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 & Assessment Ep 632: Attracting, Retaining, and Empowering Gen Z Talent Ep 633: The Strategic Importance Of Wellbeing Ep 634: Work Before Talent Ep 635: Transform Talent Acquisition Ep 636: Hiring & Retaining Innovators Ep 637: Reinventing The ATS For A New Era Ep 638: Reskilling For AI Follow 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 jobs Jobs eliminated, jobs changed, jobs created Building scenarios for the future The critical importance of data How should employers be responding What is the role of HR and TA? Evolving processes to meet new objectives Reskilling and upskilling How do employers encourage people to learn new skills? What will work be like in five years? 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 Here One key aspect of any journey to becoming a skills-based organization is having effective skills assessment strategies in place. This doesn't just apply to hiring and leadership development. Some of the most cutting-edge organizations are using assessment as part of the onboarding process to help understand the development needs of new employees. My guest this week is Simone Jacobi, Global Director of Talent Assessment at McKinsey. In our conversation, Simone talks about how McKinsey is gratifying assessments in its journey toward becoming a skills-based organization.  In the interview, we discuss: What do skills mean at McKinsey? How McKinsey's talent acquisition process is evolving Broadening talent sources The advantages of gamifying assessment Onboarding and "Day One Readiness" assessments to help people become productive as quickly as possible Using Gen AI to Personalize Assessments Building individual skills profiles and mapping up skills development Reducing bias and using "Fairness Observers" when making people decisions What are the most essential skills for the future? Follow this podcast on Apple Podcasts.

If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition. In episodes 551 and 552, I'm diving deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future.  My second guest in this mini-series is Max Armbruster, CEO at Talkpush. Max does extensive work around high-volume hiring in Latin America and Asia. Technology is driving innovation for different reasons in these markets than in the US and Europe, and Max has some deep insights into how hiring is developing and where things are heading. In the interview, we discuss: The hiring market beyond the US and Europe Automation to reduce recruiter numbers and broaden talent pools Emerging markets and future economic powerhouses Cost per hire How AI improves the quality of hire The impact of the accessibility and affordability of AI Communication channels and candidate experience Developing local toolkits Advice to employers hiring remotely in these markets What's the future for recruiters? Listen to this podcast on Apple Podcasts.

If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition. Over the next two episodes, I will dive deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future.  My first guest is Stephane Rivard, CEO and Co-Founder of Hiring Branch. Several Hiring Branch's customers have used technology to move away from human interviews completely. Stephane talks us through the results they are getting and the implications for the future of talent acquisition. In the interview, we discuss: Is recruiting automation gaining traction? Predicting job performance via scenario-driven assessment Previewing the work and showcasing skills Removing bias Will this approach spread beyond high volume? Hiring within 24 hours Selling the role and organization Improving the quality of hire Resources, efficiencies, budgets, legislation and regulation Recruiter career prospects and advice to TA leaders Listen to this podcast in Apple Podcasts.

Attitudes to work are more complex and varied than ever, making identifying trends and patterns harder. There are currently critical questions around retention and productivity that employers need to understand. So, how can we make sense of our ever more complex motivational drivers and attitudes to work? ADP have access to massive human capital management datasets, and by combining this data with qualitative research, the ADP Research Institute is helping to shine a light on complex questions about work. ADP Research Institute has recently launched a new quarterly workforce report called Today At Work, and my guest this week is Ben Hanowell, their Director of People Analytics Research. As well as looking at patterns in worker sentiment, the report has revealed a surprising inverse relationship between promotion and retention. In the interview, we discuss: Using data to make sense of the labor market The vital importance of retention The Employee Motivation and Commitment Index The impact of promotion on retention Implications for talent acquisition Why having a good bench is important Individual contributors vs. manager Why career development doesn't end with promotion Motivation and commitment are a state, not a trait. Listen to this podcast on Apple Podcast.

The way we describe work and jobs is mostly by long-standing assumptions that have been in place since the Industrial Revolution. The world is now a very different place, and the employers breaking free of our ingrained mindsets around jobs and recruiting are giving themselves considerable talent market advantage. My guest this week is one of my favourite thinkers around the reinvention of work. Dart Lindsley is Strategic Advisor for People Experience at Google. Dart believes that rather than being seen as resources or units of production, employees are actually customers of a product we call work. There are some vast implications for talent acquisition here, and this is a must-listen for anyone developing a strategic plan for the future. In the interview, we discuss: How we should be looking at work The legacies of the industrial age A multi-sided business Business architecture Employees as customers, not as units of production The implications for HR Bringing marketing thinking to HR Market research, product market fit and route to market Work as a subscription model A land and expand sales motion Job to be done theory How do recruitment marketing and employer branding need to evolve A different data model for describing work The implications of AI What does the future look like? Listen to this podcast on Apple Podcasts.

