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1 Richard (Kudo) Couto: The Hidden Horror Behind a Billion-Dollar Brand 42:18
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Liked“I used to be the largest dairy consumer on the planet. I used to eat so much dairy and meat. The more that I looked into the dairy industry, the more that I saw that it was the singular, most inhumane industry on the planet, that we've all been lied to, including myself, for years. I always believed that the picture on the milk carton, the cow standing next to her calf in the green field with the red barn in the back was true. It’s certainly the complete opposite.” – Richard (Kudo) Couto Richard (Kudo) Couto is the founder of Animal Recovery Mission (ARM), an organization solely dedicated to investigating extreme animal cruelty cases. ARM has led high-risk undercover operations that have resulted in the shutdown of illegal slaughterhouses, animal fighting rings, and horse meat trafficking networks. Recently, they released a damning investigation into two industrial dairy farms outside of Phoenix, Arizona supplying milk to Coca-Cola’s Fairlife brand. What they uncovered was systemic animal abuse, environmental violations, and a devastating betrayal of consumer trust. While Fairlife markets its products as being sourced "humanely," ARM’s footage tells a very different story—one of suffering, abuse, and corporate complicity. Despite the evidence, this story has been largely ignored by mainstream media—likely due to Coca-Cola’s massive influence and advertising dollars.…
Ep 687: Agile EVPs For Faster Employer Brand Impact
Manage episode 471797680 series 2972924
Content provided by Matt Alder. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Matt Alder or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://ppacc.player.fm/legal.
The traditional approach to developing employer value propositions can often be complex and time-consuming. While this in-depth methodology might work well for large, complex organizations, many employers invest months or even years in exhaustive research and complex frameworks only to often end up with EVPs that sound remarkably similar to their competitors. At the same time, there's growing pressure to activate employer brands quickly to address immediate talent needs, leaving organizations vulnerable to missed opportunities if they get caught in endless cycles of research and refinement.
So, how can companies develop distinctive EVPs that genuinely differentiate them while moving quickly enough to address urgent talent challenges?
My guest this week is Sam Monteath, founder of research and insights consultancy Reason Why, a research and insights consultancy. Sam shares valuable insights on how organizations can take a more agile approach to EVPs, avoiding the bloat and unnecessary complexity that often characterizes these projects.
In the interview, we discuss:
• [01:22] The key differences between employer brand, employer branding, and EVP
• [04:58] Why some EVP development processes have become unnecessarily complex
• [06:54] How organizations can balance speed with rigor in developing their EVPs
• [09:55] What is a minimum viable EVP?
• [12:28] Why so many EVPs sound similar, and how companies can genuinely differentiate themselves
• [15:38] How employer branding has evolved over the past decade
• [18:57] The role of AI and technology in transforming employer brand strategy
• [20:52] How AI is revolutionizing qualitative data analysis for EVP insights
• [22:21] The shift toward more dynamic, evolving EVPs connected to business objectives
• [23:53] What does the future of employer branding look like
763 episodes
Ep 687: Agile EVPs For Faster Employer Brand Impact
Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
ShareManage episode 471797680 series 2972924
Content provided by Matt Alder. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Matt Alder or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://ppacc.player.fm/legal.
The traditional approach to developing employer value propositions can often be complex and time-consuming. While this in-depth methodology might work well for large, complex organizations, many employers invest months or even years in exhaustive research and complex frameworks only to often end up with EVPs that sound remarkably similar to their competitors. At the same time, there's growing pressure to activate employer brands quickly to address immediate talent needs, leaving organizations vulnerable to missed opportunities if they get caught in endless cycles of research and refinement.
So, how can companies develop distinctive EVPs that genuinely differentiate them while moving quickly enough to address urgent talent challenges?
My guest this week is Sam Monteath, founder of research and insights consultancy Reason Why, a research and insights consultancy. Sam shares valuable insights on how organizations can take a more agile approach to EVPs, avoiding the bloat and unnecessary complexity that often characterizes these projects.
In the interview, we discuss:
• [01:22] The key differences between employer brand, employer branding, and EVP
• [04:58] Why some EVP development processes have become unnecessarily complex
• [06:54] How organizations can balance speed with rigor in developing their EVPs
• [09:55] What is a minimum viable EVP?
