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

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:ForesightEp 679: The Future of TA – Breaking Silos Ep 683: The AI Revolution Is About People, Not TechnologyInfluenceEp 680: How To Secure A Budget For TA TechnologyEp 682: What Can Talent Acquisition Learn From Network Science?Talent & SkillsEp 678: Assessing Durable Skills To Future Proof HiringEp 674: Seeing Skills Differently: Lessons from Elite SportsEp 675: Hiring Without Limits: Why Accessibility MattersEp 676: Why Behavioral Science Is The Future Of Talent AcquisitionTechnologyEp 677: Rethinking Recruiting For AIEp 681: Can AI Fix TA’s Biggest Problem?Thanks to Plum for their support of Round UpFollow this podcast on Apple PodcastsFollow this podcast on Spotify

AI isn't just a technology revolution—it's a people and talent revolution. AI could transform businesses at every level, but many HR and TA teams are still on the sidelines. The reality is that AI adoption, workforce transformation, and enterprise strategy aren't just IT or executive priorities—they're fundamentally people challenges. So, how are CPOs and CHROs currently thinking, and what should they do to shape the future? Keep listening to find out.AI is already reshaping how businesses operate, creating new opportunities and new risks. However, many HR & TA leaders are still treating AI as an operational tool rather than what it truly is: a strategic driver of workforce transformation. AI is redefining jobs, skills, and ways of working at an unprecedented pace, and organizations that fail to integrate HR into their AI strategy risk falling behind.At the same time, the talent market remains unpredictable, employee movement is slowing, and retention is more critical than ever. While some companies are racing to adapt, others are taking a wait-and-see approach. But as we've seen before, hesitation in times of change comes with consequences.HR and talent leaders have a rare opportunity to step up not just to improve hiring but also to influence enterprise-wide strategy. My guest this week is Laura Coccaro, Chief People Officer at iCIMS. With access to one of the world's most comprehensive hiring data sets, Laura has a unique perspective on the intersection of AI, talent, and business strategy. In our conversation, we discuss why HR must take ownership of AI's impact on the workforce, how businesses can future-proof their talent strategies, and what talent leaders need to do now to stay ahead of the curve.In the interview, we discuss:How CPOs are thinking about 2025Managing risk around talent availability, attrition, and retentionBalancing technology and humans to optimize the employee and candidate experienceHR's role in enterprise AI strategyWhy AI equals people transformationHow skills are shifting Thinking differently about how the work gets doneHow much will things change in the next 18 to 24 months?Follow this podcast on Apple Podcasts.Follow this podcast on Spotify.

What if everything we thought about how organizations function was wrong? For decades, businesses have been structured around hierarchies and rigid processes, assuming this was the best way to manage talent, collaboration, and leadership. But what if the real key to high performance and better talent acquisition lies not in org charts but in networks? The emerging disciple of Network Science has quietly been reshaping everything from social media to healthcare, so what happens when we apply it to how we work, lead, and hire?Organizations are complex systems, yet most companies are still managed using outdated, linear models. What if network science, a discipline that has revolutionized everything from the internet to disease control, could also transform the way we think about leadership, collaboration, and hiringSo, how do networks really shape the way organizations function, and could a deeper understanding of them change how we hire, engage, and retain talent?My guest this week is Jeffrey Beeson, a leadership strategist and expert in organizational networks. Jeffrey’s work focuses on how businesses can optimize collaboration, unlock hidden influencers, and rethink traditional hierarchies using the principles of network science. We discuss how understanding an organization’s internal networks can improve hiring decisions, enhance onboarding, and increase retention by fostering stronger workplace connections. In the interview, we discuss:What is network science, and how does it apply to business?How all complex systems are based on network patterns and lawsThree degrees of influenceHow emotions travel through networksThe best-connected individuals have the most influence.Identifying influencersRetention, onboarding, and talent managementThe application of network science to talent acquisitionApplying network solutions to network problemsThe future of workFollow this podcast on Apple Podcasts.Follow this podcast on Spotify.

Join Torin Ellis, an accomplished recruiter and DEIB strategist, as he dives into the intricate relationship between AI and bias in hiring. He discusses how traditional recruiting practices often reinforce systemic biases and emphasizes that, when used intentionally, AI can actually diversify candidate slates. Torin reveals intriguing findings from research with Plum, suggesting responsible AI use can level the playing field. He also addresses the risks involved and the necessity for human-centered approaches in integrating AI into talent acquisition.

According to Gartner 83% of HR technology buying decisions end in regret. In a world where talent acquisition is more complex and business-critical than ever, why are so many organizations making technology investments they later wish they hadn't? The challenge isn't just about picking the right tools; it's about proving its value, winning stakeholder buy-in, and ensuring it delivers tangible business outcomes.Buying talent acquisition technology has never been more challenging. Economic uncertainty, increasing stakeholder scrutiny, and the rapid pace of innovation mean that making the right decision—and proving its value—can feel like an uphill battle. With so much information available, how do TA leaders ensure they're making the best possible choice while also securing the budget and support they need?My guest this week is Matt Sharp, SVP of Go-To-Market and General Manager of EMEA at iCIMS. Matt shares expert insights into how organizations can navigate the complexities of building a compelling business case, engage vendors more strategically, and ultimately make technology decisions they won't regret.In the interview, we discuss:The difficulties and complexity of the current tech procurement landscapeThe increasing number of stakeholders involved in making a decisionMitigating risk through better researchInvolving vendors in the process in a strategic wayUnderstanding what different stakeholders care aboutDealing with mandated software that is not fit for purposeThe business case isn't the process. It is the output of the process.Value journeys and value engineeringWhat does the future look like?Follow this podcast on Apple Podcasts.Follow this podcast on Spotify

