Ep 669: How L'Oréal Group is Using AI To Evolve Talent Acquisition

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

Follow this podcast on Apple Podcasts.

34:35

Marcia Clark, best known as the lead prosecutor in the O.J. Simpson trial, has become a trailblazer for women in law and beyond. Her journey from courtroom to bestselling author reflects her resilience and determination to redefine herself amidst intense public scrutiny. On this episode of Worth Knowing, Clark dives into her latest book, *Trial by Ambush*, which examines the 1953 Barbara Graham case—a story that highlights gender bias, media sensationalism, and the notion that all cases are subject to societal, cultural, and political winds. Clark shares how her experiences during the Simpson trial shaped her perspective on societal pressures and the role of women in high-stakes professions. Her reflections on how media, forensic science, and legal practices have evolved over decades offer valuable insights into the intersection of law and culture. This conversation is a compelling exploration of true crime, personal growth, and how Clark’s groundbreaking career continues to inspire a new generation of women to challenge norms and forge their own paths. Marcia Clark is a bestselling author and a criminal lawyer who began her career in law as a criminal defense attorney and went on to become a prosecutor in the L.A. District Attorney's Office in 1981. She spent ten years in the Special Trials Unit, where she handled a number of high-profile cases, including the prosecution of stalker/murderer Robert Bardo, whose conviction for the murder of actress Rebecca Schaeffer resulted in legislation that offered victims better protection from stalkers as well as increased punishment for the offenders. She was lead prosecutor for the O.J. Simpson murder trial. In May of 1997 her book on the Simpson case, "Without a Doubt," was published and reached #1 on the New York Times, Wall St. Journal, Washington Post, Los Angeles Times, and Publishers Weekly bestsellers lists. In February 2016, Clark re-released the book with a new foreword. Resources Sign up for the Worth Knowing LinkedIn Newsletter to stay up to date: https://www.linkedin.com/newsletters/worth-knowing-7236433935503618048/ Follow Bonnie on LinkedIn: https://www.linkedin.com/in/bonnie-habyan/ Go to the Worth Knowing website: https://www.worthknowing.show Check out The Agile Brand Guide website with articles, insights, and Martechipedia, the wiki for marketing technology: https://www.agilebrandguide.com The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company…

about a year ago 31:08

MP3•Episode home

With 1.5 million applications each year, L'Oréal Group's talent acquisition team faces challenges on a scale most organizations would never experience. Managing this volume while ensuring a high-quality candidate experience demands innovation, agility, and the right balance between humans and technology

AI plays a key role in L'Oréal Group's TA evolution, helping with screening and driving quality and efficiency via automation and standardization.

So, how do you use AI to transform talent acquisition without losing the vital human touch?

My guest this week is Michael Kienle, Global VP of Talent Acquisition at L'Oréal Group. In our conversation, Michael shares how his team is leveraging AI to improve the candidate experience and why he believes AI will help the TA teams of the future to radically increase the value they create for the business.

In the interview, we discuss:

The growing complexity of talent acquisition

L'Oreal Group's recruiting challenges

The critical importance of candidate experience

AI impacts the how but not the why or what

The balance between humans and machines

Standardizing skills

Brandstorm, L'Oreal's unique business game and its impact on recruiting

Increasing the value creation of TA

How much change will we see in the next 12 months?

Follow this podcast on Spotify.

769 episodes

#Human Resources #Business Disciplines #Futurology #Innovation #Mattalder #Mattalderpodcast #Mobilerecruiting #Recruiting #Recruitingfuture #Recruitngfuturepodcast #Socialrecruiting #MBA #Matt Alder #Business #Careers #Evergreen #HRTech

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

Ep 669: How L'Oréal Group is Using AI To Evolve Talent Acquisition

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

138 subscribers

published about a year ago

MP3•Episode home

AI plays a key role in L'Oréal Group's TA evolution, helping with screening and driving quality and efficiency via automation and standardization.

So, how do you use AI to transform talent acquisition without losing the vital human touch?

In the interview, we discuss:

The growing complexity of talent acquisition

L'Oreal Group's recruiting challenges

The critical importance of candidate experience

AI impacts the how but not the why or what

The balance between humans and machines

Standardizing skills

Brandstorm, L'Oreal's unique business game and its impact on recruiting

Increasing the value creation of TA

How much change will we see in the next 12 months?

Follow this podcast on Apple Podcasts.

Follow this podcast on Spotify.