We've featured several employers on the show with recruiting strategies focusing on hiring people with criminal histories. All of these employers have spoken about the benefits for the people they hire, the benefits they get from reaching new talent pools, and the benefits for society as a whole.  Despite this growing list of case studies, several misconceptions about hiring people who have been involved with the criminal justice system are holding many employers back. My guest this week is Shawn Bushway, a professor at the University at Albany and a researcher at RAND Corporation. Shawn has built a body of research on the impact of criminal background checks on employment, and his work informed the current standards of the EEOC. He now helps employers revise their background check policies to better reflect the science about re-offending and become compliant with EEOC guidance. In the interview, we discuss: How background checks have evolved Ban the box How the tightness of the labor market dictates employers' attitudes Common misconceptions The myth around recidivism Overestimating the level of risk Why crime type is irrelevant Making factually informed decisions Avoiding false positives Age, time, and number The role of government in creating practical, useable incentives to hire people with criminal histories Listen to this podcast on Apple Podcasts

It has been an extraordinary year for technology. We can all broadly agree that the effect of generative AI will be transformational for talent acquisition, but how can we separate the hype from the reality to know where to focus in the short term and how to plan for a much-changed future? With so much noise and minimal signal in the discussion about AI, I thought the best way to get a grip on everything was to talk to a genuine AI thought leader. My guest this week is Jon Krohn, host of the SuperDataScience Podcast, Best Selling Author, and Chief Data Scientist at TA start-up Nebula. Jon was on the show back in 2019 and gave us a primer on AI that was so good people are still listening to now. This time, he is doing a deep dive into generative AI, giving us some history, explaining the current reality, and outlining the radical potential for the future. This conversation was eye-opening for me, and it is a compulsory listen for everyone working in Talent Acquisition. In the interview, we discuss: Developments in AI over the last three years Hype v Impact The development of the transformer architecture that facilitates ChatGPT Why the jump from ChatGPT 3.5 to ChatGPT 4 was incredibly significant Is artificial general intelligence possible in our lifetimes? Other notable examples of Large Language Models The immediate implications for Talent Acquisition How LLMs will supercharge vendor innovation The importance of TA Leaders embracing AI Are we heading towards a utopia or a dystopia? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly.

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. This Round Up episode also features a short interview with Clive Meyers, Director of Public Sector Strategy at Indeed, talking about some up coming events to support refugees across Europe Episode mentioned in this Round Up: Ep 537: Strategic Workforce Planning Ep 538: The Rise Of Short-Form Video Ep 539: Building TA Technology Strategies Ep 540: AI & Recruitment Marketing Ep 541: The Skills-Based Revolution Ep 542: Building A Global TA Strategy Ep 543: Hiring At Speed And Scale Ep 544: Transforming TA Teams Ep 545: Using AI Strategically Ep 546: Transforming Frontline Hiring Listen to this podcast in Apple Podcasts

Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the third of three podcast episodes where I will be sharing them. Talk about generative AI is everywhere, but most of the conversation is either inflating the hype or dealing with highly tactical short-term techniques and use cases. So, how can TA Leaders think about AI strategically to embrace current opportunities and plan effectively for the future? My next RecFest guest is Ben Handyside, Director of Talent Acquisition EMEA at Colliers International. Colliers have recognized that ChatGPT was already being used by many people within their organization and are harnessing the advantages to boat innovation and make TA a key strategic driver of value. In the interview, we discuss: Challenging barriers and boundaries to access new talent The forces driving change in TA TA as a strategic enabler Acknowledging AI utilization, understanding the risk, and establishing guidelines The risk of doing versus the risk of not doing Use cases and experimentation. Creating more time for human interactions Managing adoption Planning for the AI-driven future Understanding the problem you are trying to solve. Speed as a strategic lever Advice to TA Leaders What will the role of the recruiter be like in ten years? Listen to this podcast on Apple Podcasts.

Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the second of three podcast episodes where I will be sharing them. It's an unprecedented time of disruption in talent acquisition. Economics, demographics, and technology are driving seismic shifts in how companies think about hiring. With the pace of change continuing to increase, the most successful TA functions will be the ones that adapt the quickest. My second RecFest guests are Lindsey Stone, Group Head of Talent Attraction & Resourcing at Greene King, and Eric Houwen, Head of Talent Acquisition & Employer Branding at Deloitte in The Netherlands. Although they work for two very different types of business, there are a lot of interesting commonalities in Eric and Lindsey's approach to TA transformation. In the interview, we discuss: The forces driving change in TA Employability and Social Mobility Shifting workforces Evolving talent acquisition What skills does a TA team now need? Developing a consultative approach Positioning TA to drive value for the business The role of technology How do you take your people with you? What will the role of the recruiter be in 10 years? Listen to 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 Here Providing a quality candidate experience remains a significant challenge for many organizations. This challenge has been intensified in recent years by evolving candidate expectations, volatile talent markets, shrinking TA teams, and technology that has yet to be designed with the candidate in mind. However, are we on the cusp of an era when technology, rather than making the candidate experience worse, can actually help provide the high-quality, personalized candidate experience we have all been seeking? My guests this week are Luke Smith, Talent Acquisition & Experience Specialist at Toyota GB, and Euan Cameron, CEO at Willo. This discussion offers many great insights into what personalization is possible now and what will be possible in the future. In the interview, we discuss: Toyota's customer-centric approach to candidate experience Automating the process Busting myths about video interviewing Giving candidates control and flexibility Reducing bias in Recruitment Marketing Wellbing the interview process Sentiment analysis What does the future look like? Download Willo’s “Hiring Humans” eBook Follow this podcast on Apple Podcasts.

Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the first of three podcast episodes where I will be sharing them. Hiring for frontline retail positions has always been a challenge, but since the pandemic, it is a challenge that has increased exponentially. So how does an expanding retail group fill 30,000 roles a year at pace while ensuring a high-quality candidate experience that reflects the fact that their candidates are literally their customers? My first RecFest guest is Adam Reynolds, Head of Talent at Frasers Group. Frasers Group is a multi-brand international retail chain, and Adam and his team have used technology to transform their TA strategy to meet the needs of the business in a very tough talent market. In the interview, we discuss: Recruiting challenges Growing hiring exponentially Urgency, pace, and velocity Getting stakeholder buy-in Quality communication at scale Automation without being robotic Storytelling The fundamental role of technology Ratios and data Talent pooling silver medallists How will the role of the recruiter evolve in an AI-driven future? Listen to this podcast on Apple Podcasts.

Being a Global Head of TA in 2023 is highly challenging. Dealing with disrupted talent markets and global hiring nuances while building a consistent approach to candidate experience and stakeholder relations and keeping on top of emerging technology trends is complex, to say the least.  My guest this week is Chet Ritchie, VP of Global Talent Acquisition at Manulife. Chet is driving a TA strategy based on transparent relationship management and a core, common, and custom approach to the critical elements of recruiting and employer branding.  In the interview, we discuss: Demographic shifts and talent market dynamics The importance of hiring manager and stakeholder relations A personalized and engaging candidate experience Providing feedback throughout the process Structuring a global team Core, Common, and Custom The role of technology Showing humanity through the recruiting process Leveraging data for talent intelligence and process optimization What does the future of TA look like Listen to this podcast on Apple Podcasts.

The skills-based organization and skills-based hiring have been talked about for several years now. Despite this, many employers are yet to start a shift towards skills or are still at a very early stage of the process. So why is being skilled-based so important, and what are the implications for companies that haven't yet started a transition towards skills-based hiring and talent management? Is this another HR fad or a critical re-imagining of how we think about talent in a world of continued disruptive change? My guest this week is David Blake, CEO of Degreed, a skills-based learning and development technology platform. David is a passionate advocate for the advantages that skills-based organizations will have in our AI-driven future of work. In the interview, we discuss: Why is a skilled-based approach so important, and how does it translate into business success? Job titles are not the same as skills. Getting the best out of people Jailbreaking the college degree. Skills versus qualifications and experience Evolving the recruiting process to hire for skills Reskilling and upskilling Why the skills gap will continue to get bigger and bigger In demand skills Thinking differently about talent How will AI define the future of work? Listen to this podcast on Apple Podcasts.

A few short months ago, many commentators predicted that AI would be a revolutionary force in recruitment marketing that would drive automation, efficiency, and engagement. So how does the hype live up to the reality, and what have we learned about how AI and humans need to work together to create effective recruitment marketing? My guest this week is Kat Kibben, CEO and Founder of Three Ears Media. Kat is a recruitment marketing expert with a focus on job postings. They have some valuable insights and informed opinions on the relationship between recruiters, AI and recruitment marketing. In the interview, we discuss: How has recruitment marketing evolved since the pandemic What is holding AI back Why marketing and recruitment marketing are not the same jobs What happens when everyone has access to the same tools Telling the truth, being unique, and standing out Training recruiters to be consultative. Driving a faster hiring process What makes a great job posting Are mandatory requirements really mandatory? Employer branding as an accelerator Advice for TA leaders on the future of recruitment marketing Listen to this podcast on Apple Podcasts.

The amount of technology available to TA teams has exploded, and innovation is moving so rapidly that it is almost impossible to keep up. In a world driven by shiny objects syndrome taking a long-term strategic view when it comes to TA technologies is crucial. However, the challenges around this are considerable and are not just about the amount of choice. TA leaders need access to specialist skills to help them make the right decisions and, simultaneously, need to ensure their voice is heard within the business around tech procurement. My guest this week is Rob Cohen, TA Ecosystem Manager at Philip Morris International. Rob has the kind of role I can see becoming more common in TA Teams in the future. He is a genuine technology expert who sits outside the IT function and is responsible for all the technology that touches candidates and helps recruiters do their job. Rob has some fascinating insights on technology strategy, TA tech stacks, and the AI-driven future, making this an absolute must-listen interview. In the interview, we discuss: The importance of Talent Acquisition owning its own tech Skills and stakeholders Translating business needs into tech requirements. Being strategic with technology, not tactical Dealing knowledgeably with vendors Open AIs Using systems for what they are designed for Platforms versus point solutions The complexities of operating globally Is there such a thing as a perfect TA tech stack? The current and future role of AI Personalized recruiting automation The future role of the TA team Listen to this podcast on Apple Podcasts.

Over the last few years, TikTok has driven a revolution in short-form video content, racking up billions of views and forcing its competitors to adopt similar formats. Recent data, ironically released by Google, has also highlighted that a significant percentage of young people prefer to do their research on TikTok and Instagram instead of using Google.  However, while a few employers are doing a great job in this area, overall, there is still very little recruitment marketing or employer branding content on these platforms. So what do employers need to do to connect with the millions of people consuming short-form views effectively, and what part should this type of content play in recruitment marketing and employer branding strategies? My guest this week is Omar Khateeb, Founder and CEO at JobPixel. JobPixel is helping many employers to embrace short-form video content, and Omar has expert insights to share on what works and how to build effective workflows for this type of content. In the interview, we discuss: The current state of the market and the consequences of overhiring How employer branding is evolving to meet the current challenges The critical importance of creating authentic video content Showcasing the good, the bad and the ugly. The evolution of Day in the Life videos How does short-form video fit in strategically? Many people research companies after they have applied, not before What makes great content Having the right tooling and process to capture video The impact of AI on content creation What is the future of video for recruitment marketing and employer branding? Listen to this podcast on Apple Podcasts.

