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

One of the pandemic's legacies is the opening of genuinely global markets for talent. The trend of moving work to people, rather than people to work, is set to grow as effectively tapping into international talent pools can offer a huge competitive advantage for the employers that get it right. At the same time, though, recruiting globally can be daunting, with companies having to negotiate the previously unfamiliar cultural, financial, and legal complexities.My guest this week is Jonathan Romley, founder and CEO of Lundy. Jonathan shares his extensive experience in mapping out international hiring plans and highlights why he sees the globalization of talent as a huge strategic opportunity for talent acquisition.In the interview, we discuss:The shifting global workforce landscapeWhy global hiring is a strategic opportunity for Talent AcquisitionUnderstanding the business caseAssessing whether a role should be based in another countryStrategy roles versus execution rolesThe vital importance of researchThe disruptive force of AITrust and the candidate experienceWhat will TA look like in five years time?Follow this podcast on Apple Podcasts.Follow this podcast on Spotify.

Talent Acquisition appears to be facing the perfect storm. The volume of inbound applications is increasing at unprecedented levels; however, at the same time, budgets are being reduced, and TA teams are getting smaller. On top of that, hiring for specialist talent is getting harder with remote work, making talent markets truly global and increasing competition for the hardest-to-find skills.So, how can TA Leaders navigate these disruptive waters? AI is often positioned as a magic solution, but cutting through the cacophony of marketing noise it generates is a real challenge.My guest this week is Steve Bartel, Founder and CEO of Gem. Steve offers us insights and advice from the perspective of a vendor building solutions to the challenges TA teams face. As well as talking about the trends that matter and the long-term impact of AI, he also shares some valuable advice on properly assessing potential AI solutions and avoiding some of the common pitfalls currently out there.In the interview, we discuss:The challenges TA facesNoise versus signalWhat are the real game-changing trends?Single vendor versus point solutionsNavigating the Gen AI revolution as a vendorThe long term impact of AI on Talent AcquisitionThe AI hype cycleRanking and matchingDelivering an exceptional candidate experienceWhat should buyers be aware ofRecruiting NirvanaFollow 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 644: AI, Innovation & HR TechEp 645: Recruiting NirvanaEp 646: Skills IntelligenceEp 647: AttributesEp 648: Unstoppable TransformationEp 649: Building A Personalized Candidate ExperienceFollow this podcast on Apple Podcasts

This discussion features Mike Ohata, former chief learning officer at KPMG, Larry Durham, president of St. Charles Consulting Group, and Eric Dingler, former chief learning officer for Deloitte. They explore the shift to skills-based hiring and how it affects talent acquisition and development. Key topics include balancing personal and business growth, the crucial role of talent mobility, and the influence of AI on the workforce. They emphasize creating adaptable teams that prioritize employee experience while preparing for future skills demands.

Improving the candidate experience has been a perpetual goal in recruiting. Despite the best intentions, the improvement process's effectiveness still ebbs and flows with the changes in supply and demand in the labor market. However, are things finally about to change?Ever since the exponential acceleration in the development of AI, I've been excited about the possibility of technology delivering a genuinely personalized candidate experience at scale.So, what does this vision look like? Which elements are already possible, and what do TA leaders need to do to make it a reality?My guest this week is Don Tomlinson, CTO at Daxtra. In our conversation, Don gives us a refreshingly pragmatic view of the AI use cases that can combine to build a personalized candidate experience and highlights pitfalls and dangers to be aware of.In the interview, we discuss:Using AI to diversify talent poolsTaking out the background noisePersonalizing the candidate's experience in real-timeBespoke communication at scaleAutomatically tailoring the hiring process to individual circumstances.TransparencyThe dangers of losing the human touchEfficiencies, investment, and ROIBuild vs Buy, Core Vs ComplementaryAI self-auditing to improve strategy and processWhat will the future look like?Follow this podcast on Apple Podcasts.