769 episodes

All episodes

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

1
Take A Listen To The Alder Hour 59:57

2 days ago59:57

59:57

For the last five months, the excellent people at Purple Acorn have been broadcasting the Alder Hour live on LinkedIn on Monday afternoons. It's an hour-long show where I team up with my co-hosts Rhona Pierce from Perceptible Studios and Jocelyn King from Virgil HR to talk about TA and HR headlines we've spotted during the week, analyze real-life workplace dilemmas, debate what's trending and what's ending in recruiting and interview a different guest every week. I am dropping the audio podcast version of this week's show in the Recruiting Future feed so you can take a listen to what we've been doing. I'd love to know what you think and whether I should drop the show into this feed more regularly. This week, we covered the merging of technology and HR departments, AI bias, mental health at work, why the use of Resumes is way past its sell-by date, and RecFest founder Jamie Leonard dropped in to talk about the most significant issues for TA Leaders at the moment. You can catch the Alder Hour weekly on my LinkedIn profile, via The Purple Acorn LinkedIn page , or on their YouTube channel . Let me know whether I should drop more Alder Hour episodes into this feed in the future. Enjoy the show…

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

1
Ep 705: Defending The Integrity Of Recruiting 23:40

3 days ago23:40

23:40

Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. This episode is about talent and technology. Many employers are facing an increasing problem with candidates' use of AI. Along with dramatically increasing application numbers, AI tools are, in some cases, allowing potentially unsuitable candidates to jump to the front of the queue, endangering the integrity of the recruiting process. One potential answer to this challenge is to deploy science-based psychometric testing much earlier in the process than has traditionally been the case. So, how should assessment tools and technologies evolve to combine scientific robustness, candidate engagement, and resilience against AI manipulation My guest this week is Alan Bourne , Partner at Omatti and an expert in assessment innovation. Alan highlights the issues with legacy assessment tools and sets out a blueprint for transformation that embraces AI to enhance both the candidate experience and the predictive accuracy of the tools. We also discuss the role of assessment in the move to skills organisations. In the interview, we discuss: The real impact of candidates using AI Why resumes & interviews are the least effective and least fair way of assessment Defensive proctoring versus proactive innovation Using AI to develop immersive, simulation-based assessments Getting the right balance between science and engagement The progress of skills-based hiring The danger of just replacing experience-based CVs with experience-based skills What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…

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

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Ep 704: Transforming Recruiting With Conversations Not Clicks 24:00

9 days ago24:00

24:00

Recruiting Future helps Talent Acquisition teams drive measurable value by developing strategic capability in Foresight, Influence, Talent, and Technology. In this episode, we'll be focusing specifically on technology. The fundamental shift from complex software user interfaces to conversational recruiting technology is happening right now, with profound implications for how we think about the ATS. What are the implications for both recruiters and candidates when the recruiting system becomes an invisible part of the flow of communication? My guest this week is Michal Nowak , SVP of Engineering at SmartRecruiters . In our conversation, Michal shares his insights on how conversational interfaces can transform recruiting from an admin-heavy profession to one focused on meaningful human connections and strategic thinking. In the interview, we discuss: How AI has shifted development priorities Keeping up with the technology Working with TA professionals to spot use cases that don't exist yet How AI can help recruiters build connections faster Moving to chat-based interfaces Using adaptive UI to deal with complexity Ethics, transparency, and trust What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…

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

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Ep 703: Making Great Hires Stick 34:43

10 days ago34:43

34:43

Employee turnover continues to undermine talent acquisition efforts, with many organizations investing heavily in hiring only to watch new talent walk out the door feeling unappreciated. Even organizations with the most robust hiring processes continue to struggle with retention, costing millions in lost productivity and repeated recruitment efforts. So how can companies ensure their hard-won talent becomes long-term, engaged contributors in competitive talent landscapes? My guest this week is Brie Harvey , Head of Market Research and Community for Achievers. Achievers is helping organizations implement recognition strategies that transform employee experience and dramatically improve retention rates. Brie offers valuable perspectives on data-driven insights connecting recognition to business outcomes and how taking the right approach to appreciation can protect recruitment investments and drive performance across the entire employee lifecycle. In the interview, we discuss: • TA's lack of control over ultimate hiring outcomes • Praise versus recognition • When hygiene factors are missing, recognition will always fail to have an impact. • Low-cost, high-impact strategies • Impact of recognition on key business metrics • Building the business case for HR Tech • Identifying the performance outcomes that move technology investment from nice to have to must-have • AI-driven personalization • What does the future look like? Follow this podcast on Apple Podcasts Follow this podcast on Spotify.…