Talent acquisition is evolving faster than ever. With AI reshaping the hiring landscape, skill gaps widening across industries, and businesses facing constant disruption, the role of TA leaders is shifting significantly. It’s no longer just about hiring—it’s about breaking down silos, driving workforce transformation, and ensuring companies have the right talent to stay competitive.So, what does this mean for TA leaders? How can they move beyond being reactive and take on a more strategic role in shaping the future of work? And with the rise of fractional and interim TA leadership, is this the next big shift in how companies access talent expertise?My guest this week is Virginia Tirado, an experienced TA and talent leader who has seen firsthand how the function is evolving. In this episode, she shares her insights on the growing need for skills-based hiring, how TA leaders can build stronger partnerships across the business, and why embracing change is key to staying relevant in an uncertain future.In the interview, we discuss:From reactive to strategicData-driven decision makingHow does TA now fit into the talent function?Breaking down silosInfluencing business objectivesThe importance of partnering What skillset and outlook do leaders need right now?Fractional, interim, and consultingSkills-based hiringWhat does the future look like for TAFollow this podcast on Apple Podcasts.Follow this podcast on Spotify.

Caitlin MacGregor, CEO and co-founder of Plum, advocates for a transformative hiring process focused on durable skills like adaptability and problem-solving rather than outdated resumes. She discusses the perishability of hard skills and emphasizes the importance of innate talents and behavioral indicators in hiring. Caitlin shares insights on how organizations can leverage assessment data to enhance employee performance and retention. The conversation highlights strategies for job seekers to identify and promote their durable skills, preparing them for a rapidly changing job landscape.

Eleven years ago, I wrote a blog post with a title that asked the question, “Can you replace a recruiter with an algorithm?”. It provoked an instant reaction and a resounding no from everyone who read it. Fast forward to the present day, and technology has moved on exponentially, but the debate about technology replacing what have always been considered very human aspects of recruiting remains as emotionally charged as it has always been.The mental models and cultural norms around recruiting run deep, but are we having the right debate? Perhaps the real shift isn’t about AI replacing recruiters. It’s about how quickly recruiters can rethink their role and let go of outdated assumptions. There are several recruiting tasks that AI can already do much better than humans, and the scope is only going to increase.So what’s left for recruiters? How do we redefine the role of talent acquisition in an AI-driven world? And why is mindset the most critical factor in whether AI becomes a threat or an opportunity?My guest this week is Nikos Moraitakis, CEO of Workable. In our wide-ranging conversation, we discuss the advancing cognitive ability of AI and how it is changing the way we need to think about what it means to be a recruiter.In the interview, we discuss:The increasing cognitive ability of technologyRecruiting tasks that AI can already do better than humansHow AI can do things that are impossible for humansLessons from adjacent areas, such as financeThe importance of recruiters focusing on high-value tasksAgentic AI and Reasoning ModelsWhat will the ATS of the future be likeFollow this podcast on Apple Podcasts.Follow this podcast on Spotify.

Talent acquisition is fundamentally about people making decisions, but how often do we stop to consider why people make the decisions they do? Whether it’s a recruiter screening a resume, a hiring manager assessing a candidate or a successful applicant deciding whether to accept the role, behavioral science plays a role in every step of the process.Yet, despite its power, the psychology of hiring goes unnoticed, operating in the background rather than being used strategically. What if we could harness it to improve candidate experience, reduce bias, and make hiring more effective?My guest this week is Stephen Reilly, an experienced Global Talent Acquisition & Talent Transformation Specialist. In our conversation, he explains how behavioral science and psychology influence hiring, why recognizing these patterns is critical, and how TA leaders can apply these insights to transform their processes.In the interview, we discuss:Behavioral science and behavioral psychologyWhy behavioral science is so vital in TA right nowTransparency in the candidate experienceSmall interventions that make a massive differenceHow recruiters are already using behavior science but might not realize itApply science at scale to recruiting.Process optimization and evolutionAdvice to TA leaders on the first steps to takeFollow this podcast on Apple Podcasts.Follow this podcast on Spotify.

At a time when DE&I initiatives are facing increasing hostility, it's more important than ever to highlight the real value of inclusive hiring. Beyond being the right thing to do, inclusive hiring broadens talent pools, fosters innovation, and ensures that organizations tap into the full spectrum of people's skills and potential.But what does true accessibility in hiring look like, and how can companies create recruitment processes that are genuinely fair for everyone?  My guest this week is Ron Fish, Global Talent Acquisition Leader at Ivanti and a passionate advocate for disability inclusion in the workplace. Ron is at the forefront of championing accessibility not just to comply with regulations but to build environments where everyone can succeed.In the interview, we discuss:How a revelation about the corporate career site accelerated Ron's journey as an advocate for disability inclusion.Optimal work environments work for everyone.How accessibility has massively advanced inclusion and belonging at IvantiWhen bias outweighs common senseFocusing on skills and abilitiesTreating people as individuals rather than labelsAccommodations in the hiring process, how simple changes can make a huge differenceWhy individuals with disabilities might be reluctant to disclose their needs during the recruitment process, and what strategies can address these concernsShifting the perception of disability to make hiring more inclusiveFollow this podcast on Apple Podcasts.Follow this podcast on Spotify.