuals with these qualities, traditional recruiting processes can often repel them, and talent management strategies may overlook those who are already part of the organization. Retaining such high-value talent is also a significant challenge.So, what do organizations need to do to hire and retain the change catalysts and innovators they seek more effectively? And how can they better identify those already in their workforce?My guests this week are Tracey Lovejoy and Shannon Lucas from Catalyst Constellations. Tracey and Shannon define catalysts as the visionaries within an organization who quickly process information, translate it into actionable opportunities, and are relentless in driving positive change. They have a vast amount of insight to share with employers about identifying and nurturing catalysts and lots of advice for catalysts themselves around managing their careers and reducing burnout.In the interview, we discuss: What is a catalyst, and what do they have in commonSeeing risk differentlyIdentifying the catalysts in your businessThe importance of organizational contextRepurposing recruiting processes for diversity of thoughtNew ways of thinking about Talent ManagementBreaking down silos and getting stuff doneWork traumaDealing with burnoutWhat does the future of work look like?Follow this podcast on Apple Podcasts.

We're living in a time of unprecedented disruption in Talent Acquisition. Exponential advances in AI, shifting attitudes toward work, the ever-shrinking life span of skills, aging populations, and global workforce accessibility are all converging to create a revolutionary moment in our industry. Any one of these factors would be transformative on its own, but together, they demand a completely new approach to how we attract, hire, and retain talent.TA Leaders know that getting their transformation strategies right is crucial. It's not just about filling jobs; it's about aligning with long-term business goals and staying ahead of the curve. But with change happening so rapidly, simply reacting isn't enough. It is critical to anticipate what's next and ensure strategies remain relevant and effective in this fast-evolving landscape. There is a unique opportunity here to actively shape the future of talent acquisition.So, how can you get the strategic foresight you need to plan for such an uncertain future? Earlier in the summer I spoke about the tools and mindset required at RecFest UK. This episode is an audio recording of that presentation. In the presentation, I cover:The macro and micro forces driving change in TAAutonomous AI Agent SwarmsAn amazing but disappearing opportunityCan we predict the future?Is AI a Co-pilot or a FrenemyThe six elements of FuturecastingCommon cognitive biases to be aware of when planning for the futureThe TA Team of the futureBehavior science and automationDeveloping the right mindset.In the recording, I refer to several podcast episodes that are excellent resources for future-focused TA thinking. You can get links to these episodes and a copy of my slides by going to mattalder.me/future. Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click HereTraditionally, hiring has been anchored around getting the right talent into the organization. However, in these highly disrupted times, is this still the right way of operating? In our fast-changing world of work, looking at the skills needed to do the work offers organizations the flexibility to expand internal and external pools and consider outsourcing, offshoring, gig work, process improvement, and AI-driven automation as alternative ways of getting work the done. So how does this work in practice and what are the implications for the future of recruiting?My guest this week is Bruce Morton, Head of Strategy for Allegis Global Solutions. Bruce is a deep thinker about technology and the future of work and has some valuable insights into how some of the organizations Allegis works with are thinking differently about talent. Allegis has also implemented a large-scale automation program in its own business, which Bruce believes will facilitate a much more human-centric approach to recruiting.In the interview, we discuss:Reversing dehumanization in recruitingThe evolving distribution of workStarting with the work rather than starting with the talentUsing AI to identify skills at scaleAssumed skills, self-reported skills, and certified skills.Outsourcing, offshoring, gig work and automationDeveloping automation strategiesAugmenting rather than replacing peopleProcess re-engineeringPartnering or buildingMatching based on anticipating candidate needsWhat does the future of work look likeFollow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click HereThe pandemic created a moment of realization and momentum about the importance of wellness at work and employers' role in this. Four years on from the the first Covid lockdowns, it has become apparent that an effective wellbeing strategy plays a vital part in talent acquisition and retention.So, how should employers consider their employees' wellbeing? What support can they offer, and how do the employer and employees benefit?My guest this week is Luke Bullen, VP of Wellhub in the UK. Wellhub connects employees to the best options for fitness, mindfulness, therapy, nutrition, and sleep. Luke has some fascinating and valuable insights on the latest thinking about wellness and its strategic importance to all employers.In the interview, we discuss:The continuing momentum around wellbeing and why it is a board-level issueThe relationship between wellbeing and workTalent Acquisition, Productivity, and RetentionThe significant ROI of corporate wellbeing investmentsAre employers harming their employees?Being a catalyst that reduces barriersThinking about wellbeing holisticallyWhat are the small steps every employer can takeWhat does the future look like?Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click HereA whole new generation is entering the workforce at a time when work is changing for everyone. Getting the right talent is hard enough, but there are also considerable challenges in retaining talent and providing the right skills development to deal with the current speed of change in business and technology.So, how can employers take a holistic approach to talent acquisition, talent management, and L&D that resonates with a Gen Z audience and engages the wider workforce?My guest this week is Dilek Çilingir, Global Assurance Talent Leader at EY. EY has intensely focused on changing outdated perceptions around auditing as a career to bring new talent into the business. This is part of an overarching talent strategy that also focuses on upskilling and retention.In the interview, we discuss:The talent market challenges facing the audit professionAn increasingly complex work environmentBusting stereotypes and marketing auditing as an attractive careerFlexibility and Well-BeingHow attitudes to work are changingJob hopping versus role hoppingThe importance of ongoing skills developmentOn-demand tech-driven learningHow AI is changing thingsWhat will the future look like from a talent perspective?Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click HereRound up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.Episodes mentioned in this Round Up:Ep 626: Taking A Strategic Approach To AIEp 627: The Future Global WorkforceEp 628: The EVP & Employer Brand LandscapeEp 629: A Personalized Candidate ExperienceEp 630: Assessment in Skills-Based OrganizationsFollow this podcast on Apple Podcasts.