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

1
Ep 702: Solving Talent Scarcity 21:24

11 days ago21:24

21:24

Recruiting Future is the podcast that helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. Skills shortages in emerging technologies have reached critical levels, with companies all fishing in the same tiny talent pool for experienced professionals. But if these technologies are relatively new, why assume only experienced talent can work with them? In such fast-moving industries, how can companies develop their early career hiring strategies to ensure they get net new talent who can be productive immediately? My guest this week is Tan Moorthy , CEO of Revature . Revature is helping employers build pipelines of entry-level talent by giving high-potential hires the training and development they need to be effective from their first day. In our conversation, Tan gives us an insight into a structured approach to identifying, developing, and deploying new talent, which is transforming how organizations solve their tech talent shortages. In the interview, we discuss: Are employers looking at tech skill shortages through the wrong lens? The ABCD of in-demand skills (AI, big data, cloud, digital) AI Native entry-level talent Critical thinking and problem solving What employers get wrong about upskilling Cohorts, structure, and impact metrics Talent as a C-Suite priority The process to identify, develop, and deploy net new talent The role of technology and data Focusing humans on unique human skills What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…

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

1
Ep 701: Solving The Early Careers Crisis 20:44

12 days ago20:44

20:44

The early careers landscape is experiencing unprecedented disruption. While AI technology offers opportunities to transform how organizations operate, it eliminates many administrative tasks that once formed the foundation of entry-level positions. At the same time, employers are rigidly demanding years of experience and specific technical skills for roles labeled as "entry-level," leaving Gen Z unable to even begin their careers and risking their disconnection from the workforce altogether. So, how can talent acquisition professionals transform this crisis into an opportunity? My guest this week is Caitlin McGregor , CEO and co-founder of Plum . Caitlin shows how employers can leverage Gen Z as the first AI-native workforce who don't have to unlearn old ways of working - they can start with AI-powered approaches from day one without the burden of "how things used to be done." But accessing this advantage requires shifting focus toward durable skills like innovation, adaptation, and communication, not the hard, perishable skills most employers are currently looking for In the interview, we discuss: How AI is disrupting the foundation of early careers The issues with employers demanding three years of experience for entry-level roles The outdated lens we're using to evaluate Gen Z talent Why Gen Z can approach work from an AI-first perspective without legacy thinking How durable skills like innovation and adaptation predict long-term performance The importance of assessment tools that provide value to the candidate The success Scotiabank has had by eliminating the use of resumes in campus hiring What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…

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

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Ep 700: Are You Fit For The Future? 23:42

22 days ago23:42

23:42

Celebrating 10 years of Recruiting Future! Over the last 10 years, I’ve interviewed hundreds of TA Leaders as well as CEOs, thought leaders, and the people building the technology that drives the industry forward. Back in 2015, we thought the pace of change was super fast and that the level of disruption was off the scale with social and mobile technologies reshaping how we communicated. In some ways, we might think it was impossible back then to imagine the world we live in now, but many of the changes we see in TA today have been in the works for a long time. The speed of change in talent acquisition is governed by the tension between organizational inertia, which slows things down, and external events like the pandemic, which can cause things to move at lightning-fast speeds. The Generative AI revolution is most definitely in the latter category. We are on the cusp of the most significant changes to TA and recruiting we have ever seen. So, as a TA Leader, how do you manage that change and make sure you and your organization are fit for the future? Over the last few months, I’ve been using the power of AI to unlock the Recruiting Future archive and model the mindset and behaviours of the most successful TA leaders that I’ve interviewed. People who have changed how their organizations think about talent, who thrive on disruption as a catalyst for positive change, and who know how to use technology to enable their vision. These leaders all have four things in common. They use foresight to understand and shape the future, they build influence with the most senior stakeholders in their organisation, they think different to create innovative talent strategies and they use the impact of new technologies to accelerate change. Foresight, Influence, Talent and Technology = Fitt This episode features clips from interviews with two TA leaders, two CHROs, a Behavioural Scientist, and a Futurist talking about these four key areas and what you and your teams can do to be fit for the future. Featuring: Laszlo Bock , former CHRO at Google, on skills Lisa Montieth , Head of TA UK at HSBC on foresight Lyndsey Taylor , Global Head of HR Transformation at Brooks Automation, on influence Rory Sutherland , Vice Chair at Ogilivy UK, on talent Laura Coccaro , Chief People Officer at iCIMS on technology Kevin Wheeler , Future Of Talent Institute, on job displacement Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…