One of the key themes I've observed emerging over the last few years is the need for employers to think about talent holistically. To achieve this, progressive organizations are already breaking down the barriers between talent acquisition, talent management, and L&D. The central tenet is Strategic Workforce Planning (SWP). So what does effective SWP look like, how is AI changing thought processes, and what role does Talent Acquisition need to play? My guest this week is Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson. Sadhana has expert insights to share on the current state and future development of SWP, and this is a must-listen for TA leaders everywhere. In the interview, we discuss: What is SWP, and why is it so important? Unique strategic advantages Engaged workforces The 6 Bs that underpin SWP The impact of AI on jobs What role should Talent Acquisition play in SWP? Common roadblocks and challenges Best practices to measure success Establishing a learning mindset and a culture of change readiness What does the future of HR look like? Subscribe to this podcast in 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 534: AI & Executive Search Ep 535: Hiring Enablement Ep 536: AI -Benefits, Risks, and Potential Subscribe to this podcast in Apple Podcasts

I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. The final replay for July is a discussion about The Body Shop's open hiring program with Nykeba King, their Global Head of Inclusion and Belonging. Not only is this an important look at diversity and inclusion it also shows what happens when you challenge some of the established thinking organizations have about talent, assessment, and hiring. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance, and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts.

I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. One of the continuing themes on the show has been how many employers are starting to think differently about talent and potential. It's always good to get a perspective from outside the industry. This week's replay is my conversation with Mehdi Kordi, the Dutch national track cycling coach, on development, performance, and culture. In the interview, we discuss: • What makes a good coach • Managing riders, employees, and partners • Getting the best out of people • How do you spot talent? • The importance of resilience • The mental versus the physical • The role of technology • Running a world-class team with limited resources. • Collaboration and partnerships • Using culture to drive performance • Clarity and transparency • What does the future look like for track cycling? Listen to 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 Here It has been a highly volatile few years for talent markets and hiring. So, how is all the uncertainty and disruption shifting employers' thinking around EVP and Employer Branding? Is it still considered as important as before, and what might the future direction look like? My guests this week are Neil Harrison, an independent employer branding consultant, and Mike Heal, managing director at WDAD Communications. Neil recently collaborated with WDAD on qualitative research into the current EVP and Employer Brand landscape. The findings give some unique insights into the priority employers are giving to their employer brands and how things have changed since the pandemic. In the interview, we discuss: The background to the research project and how it was carried out How things have changed in the last three years DE&I as a focus for employer branding Key metrics to get senior stakeholder buy-in and future investment Is employer branding still considered important by organizations? How happy are employers with the current state of their EVP? Building agility and flexibility into the brand research process to ensure relevancy Changing employee attitudes to work The evolution of employee stories The importance of belonging Differentiation and competitive benchmarking What does the future look like? Follow this podcast on Apple Podcasts

AI has dominated the discussion for months now, and if recent conversations are anything to go by, this shows no sign of letting up. However, the initial hysteria is fading, and the hype is slowly turning into meaningful discussions about what the AI-driven future will look like. So what is the potential of AI in TA and HR, what are the current benefits, and perhaps most importantly, what are the risks? I was keen to get the perspectives of a Chief People Officer on all of this, so I'm delighted that my guest this week is Geri Morgan, Chief People Officer at Intellum. Gerri has some excellent advice to share and even got ChatGPT to actively participate in our conversation! In the interview, we discuss: What aspects of employer engagement will benefit from AI? Personalization The opportunities AI offers HR Tech for tasks - AI as our new co-worker What are the current use cases? Compliance, ethics, and legislation Keeping the momentum of innovation going Mitigating risk Building out AI-enabled processes What does the future look like for HR? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly.

 I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. With the debates about hybrid work continuing to rage and many companies forcibly ordering people to return to the office, this week's replay of my interview with author Julia Hobsbawm from last year takes the long-term perspective on the future work the debate badly needs.  In the interview, we discuss: • Reimagining and reframing how we work • The four phases of work since 1945 • How the pandemic has accelerated trends that were already there • The complexity of hybrid • The real challenges with developing the next phase of work • Undoing assumptions and old norms • The challenge for talent acquisition • Autonomy, flexibility, and networks • Thinking strategically to improve wellness and mental health. A full transcript will appear here shortly. Listen to this podcast on Apple Podcasts.

I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. This week's replay is my conversation from earlier in the year with Jess Jones, now Head of People at Coolr. I know it's a difficult and confusing time for many people with so much change going on, so this seems like the perfect moment to revisit this discussion on confidence and resilience. In the interview, we discuss: • Confidence in the workplace • Tackling imposter syndrome • “Owning it” • Empowering people to be more confident • The snakes and ladders of work in 2023 • The five-second rule • Does social media make things more complicated? • The myth of perfection and the importance of being vulnerable • Curiosity • Showing up and leading by example • AI & TA • Internal mobility • Using creators and influences to target specific pools of talent Listen to this podcast on Apple Podcasts.