• [12:28] Why so many EVPs sound similar, and how companies can genuinely differentiate themselves
• [15:38] How employer branding has evolved over the past decade
• [18:57] The role of AI and technology in transforming employer brand strategy
• [20:52] How AI is revolutionizing qualitative data analysis for EVP insights
• [22:21] The shift toward more dynamic, evolving EVPs connected to business objectives
• [23:53] What does the future of employer branding look like
763 episodes
All episodes
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
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.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 699: AI, Regulation, and the Human Touch 27:10
27:10 Play Later Play Later Lists Like Liked27:10
Play Later Play Later Lists Like LikedThe 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.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
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.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
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.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
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.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
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.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 694: Supercharging Talent Mobility With Science 25:46
25:46 Play Later Play Later Lists Like Liked25:46
Play Later Play Later Lists Like LikedInternal 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.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
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…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
Understanding today's complex labor market requires accurate data rather than just following headlines or anecdotes. For businesses and talent professionals, having reliable insights into hiring trends, wage movements, and worker expectations is essential for making informed decisions in these uncertain times. My guest this week is Jack Kennedy , Senior Economist at Indeed; drawing from Indeed's real-time analysis of millions of job postings, CVs, and marketplace behaviors, Indeed Hiring Lab 's research provides a unique window into what's happening in the job market. We're focusing on the UK market in this conversation, but Jack does provide some broader global insights and highlights the many global commonalities when it comes to worker motivations, aging populations, and the impact of AI In the interview, we discuss: The state of the UK labour market in early 2025 How geopolitical issues are impacting hiring trends globally The surprising resilience of wages despite market cooling Primary motivators for job seekers in today's market The truth about remote and hybrid work trends versus media narratives How AI is already reshaping employment and creating new opportunities A growing focus on neurodiversity in job postings Preparing for demographic challenges and an aging workforce The Labour market outlook for the next 12-18 months Follow this podcast on Spotify Follow this podcast on Apple Podcasts.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 691: Are We Thinking Big Enough About AI? 29:36
29:36 Play Later Play Later Lists Like Liked29:36
Play Later Play Later Lists Like LikedThe pace of AI adoption is accelerating rapidly, yet most organizations aren't integrating it effectively into talent acquisition—and they certainly aren't thinking big enough about its implications. Many companies are simply automating existing processes rather than reimagining what recruitment could become in an AI-driven world. So, how can talent acquisition leaders think exponentially bigger about AI's potential, moving beyond incremental improvements to envision and create an entirely new paradigm for talent strategy? My guest this week is Richard Bradley , who has decades of experience in the RPO space and the wider staffing and TA ecosystem. Richard challenges us to think radically bigger about AI's impact, arguing that most organizations are severely underestimating the scale of transformation ahead. He explores how forward-thinking TA leaders must move beyond automating processes to reimagining the entire concept of recruitment. In the interview, we discuss: How does AI in 2025 compare to the Internet revolution of the late '90s Ask & Generate vs Search & Consume The risks of automating bad processes with AI rather than reimagining them How TA technology needs to evolve to be fit for purpose Durable soft skills The shift from traditional recruiters to talent strategists Why TA will evolve rather than disappear What the TA team of the future will look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Foresight Ep 690: How Can TA Make A Measurable Impact? Influence Ep 689: How TA Can Adopt A Change Mindset Ep 687: Agile EVPs For Faster Employer Brand Impact Ep 684: Are We Now Living In A Video First World? Talent & Skills Ep 685: Rethinking Skills In An AI-Powered Workplace Ep 686: Personalizing The Employee Experience Technology Ep 688: Is AI’s Impact On TA Underhyped? Follow this podcast on Apple Podcasts Follow this podcast on Spotify…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 690: How Can TA Make A Measurable Impact? 38:13
38:13 Play Later Play Later Lists Like Liked38:13