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

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Ep 699: AI, Regulation, and the Human Touch 27:10

29 days ago27:10

27:10

The entire recruiting landscape is undergoing a profound transformation as organizations grapple with the implications of AI and the economic disruption 2025 is bringing. Talent acquisition teams are drowning in applications while simultaneously being asked to do more with fewer resources. Candidates find themselves in increasingly dehumanized processes where ghosting is now the norm. At the same time, regulatory bodies are developing laws to ensure fairness and transparency around the use of AI in hiring. So, how can employers navigate this challenging terrain while creating fair, accessible, and effective hiring processes? My guest this week is Ruth Miller, a talent acquisition and HR consultant who works across the public and private sectors. Ruth is an advisor to the Better Hiring Institute, working with the UK Government on developing legislation around AI in recruiting. In our conversation, she shares her insights into how organizations can proactively develop strategies that balance innovation with compliance while enhancing rather than diminishing the human elements of hiring. - Different perceptions and reactions to AI among employers across sectors - The paradox of AI both introducing and potentially removing bias from hiring processes - Neurodivergent candidates and AI in job applications - Common misconceptions job seekers have about employers' AI usage. - Strategic advice for organizations implementing AI in recruitment - The future of recruitment and the evolving balance between AI and human interaction Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…

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

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Ep 698: From AI Anxiety to AI Advantage 29:50

30 days ago29:50

29:50

AI adoption is still slow in talent acquisition. Employers are experimenting with AI for tactical tasks while missing its transformative potential. This gap between tentative experimentation and strategic implementation stems from multiple challenges, including ethical concerns, a lack of training and awareness, overblown vendor claims, and anxiety about what AI means for job security. So, how can talent leaders shift from automation anxiety to augmentation advantage, transforming their teams from tactical processors to talent advisors? My guest this week is Matt Burney , Senior Strategic Advisor at Indeed. Matt has deep expertise in recruitment technology and workforce trends and explains how AI can elevate recruiters' roles rather than diminishing or eliminating them. In the interview, we discuss: The current state of AI in recruiting Why organizations remain trapped in tactical AI implementations Understanding the root causes of automation anxiety Asking better questions, not just getting faster answers Automation versus Augmentation Why efficiency needs to be about proving value, not replacing people The role of AI in skills-based thinking Why training, education, and greater awareness are vital What does the future of work look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…

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

1
Ep 697: The Behavioural Science Advantage 28:27

5 weeks ago28:27

28:27

Understanding human behavior in recruitment is far more complex than it appears on the surface. Employers often misinterpret what truly motivates candidates to accept positions. At the same time, recruiters and hiring managers remain unaware of how their own unconscious biases influence selection decisions. Traditional approaches built on assumptions rather than evidence leave organizations vulnerable to poor hiring outcomes and missed opportunities with ideal candidates. So, how can talent acquisition professionals leverage behavioral science to gain a meaningful advantage in understanding and influencing human behavior throughout the recruitment process? My guest this week is Dominic Ridley-Moy, founder of the Behavior Change Network , a genuine expert in applying behavioral science to real-world business challenges. Dominic brings specialized insight into how our brains make decisions and explains how behavioral science offers employers substantial advantages in creating recruitment processes that align with how people actually think and behave. In the interview, we discuss: How behavioral science is being applied in business Using counterintuitive solutions to problems Metal shortcuts, unconscious bias, and social stereotypes The problems with relying on "gut feel" The recruiting cheat code of uncovering a candidate's real motivations The vital importance of the first interaction in recruiting Example of behavioural science being used effectively in recruiting The danger of simple solutions What does the future look like at the intersection of behavioural science and technology Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…