Hiring has changed. Over the last three years, candidate expectations have evolved dramatically, and many hiring teams are not keeping pace with this disruptive rate of change. So what can employers do to ensure they properly engage with the talent they need, and how can technology support this process? My guest this week is Gavin Speirs, CEO of Solutions Driven. Solutions Driven have done a huge amount of research to ensure they have the right strategies to help their clients thrive in the current hiring market. In our conversation, Gavin discusses their Hiring Enablement methodology and shares valuable advice to help TA leaders with their recruitment agency relationships. In the interview, we discuss: The current state of the hiring market Changing candidate behaviour The three phases of candidate engagement Fit, Freedom, Fulfilment, Family, Fortune, and Future Educating hiring managers Hiring Insanity, Hiring Execution, and Hiring Inequality Are recruitment agencies evolving quickly enough? What questions should TA leaders be asking the agencies they work with? What is technology enabling? What will recruiting look like in the future? Listen to this podcast in Apple Podcasts.

The potential impact of AI on Talent Acquisition is 2023's biggest talking point, but what impact will these new technologies have on relationship-driven hiring at the top of organizations?  Will AI disrupt executive search or just provide a better toolset? At the same time, how are the next generation of leaders thinking about their careers as we move further into an AI-driven future? My guest this week is Bill Hogenauer, a Partner at JM Search. Bill specializes in placing C-Level Technology executives, and it was great to get his insights into the current state and likely future direction of Executive Search. In the interview, we discuss: The current market for tech talent How market conditions are fueling innovation How has Executive Search evolved since the pandemic? The importance of hyperspecialization Using technology to develop relationships Partnerships, not transactions The impact of AI Automating and streamlining How do you identify value creation and impact potential? How is the next generation of leaders approaching their careers What will the balance between humans and machines look like in recruiting Listen to 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. Episode mentioned in this Round Up: Ep 527: Culture As A Hiring Differentiator Ep 528: Social Mobility Via Talent Engagement Ep 529: Developing Digital Skills Ep 530: Workforce Resilience Ep 531: Kindness, Data & The Candidate Experience Ep 532: Data-Driven Talent Acquisition Ep 533: Engaging With Top Talent Subscribe to this podcast in Apple Podcasts

Despite months of layoffs and challenging economic news, engaging with top talent is still very hard. It's even harder if you are hiring for an employer with very little profile or brand awareness in your target talent markets. So what strategies are employers using to engage with top talent, and what lessons can large enterprises learn from small and agile start-ups when it comes to storytelling and the effective use of tech stacks? My guest this week is George Morriss, Head of Talent Acquisition at Lindus Health. George has vast experience in building hiring strategies for high-growth start-ups and has practical advice to share on how TA Leaders should respond to the disruption we see in the market. In the interview, we discuss: Market recalibration Why engaging with top talent is still so difficult Recruiting with no employer brand Consistency of storytelling The balance between resonance and hyperbole Transparency in the hiring process Candidate experience as a point of difference How to deal with an overwhelming choice of technology Building a tech stack with tools to solve specific challenges Interview training Minimizing the administrative burden on recruiters Lessons from start-ups How should TA leaders prepare themselves for the future? Listen to this podcast in Apple Podcasts.

Employers have never had so much data to inform, innovate and optimize their talent strategies. However, understanding and extracting value from this data is something many organizations are still struggling with. So how should employers be thinking about data, implementing data-driven talent strategies, and planning for a future of data-based decision-making? My guest this week is Grant Telfer, Business Development Director at Textkernel. Textkernel has long specialized in bringing machine learning, AI, and data-driven intelligence to talent acquisition, and Grant has some great advice, use cases, and future insights to share. In the interview, we discuss: The current state of talent markets Magnified skill shortages Extracting value from data What are the most important data sets employers have access to Skills taxonomies and internal mobility Upskilling and succession planning Data & APIs The dangers of not using data to its full potential The role of AI Example use cases and outcomes What does the future look like, and how should we plan for it This episode is supported by Textkernel: Textkernel is a global leader in AI-powered recruitment solutions, delivering multilingual parsing, semantic search and match, and labor market intelligence solutions to over 2,500 corporate and staffing organizations worldwide. Our innovative technologies help companies better connect people and jobs. See how you can connect people and jobs better, request a demo: https://hubs.ly/Q01VLGr40  Visit our website to learn more about our solutions: https://hubs.ly/Q01VLFnW0 Listen to this podcast in Apple Podcasts.

Many aspects of recruiting have changed significantly over the last two decades, with technology continuing to drive rapid leaps forward in innovation and efficiency. The candidate experience continues to be a conundrum, however, as it hasn't improved or developed at the same pace as other areas of talent acquisition. So why is this, and how can new and compelling business cases be made to drive a better candidate experience? My guest this week is Amy Oviedo, Founder and CEO of Recruiting Experiences. Recruiting Experiences provides fractional recruiting support to employers and training for talent acquisition professionals. Amy is a passionate advocate for the candidate experience and the importance of kindness in the recruiting process. In the interview, we discuss: Candidate experience as the backbone of effective recruiting  Recruiting fundamentals and the importance of focusing on process Automation and simplification AI and the future of candidate experience Kindness in the context of recruiting Building business cases The perfect mix between people and technology Why a high volume of applications isn't an excuse for a poor candidate experience What skills with talent acquisition professionals need in the future Follow this podcast on Apple Podcasts.