Play Later Play Later Lists Like LikedThere have never been as many forces driving change in Talent Acquisition as there are in 2025. Skills-based thinking, economic pressures, the rise of AI, and the resulting change in both C-Suite expectations and Job Seeker behavior, to name a few. Unsurprisingly, then, TA Teams are scrambling to demonstrate the impact they have on and the value they drive for their business. However, this is much easier said than done with the relentless increase in the pace of change. So, how can TA Leaders harness 2025's winds of change to demonstrate their teams' impact and the value they drive? Where better to get expert insights, shrewd commentary, and actionable advice than Transform? For those of you who are unaware of Transform, it is one of the best industry conferences out there, and I recently got back from Transform 2025. While there, I asked a range of people what they thought TA should be doing to make a measurable impact in 2025. Here are a selection of the answers. Get ready to hear from Daniel Chait - CEO at Greenhouse; Allyn Bailey - Senior Director of Brand Experiences and Communications at SmartRecruiters; Mike Stafiej - CEO at Erin; Jocelyn King - CEO of Virgill HR; John Baldino - President at Humareso and v- CEO at Elayne. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
The talent acquisition landscape is fundamentally transforming. AI and automation are eliminating repetitive tasks and creating space for recruiters to become true strategic partners. This shift demands that TA professionals evolve beyond transaction-focused activities to provide consultative guidance backed by data and their unique expertise. So, how can TA leaders successfully guide their teams through this transformation from transactional order takers to valued talent advisors? My guest this week is Mike Aronson , Global Head of Talent Acquisition Operations at Johnson Controls. With over 20 years of experience in talent acquisition evolution, Mike shares practical insights on leading transformational change and proactively planning for the future. In the interview, we discuss: The shifting power dynamic in TA The current impact of AI Elevating the skills of TA Teams to be more strategic Change mindset instead of change management How do Talent Advisors add value to the business? The critical importance of skills-based hiring How can TA Leaders drive transformation? Building a hyper-personalized recruiting experience What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
The conversation around AI in talent acquisition often focuses on incremental improvements and point solutions – better job descriptions, faster candidate matching, or automated interview scheduling. But this limited view dramatically underestimates the fundamental transformation that's already underway. While many are still debating whether AI is overhyped, there is growing evidence that it is actually significantly underhyped, with implications far beyond what most TA leaders are preparing for. So, how can TA move beyond tactical AI implementations to develop the strategic capabilities that will soon be essential? My guest this week is Jonathan Kestenbaum , Managing Director of Tech Strategy at AMS and a long-time trusted authority in work tech innovation. Jonathan cuts through the noise to explain why current industry discussions around AI are missing the bigger picture – a future where talent acquisition transforms into strategic orchestration and the way organizations attract and deploy talent is fundamentally reshaped . In the interview, we discuss: The unprecedented speed of change compared to previous tech cycles The current AI use cases that hint at a much more significant transformation ahead Why recruitment processes need a complete redesign, not just automation The split between humans and machines and the impact on jobs Skills based firing Moving from talent acquisition to talent orchestration What do TA Leaders need to do right now What does the TA Tech stack of the future look like Follow this podcast in Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 687: Agile EVPs For Faster Employer Brand Impact 26:09
26:09 Play Later Play Later Lists Like Liked26:09
Play Later Play Later Lists Like LikedThe traditional approach to developing employer value propositions can often be complex and time-consuming. While this in-depth methodology might work well for large, complex organizations, many employers invest months or even years in exhaustive research and complex frameworks only to often end up with EVPs that sound remarkably similar to their competitors. At the same time, there's growing pressure to activate employer brands quickly to address immediate talent needs, leaving organizations vulnerable to missed opportunities if they get caught in endless cycles of research and refinement. So, how can companies develop distinctive EVPs that genuinely differentiate them while moving quickly enough to address urgent talent challenges? My guest this week is Sam Monteath , founder of research and insights consultancy Reason Why, a research and insights consultancy. Sam shares valuable insights on how organizations can take a more agile approach to EVPs, avoiding the bloat and unnecessary complexity that often characterizes these projects. In the interview, we discuss: • [01:22] The key differences between employer brand, employer branding, and EVP • [04:58] Why some EVP development processes have become unnecessarily complex • [06:54] How organizations can balance speed with rigor in developing their EVPs • [09:55] What is a minimum viable EVP? • [12:28] Why so many EVPs sound similar, and how companies can genuinely differentiate themselves • [15:38] How employer branding has evolved over the past decade • [18:57] The role of AI and technology in transforming employer brand strategy • [20:52] How AI is revolutionizing qualitative data analysis for EVP insights • [22:21] The shift toward more dynamic, evolving EVPs connected to business objectives • [23:53] What does the future of employer branding look like Follow this podcast on Apple Podcasts Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 686: Personalizing The Employee Experience 28:30
28:30 Play Later Play Later Lists Like Liked28:30