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

1
Ep 696: Can AI Make Hiring More Human? 37:46

5 weeks ago37:46

37:46

The acceleration of AI in talent acquisition has sparked both excitement and concern across the industry. While many fear automation might make recruiting more mechanical and impersonal, what if the opposite were true? Traditional recruiting processes already force candidates and recruiters into transactional relationships - with endless applications, screening calls, and administrative tasks leaving little room for meaningful human connection. At the same time, increasing expectations for personalized experiences are putting pressure on talent teams who don't have enough hours in the day. So, can AI actually make hiring more human rather than less? My guest this week is Diana Tsai , Co-founder and CEO of Upwage , a company building AI interviewing agents that have been proven to reduce turnover by as much as 48%. Diana shares valuable insights from working with employers to deploy over 4,000 AI agents. We also discuss her recently published book "AI For Good", which maps out a positive vision for the future of recruiting where AI doesn't replace human connection but creates space for it to flourish. In the interview, we discuss: Why Diana wrote a book about the positive future of AI in recruiting How the role of recruiters is evolving with AI empowerment Where will the data come from to power advanced AI talent systems? How to ensure AI reduces bias rather than amplifying it The human-AI balance and what AI will never replace Key signals that indicate the transformation of recruiting is accelerating What will recruiting look like in 2035? Follow this podcast on Apple Podcast. Follow this podcast on Spotify.…

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

1
Ep 695: How To Thrive In The AI Revolution 37:03

6 weeks ago37:03

37:03

I firmly believe that AI is the most significant technological transformation of our lifetime. What will separate talent acquisition professionals who'll thrive in this new world from those who'll get left behind? The answer isn't about the technology itself, but our mindset towards it. Viewing AI as an opportunity rather than a threat might be your most important career decision this decade, determining whether you'll lead or follow as this revolution unfolds. So, how do we transform our mindset from panic and denial to opportunity and strategy in a way that positions us to thrive alongside AI? My guest this week is Ronsley Vaz , author of the brilliant book "Amplify AI." Ronsley's background as a software engineer and subsequent career in business and podcasting means that he brings a uniquely valuable perspective to this conversation, In our discussion, we talk about the psychological barriers that can prevent us from thinking about AI strategically. We explore how TA professionals can shift their mindset from fear to opportunity and build on their existing expertise to develop practical approaches to AI adoption that emphasize courage and strategic thinking. In the interview, we discuss: Why AI is the biggest and most significant technology shift in our lifetimes Moving from panic and denial toward opportunity and strategy How AI can augment and amplify your expertise Hype versus reality and is the pace of innovation sustainable? Assistant versus Agent The biggest mistake people make using LLMs Courage, Collaboration, and Connections How to understand and keep up to date with the AI revolution What does the future hold? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…

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

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Ep 694: Supercharging Talent Mobility With Science 25:46

6 weeks ago25:46

25:46

Internal talent mobility remains a significant challenge for organizations despite widespread recognition of its importance. While companies understand the value of deploying existing talent to meet changing business needs, they often lack the scientific approach needed to make this work at scale. Many organizations collect a lot of data on people during their hiring process but fail to use it throughout the employee lifecycle, creating artificial barriers between departments and limiting career movement when it's needed most. So, how can organizations apply scientific principles to talent mobility to create more dynamic internal labor markets that benefit everyone? My guest this week is Lucy Beaumont , Solutions Lead, Talent Management at SHL . In our conversation, Lucy shares valuable insights from her work applying scientific assessment methodologies to internal mobility challenges. In the interview, we discuss: How are we defining "skills-based hiring"? The difference between perishable skills, semi-durable skills, and durable skills The three main barriers preventing effective internal mobility Mapping skills across the organization in a scaleable way Scientific approaches to balancing build, buy and borrow talent strategies. Building workforce resilience through talent intelligence What does the future look like for talent mobility? Follow this podcast on Apple Podcasts Follow this podcast on Spotify.…

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

1
Ep 693: Are We Getting Happier At Work? 22:34

7 weeks ago22:34

22:34

Research consistently shows that happy employees are more engaged, more productive, and stay with their companies longer. While many organizations recognize this connection, they often lack the data and insights needed to make meaningful improvements in their workplace culture. With different generations having different expectations from work and regional variations in what contributes to happiness, reliable metrics are essential for making the right decisions. So, how can employers better understand workplace happiness and use this data to attract and retain talent? My guest this week is Matt Ward , Head of Recruitment Services at WorkL . For their latest research report, WorkL surveyed 400,000 employees in 26 industries across 100 countries on the key drivers of workplace happiness. The results give us some fantastic insights that can help make talent acquisition and retention strategies significantly more effective. In the interview, we discuss: The findings from WorkL's latest workplace happiness report The six key elements that contribute to workplace happiness Why workplace happiness is rising globally Variations across generations and genders What is driving flight risk? The continued importance of flexibility at work How can Talent Acquisition teams leverage happiness data for competitive talent advantage? What does the future look like? Follow this podcast on Apple Podcasts Follow this podcast on Spotify…

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

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Ep 692: Labour Markets In Transition 30:58

7 weeks ago30:58