Despite the current economic issues, many businesses face a talent crisis. Skill shortages are part of the picture, but perhaps most worrying for business leaders are low levels of engagement and retention as expectations of the employment experience continue to evolve rapidly. So what can employers do to build workforce resilience and get the competitive talent advantage essential to drive long-term value? My guest this week is Tammy Browning, President at KellyOCG. KellyOCG has recently published a comprehensive piece of research looking at workforce resilience. In our conversation, Tammy shares the findings and talks us through the three strategic pillars that are helping employers to build a resilient workforce. In the interview, we discuss: The methodology behind the report Low levels of employee engagement and severe retention issues Have things gone backwards since the pandemic? A lack of action on DE&I Mental health, career pathways, and purpose Aligning talent acquisition, talent sustainability, and organizational resilience Do leaders understand the issues? The critical elements of workforce resilience  Purpose and capability The impact of AI What will the future look like? Subscribe to this podcast in 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 Here The distribution patterns of the global working-age population are starting to change dramatically. North America and Europe both have aging populations and by 2040, the African continent, with a projected population of 1.1 billion, will have the largest workforce globally. So how are African countries preparing, and what opportunities are there for employers to tap into this mega talent market? My guest this week is Hilda Kabushenga, CEO of The African Talent Company. The African Talent Company is a group of pan-African businesses working together to bridge the talent gap in Africa via career development and recruiting solutions. Hilda gives us a unique insight into the current African talent market and its incredible future potential. In the interview, we discuss: How will global workforce demographics change over the next few years? Reskilling for the future for jobs where there is demand for talent Making interventions around the right skills, democratic access to opportunities, and job creation. How does upskilling work at scale? Delivering courses on WhatsApp to deal with data availability issues Opportunities for global employers to access African talent The potential impact of AI What will things look like by 2050 Follow this podcast on Apple Podcasts.

The tech sector has been going through an unprecedented period of layoffs in the last few months. However, the demand for digital skills in the wider market will continue for years. So what strategies are employers putting in place to ensure they have the skills they need for their businesses in the future? My guest this week is Alexia Pedersen, VP of EMEA at O'Reilly Media. O'Reilly has been helping businesses develop digital skills for over 40 years, and Lex has insights and advice for employers looking to gain a competitive advantage through skills acquisition and development. In the interview, we discuss: The current state of the tech talent market Will digital skills shortages continue for the long term? The constant demand for new skills How employers are investing in their future Understanding the internal skills gap Reskilling and upskilling Creating a culture of learning that serves different learning styles Breaking down silos in HR to enable talent mobility Implications of generaive AI How will the most successful companies of the next ten years think about talent? Listen to this podcast in Apple Podcasts.

It's very encouraging that an increasing number of employers are committing to play their part in improving social mobility. It is becoming clear, though, that transactional and short term attempts at talent engagement do not yield the results needed for employers or the communities they seek to engage. So what can employers learn from nonprofits that achieve positive outcomes that do improve social mobility? My guest this week is Irene Shih, CEO of Minds Matter Bay Area. This education nonprofit connects driven and determined students from low-income families with the people, preparation, and possibilities to succeed in college. Minds Matter Bay Area has been incredibly successful with its mission, and Irene has some critical learnings to share that employers focusing on social mobility will find extremely valuable. In the interview, we discuss: What is college undermatching, and why is it important to solve it The importance of networks What are the most significant barriers to top college entrance for low-income students? Economic connectedness and cross-class friendships What are the interventions that lift people out of poverty? Positive outcomes Trust and relationships The importance of long-term talent engagement and why transactional approaches don't work. Advice to employers on improving social mobility Listen to this podcast on Apple Podcasts.

The employee/employer relationship is changing; employee engagement is at an all-time low, and countless research studies tell us that a significant proportion of the workforce is considering quitting their jobs. At the same time, despite the economic backdrop, many companies are struggling to get the talent they need due to significant skill shortages in some areas. So how can employers differentiate themselves and secure and retain the talent they need? A positive work culture has never been more critical and is a strong differentiator for employers focusing on building one. My guest this week is Lori Knowles, Chief Human Resources Officer at Memorial Hermann Health System. Memorial Hermann has had some spectacular hiring and retention outcomes in a highly challenging talent market by focusing on their culture. In our discussion, Lori talks us through the five levers they use to drive culture and the results they are getting. In the interview, we discuss: The current talent challenges in the healthcare sector How does workforce flexibility work in healthcare Being strategic with just-in-time staffing The changing employer/employee relationship Employee experience and the moments that matter Culture, community and mission The five levers that drive culture Results and impact on hiring and retention The role of technology and AI The vision for the future. Listen to this podcast in 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 518: Talking About The Future Ep 519: Recruiterless Recruiting Ep 520: Human Storytelling Ep 521: Rebuilding Employer Brands Ep 522: Neuroinclusion Ep 523: Overcoming Remote Challenges Ep 524: Keeping The Needle Moving On DE&I Ep 525: Using AI As A Co-Pilot Ep 526: Building The Business Case For TA Technology Listen to this podcast in Apple Podcasts