Play Later Play Later Lists Like LikedTechnology-driven mass personalization has completely transformed how we engage with brands as consumers. However, while companies have raced to deliver tailored products and services to their customers, the employee experience has lagged behind, with most organizations still operating standardized processes that treat all employees the same. At the same time, technological, social, and generational shifts have dramatically raised expectations for personalized workplace experiences, leaving organizations vulnerable to disengagement and talent loss if they continue with outdated, uniform approaches. So, how can employers deliver the hyper-personalized employee experiences that today's workforce increasingly demands? My Guest this week, Ayaskant Sarangi , CHRO at Mphasis Limited , an IT services company headquartered in Bangalore with operations across 50 countries and over 30,000 employees. Ayaskant shares valuable insights on how personalization can work at scale across the employee lifecycle and the vital importance of skills-based thinking in achieving this In the interview, we discuss: • [02:03] Why personalization has become the fundamental employee expectation in today's workplace • [04:43] How HR can shape organizational culture to support individualized employee journeys • [09:54] Leveraging technology to create hyper-personalized experiences throughout the employee lifecycle • [13:17] Creating a horizontal tech layer that delivers consistent personalization across traditional HR silos • [15:19] Moving from standardized role-based frameworks to personalized skills-based approaches • [20:50] What the future is going to look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 685: Rethinking Skills In An AI-Powered Workplace 25:13
25:13 Play Later Play Later Lists Like Liked25:13
Play Later Play Later Lists Like LikedAI is starting to drive a profound shift in the workplace. The skills we've prioritized for decades are becoming automated, with uniquely human capabilities beginning to emerge as the true differentiators. So, are your hiring and development strategies still focused on what machines can already do, or are you investing in the skills that AI can't replicate? The rapid evolution of AI is starting to reshape the skills landscape, but it is already becoming clear that many employers will struggle to adapt. While hard skills have traditionally dominated hiring and development strategies, it's becoming increasingly clear that soft skills like communication, critical thinking, empathy, and adaptability are the true differentiators in an AI-dominated workplace. However, most organizations don't know how to properly define, measure, or develop these soft skills, leaving them vulnerable to skills shortages in the human capabilities that will drive their future success. So, how can companies identify and nurture the skills that AI can't replicate? My guest this week is Dan Haywood , Chief Customer Officer at Go1 , one of the world's leading learning content aggregators. Dan shares valuable insights on how the skills landscape is evolving and why soft skills are becoming increasingly critical as AI handles more technical and repetitive tasks. In the interview, we discuss: • [01:56] How the demand for skills is evolving in an AI world • [03:04] Why education systems aren't adequately preparing people for modern work • [08:11] The four key soft skills groups employers need to focus on • [11:51] The challenges of defining, measuring, and developing soft skills and how to overcome them • [14:30] How employers can embed soft skills into their learning culture • [14:30] The importance of executive modeling in skills development • [16:55] Connecting soft skills development to measurable business outcomes • [17:02] What the future skills landscape will look like as AI continues to advance Follow this episode on Apple Podcasts. Follow this episode on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 684: Are We Now Living In A Video First World? 31:29
31:29 Play Later Play Later Lists Like Liked31:29
Play Later Play Later Lists Like LikedEp 684: Are We Now Living In A Video First World? Using video is no longer optional in talent attraction. Candidates now expect to engage with short-form, authentic video content, and LinkedIn is now prioritizing vertical video to play catch up with TikTok, Facebook, and Instagram. Candidates are no longer just reading job descriptions—they're engaging with video storytelling that shapes their perception of potential employers. Does this mean we're officially in a video-first world, and if it does, how should recruitment marketing and employer branding adapt to stay ahead? My guest this week is Rhona Pierce , founder and lead creative director of Perceptible Studios . Rhona specializes in helping talent acquisition teams use video effectively without getting lost in time-consuming production. In our conversation, she shares why short-form, unscripted content performs so well, how companies can encourage employees to be part of the content creation process, and how good is "good enough" for video production. In the interview, we discuss: The most important video trends What type of content are employers finding most successful? Telling employee stories authentically The changing tone of business videos Production and outsourcing Nuance and expertise The role of AI What does the future look like Follow this podcast on Apple Podcasts Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Foresight Ep 679: The Future of TA – Breaking Silos Ep 683: The AI Revolution Is About People, Not Technology Influence Ep 680: How To Secure A Budget For TA Technology Ep 682: What Can Talent Acquisition Learn From Network Science? Talent & Skills Ep 678: Assessing Durable Skills To Future Proof Hiring Ep 674: Seeing Skills Differently: Lessons from Elite Sports Ep 675: Hiring Without Limits: Why Accessibility Matters Ep 676: Why Behavioral Science Is The Future Of Talent Acquisition Technology Ep 677: Rethinking Recruiting For AI Ep 681: Can AI Fix TA’s Biggest Problem? Thanks to Plum for their support of Round Up Follow this podcast on Apple Podcasts Follow this podcast on Spotify…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 683: The AI Revolution Is About People, Not Technology 20:10