In the last few weeks, many established software vendors have launched AI-augmented products, helping us move past the hype and get a much more hands-on view of what AI means for Talent Acquisition.There are still a massive amount of unknowns, but it is evident that AI is a chief catalyst in what is now an unstoppable transformation of TA and the broader talent function. AI and automation fundamentally alter the speed and scale at which TA can operate, constantly pushing the boundaries of what is possible.So, what does this mean for TA leaders and practitioners right now? How prepared are organizations for this level of transformation, and how can TA raise its game to drive more value for the organization?This week, my guests are Dr. Swathi Palasamudram, Enterprise Business Architect at Bosch, and Nazim Ünlü, Global People and Organization Lead at Novartis, in two interviews recorded at the Smartrecruiters Hiring Success event in Amsterdam in September. Swathi and Nazim shared insights that reveal why the transformation of talent acquisition is truly unstoppable—and how TA leaders can harness this momentum to not only keep pace but lead the way.In the interviews, we discuss:Fear, Adaptability, and the critical importance of strategic thinkingCurrent AI use cases.How AI can raise the value of TA to the businessRegional variations in AI adoptionRetaining the vital human element of TA and HRData literacyBuilding a personalized candidate experienceThe difference between Automation (efficiency through technology) and AI (insights and decision-making)Advice for TA LeadersFollow this podcast on Apple Podcasts.

Soft Skills, Hard Skills, Attributes, Traits, Competencies—these words sometimes get used interchangeably when we talk about assessment and team building. As the momentum around skills-based hiring increases, it is important to know what we really mean when we talk about skills generically and how exactly we are measuring someone's ability to do a particular role.My guest this week is Rich Diviney, founder of The Attributes. Rich is a former Commanding Officer in the US Navy SEALs, where he was responsible for assessing and selecting the elite of the elite for the famous SEAL Team Six.He now speaks and writes about the use of attributes in team building and hiring. We had a fantastic discussion about the difference between skills and attributes in the context of hiring and development. We also discuss my somewhat surprising results from taking Rich's attributes test. In the interview, we discuss:Identifying the elite of the elite for SEAL Team SixThe difference between attributes and skillsUnderstanding how people react in times of stress, challenge, and uncertaintyHow do you measure and assess attributes?Are soft skills and attributes the same thing?Can you develop attributes?The difference between perseverance, resilience, and tenacityWhat are companies getting wrong when it comes to skills and hiring?The "Dream Team Paradox"When AI takes over skills, attributes become even more critical.What does the future look like for hiring and managing talent?You can get 15% of The Attributes Assessment by using the code RECRUITING15Follow this podcast on Apple Podcasts.

Skills-based organizations and skills-based hiring have been some of the hottest topics of the year. While it is hard to find anyone who disagrees that this way of thinking about talent strategies has enormous benefits, there is still much debate about some of the practicalities around strategy and implementation.I spoke to two genuine HR thought leaders in my fourth and final set of interviews recorded at this year's HR Technology Conference. Heather Jerrehain, VP of Product Management - Employee Workflows at Service Now, and Mike Bollinger, Global VP of Strategic Initiative at Cornerstone on DemandBoth shared their thoughts and insights on the power of skills, the journey towards skills-based organizations, and their sense of what the future might look like.In the interviews, we discuss:The impact of AI on jobs, work, and skillsHow AI is revolutionizing skills analysis and intelligenceUsing data from the hiring process to get a fuller picture of a person's skillsThe power of skills-based mobilityAdvice on building skills-based strategiesHow to get startedThe importance of not overcomplicating the processWhat types of organizations are already successfully implementing skills-based strategiesSoft skills versus hard skillsSkills development and the value for employeesIntegrating technology into skills-based hiring and development.What will things look like in five years' time?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.comA 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.

Last week, I attended The HR Technology Conference in Las Vegas. The event was full of energy and optimism for the future as hundreds of vendors showcased new AI products and AI integrations. Everyone was playing up the new heights of efficiency and effectiveness AI can take us as an industry.However, there was much debate about the level of genuine innovation on offer and a sense that rather than thinking radically and reinventing what we do, we were just looking at faster ways of solving old problems that don't live up to AI''s potential to challenge the status quo.Here are three interviews I recorded at the show to help you make up your own minds about the levels of innovation we are currently seeing.First up is Allyn Bailey from SmartRecruiters who predicted the rise of recruiterless recruiting on the show last year. I was interested to see how far she thought we had come on that journey and what was going to happen next.The second interview was with Josh Sklüt, co-founder of MyStandard, who was undoubtedly the vendor trying to be the most disruptive, with a very different way of looking at the relationship between employers and potential employers.The final interview is a conversation with David Nason, founder and CEO of HireBrain, who seeks to better align hiring managers and recruiters and who were winners of the Pitchfest competition at the conference. Follow this podcast on Apple Podcasts.