Effective technology is a critical pillar of any TA strategy, and with the current unprecedented pace of innovation, regularly reviewing the tech stack is essential to success. However, securing a budget for new technologies can be difficult with the challenging economic backdrop. So what can TA Leaders do to ensure they make a compelling case for investment? My guest this week is Jeff Lackey, Founder of JKL Advisors, Former VP of Talent Acquisition at CVS Health, and former Global Head of Resourcing at Rolls-Royce. Jeff has unmatched experience in developing TA Tech Stacks and has some invaluable advice to share on building successful business cases for investment. In the interview, we discuss: Framework for bringing in TA technology Understanding how TA creates value for the organization Finding budget within the broader organization Creating an agile space to experiment Aligning tech stacks Avoiding long technology implementations How do you get leadership buy in? Developing business cases Leveraging EVPs Mapping talent challenges to specific business objectives Advice for TA leaders on dealing with the current market Quality candidate experience How will TA evolve over the next few years? Listen to this podcast in Apple Podcasts.

The vast amount of hype, speculation, opinion, and hyperbole around generative AI can make it difficult to know how to start integrating it into the talent acquisition workflow. The long-term implications of AI for talent acquisition are profound, and it is essential for TA teams to get fully up to speed with current capabilities and use cases. So how can AI become talent acquisition's co-pilot, and where is the best place to start? My guest this week is Siadhal Magos, Co-Founder and CEO at Metaview. I'm getting tremendous insight into AI's potential by talking to super smart vendors who are baking generative AI into their product sets. Metaview is a perfect example of such a vendor. In our conversation, Siadhal shares his experiences on how AI can save vast amounts of time and resources in the interview process. In the interview, we discuss: Current market challenges How should employers react to the AI revolution? Turbocharging productivity The top-down drive for efficiency How will AI transform TA? Detection and pattern recognition Making sense of unstructured data in the hiring process How is the interview changing Building more transparency into the recruiting process The importance of specialist tools The future of AI Listen to this podcast on Apple Podcasts.

Many employers have been publically committing to making DE&I their most important focus for several years now. However, as the economy becomes more challenging and some companies roll back from flexible working, is the needle still moving on diversity, and is it still the business priority that we were promised it would be? My guest this week is Michael Barrington-Hibbert, CEO of Barrington-Hibbert Associates and Co-Founder of 10,000 black interns. Michael is an active influencer in driving better diversity and inclusion within the finance sector and instilling a belief in the importance of social mobility. He has essential advice on how employers can keep diversity front and centre by closely aligning DE&I strategies to critical business goals. In the interview, we discuss: Talent market challenges  Wage inflation and overhiring. How the pandemic diversified the workforce The relationship between flexibility and diversity Advice to employers on how not the lose the progress they have made as the market changes Diversity of thought and creativity Reducing bias in recruiting The role of technology  The importance of brave organizations Aligning DE&I with business strategies What will the future look like? Listen to this podcast in Apple Podcasts

Elon Musk, David Soloman, and Sam Altman are three CEOs who have recently publicly spoken out against remote and hybrid work. Problems with communication, productivity, skills transfer, and culture are some of the most common issues cited but does dragging people back to the office really make these things better? The advantages of hybrid and remote work are considerable, and there are undoubtedly other ways of addressing their challenges than ordering a mandatory return to the office. My guest this week is Jen Fong, VP of People at Customer.io. Customer.io is a fully remote business with employees in 30 countries, and Jen offers some great insights on embracing the advantages of remote while dealing with its challenges. In the interview, we discuss: Current talent market challenges Why remote work is so vital to Customer io Innovation and global talent pools Autonomy and trust Dealing with the challenges of remote work How do you build community and connection? The importance of tools Being intentional about meeting in person Creating opportunities for people to connect socially Building a people-first culture that aligns with company goals Ensuring you have the right skills for the future with strategic workforce planning Attracting diverse skillsets The impact of AI on skills development and recruiting Listen to this podcast on Apple Podcasts.

According to recent estimates, between 15 and 20 percent of the world's population is neurodivergent. Although our understanding of the brain has taken some massive leaps forward, a large proportion of neurodivergent people do not have a formal diagnosis. The advantages for employers with neuroinclusive cultures are significant. Not only do they open important pools of talent, but they are also recognising that everyone's brain is different. This can enable a substantial increase in collaboration, innovation and productivity. My guest this week is Ed Thompson, Founder and CEO of Uptimize and author of the new book "A Hidden Force: Unlocking the Potential of Neurodiversity at Work". Ed has a vast amount of knowledge and experience to share on how to increase neuroinclusion. In the interview, we discuss: Different brains Belonging, collaboration, and innovation Common misconceptions The dangers of ignoring neurodiversity Boulders in the road; building an inclusive recruiting process Culture change Challenging the norm The future for neuroinclusion Listen to this podcast on Apple Podcasts.

There is a strong argument that Employer Branding has never been more relevant or important. The last few months have seen many employers making layoffs as they respond to market conditions and some sense of normalization after the pandemic. It's fair to say that some employers and potentially whole industries have suffered severe reputational damage because of this. So how can companies rebuild their reputations as employers? This is not only important from a talent acquisition perspective; it is a vital part of retaining the talent they already have. My guest this week is Emily Firth, Founder and Partner at The Truth Works. Emily is an Employer Brand and Employee Engagement expert, and it was great to get her view on how employers can rebuild and manage their reputations in the current market landscape. In the interview, we discuss: The post-pandemic state of Employer Branding Lack of delineation between internal and external communications Transparency and control Moving away from a hyper-curated narrative Foundations and frameworks Rebuilding reputations Influencing and education leadership Generative AI and the future of employer branding Listen to this podcast in Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here It is becoming clear that company CEOs are taking AI very seriously, and it is starting to inform the strategic direction of many businesses. For example, 44% of CEOs responding to PwC's 2024 Annual Global CEOs survey believed that Gen AI will drive efficiency and boost profits in the next 12 months.  It is now critical that Talent Acquisition leaders take AI seriously and build strategies that closely align with their business's strategic direction. Unfortunately, in most cases, this isn't happening with the urgency that the situation requires. So, what are the barriers here? Do we fully understand the challenges, and what can TA leaders do to ensure they stay in step with the rest of their business? My guest this week is Paul Maxin. Paul is a highly experienced Global TA Leader who has worked at a diverse range of major public and private organizations. Paul firmly believes in the importance of approaching AI strategically with a sense of urgency and shares some pragmatic advice on how best to achieve this.  In the interview, we discuss: Why TA is out of step with the rest of the enterprise The challenges that stop TA from being strategic The importance of scenario planning Calls to action What questions should TA leaders be asking themselves? Data, measurement, and transparency Proving the strategic value of TA Auditing and the danger of AI being bias on steroids The continuing importance of the candidate experience An increasing risk of burnout What might the future hold? Follow this podcast on Apple Podcasts.

Storytelling is one of the things that makes humans human. In recruitment marketing and employer branding, stories persuade, create empathy and drive the emotional connections that make people take action. With the rise of automation and generative AI, human-based storytelling will likely be a critical differentiator between employers. So do we understand how to tell compelling stories, and are our strategies around storytelling sophisticated enough to deal with a future of more disruptive change? My guest this week is Lauryn Sargent, Co-Founder of Stories Incorporated and an expert in storytelling for recruitment marketing and employer branding. I caught up with Lauryn at the recent UNLEASH America conference to hear her thoughts on the future of storytelling and listen to the great advice she had to share. In the interview, we discuss: Does TA understand storytelling on a strategic level? What are the elements of a great story? Psychological safety Structuring the perfect story interview Making content work in different channels and formats The impact of generative AI The future of recruitment marketing Listen to this podcast in Apple Podcasts.

I recently hosted a webinar on the future of talent acquisition and asked the audience to consider this question. Will there ever be as many recruiters again as there were in August 2022? The arrival of universally available generative AI and a harsh economic climate has caused the perfect storm in our industry. But how much long-term disruption of talent acquisition and potential elimination of recruiting roles could there be? My guest this week is Allyn Bailey, a highly experienced talent acquisition leader who previously held a global role at Intel and is now Executive Director of Hiring Success at SmartRecruiters.  A couple of weeks ago, Allyn put out a challenge on LinkedIn that she was prepared to debate her belief that a major organization would move to recruiterless recruiting within the next 18 months. Because I consider her one of the most innovative thinkers in the industry, I took the opportunity at the recent UNLEASH America event to learn more about her hypnosis. I also got her thoughts on the future structure of talent acquisition teams and her advice around reskilling and retraining for those at risk of being displaced. In the interview, we discuss: Fungibility and flexibility of technology Can you build a future-proof tech stack? Is it possible to implement a relationship-based recruiting strategy in a world of management by transactional metrics? Can AI be more human than humans? Can technology now address every step in the TA process? Will we see recruiterless recruiting within 18 months? The nuances of the hypothesis The TA team of the future TA Ops, system and experience design Will candidates push back? Legislation and regulation Reskilling and retraining. Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly.

At the beginning of May, I attended UNLEASH America as a podcaster and panel host. It was UNLEASH's biggest event to date in the US, and the content and conversations were excellent. As you can imagine, the implications of Generative AI dominated the discussion. From talking to a range of practitioners, vendors, and thought leaders, it was clear that everyone agrees that Talent Acquisition will be changed quickly and forever by new technology.  However, it is not just technology that is driving change; aside from the obvious economic issues, many employers are rethinking their whole approach to talent, and this was reflected in several conversations I had about the blurring lines between talent acquisition and talent management. Next week I'll be publishing some long-form interviews I recorded at the event, but in the meantime, here is a series of short conversations that capture the essence of the discussion at the show.  Appearing in this episode: John Vlastelica, the CEO of Recruiting Toolbox Sarah White, the Founder of Aspect 43 Mervyn Dinnen, HR Analyst and my co-author on "Digital Talent." Crissy McConnell, Internal Recruiting Lead at Guild. Topics discussed include: Thinking holistically about talent Breaking down the silos between Talent Acquisition and Talent Management The impact of Generative AI The market for recruiting technology Legislation and legal confusion around AI Psychological Safety and ERGs The future of jobs and the end of everything Candidate and consumer attitudes to AI Regenerating talent to open opportunity Surfacing internal talent Total experience The future of talent acquisition Subscribe to this podcast in 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 510: Candidate Experience 2023 Ep 511: How To Be A Global Employer Of Choice Ep 512: Being More Agile Ep 513: Building Connection In A Hybrid World Ep 514: Build, Maintain & Leverage Your Network Ep 515: AI And The Future Of Talent Acquisition Ep 516: The Changing Workforce Ep 517: Aligning Benefits To Values Subscribe to this podcast in Apple Podcasts