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Play Later Play Later Lists Like LikedAI isn't just a technology revolution—it's a people and talent revolution. AI could transform businesses at every level, but many HR and TA teams are still on the sidelines. The reality is that AI adoption, workforce transformation, and enterprise strategy aren't just IT or executive priorities—they're fundamentally people challenges. So, how are CPOs and CHROs currently thinking, and what should they do to shape the future? Keep listening to find out. AI is already reshaping how businesses operate, creating new opportunities and new risks. However, many HR & TA leaders are still treating AI as an operational tool rather than what it truly is: a strategic driver of workforce transformation. AI is redefining jobs, skills, and ways of working at an unprecedented pace, and organizations that fail to integrate HR into their AI strategy risk falling behind. At the same time, the talent market remains unpredictable, employee movement is slowing, and retention is more critical than ever. While some companies are racing to adapt, others are taking a wait-and-see approach. But as we've seen before, hesitation in times of change comes with consequences. HR and talent leaders have a rare opportunity to step up not just to improve hiring but also to influence enterprise-wide strategy. My guest this week is Laura Coccaro , Chief People Officer at iCIMS . With access to one of the world's most comprehensive hiring data sets, Laura has a unique perspective on the intersection of AI, talent, and business strategy. In our conversation, we discuss why HR must take ownership of AI's impact on the workforce, how businesses can future-proof their talent strategies, and what talent leaders need to do now to stay ahead of the curve. In the interview, we discuss: How CPOs are thinking about 2025 Managing risk around talent availability, attrition, and retention Balancing technology and humans to optimize the employee and candidate experience HR's role in enterprise AI strategy Why AI equals people transformation How skills are shifting Thinking differently about how the work gets done How much will things change in the next 18 to 24 months? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 682: What Can Talent Acquisition Learn From Network Science? 29:05
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Play Later Play Later Lists Like LikedWhat if everything we thought about how organizations function was wrong? For decades, businesses have been structured around hierarchies and rigid processes, assuming this was the best way to manage talent, collaboration, and leadership. But what if the real key to high performance and better talent acquisition lies not in org charts but in networks? The emerging disciple of Network Science has quietly been reshaping everything from social media to healthcare, so what happens when we apply it to how we work, lead, and hire? Organizations are complex systems, yet most companies are still managed using outdated, linear models. What if network science, a discipline that has revolutionized everything from the internet to disease control, could also transform the way we think about leadership, collaboration, and hiring So, how do networks really shape the way organizations function, and could a deeper understanding of them change how we hire, engage, and retain talent? My guest this week is Jeffrey Beeson , a leadership strategist and expert in organizational networks. Jeffrey’s work focuses on how businesses can optimize collaboration, unlock hidden influencers, and rethink traditional hierarchies using the principles of network science. We discuss how understanding an organization’s internal networks can improve hiring decisions, enhance onboarding, and increase retention by fostering stronger workplace connections. In the interview, we discuss: What is network science, and how does it apply to business? How all complex systems are based on network patterns and laws Three degrees of influence How emotions travel through networks The best-connected individuals have the most influence. Identifying influencers Retention, onboarding, and talent management The application of network science to talent acquisition Applying network solutions to network problems The future of work Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
People are worried about the use of AI in recruiting. Headlines warn us that artificial intelligence might amplify biases and automate unfairness. Regulators are scrambling to introduce legislation, and talent acquisition leaders are cautious about adopting these new tools. But is this fear causing us to miss the bigger picture? When implemented intentionally and responsibly, could AI become one of the most powerful tools we've ever had for reducing systemic bias and creating fairer hiring practices? Keep listening to find out. Recruiting processes often prioritize speed and familiarity over fairness and inclusion and, in so doing, reinforce existing biases. With AI becoming increasingly integrated into hiring, many worry that this technology will amplify bias even more. However, some recently published research suggests this assumption doesn't tell the whole story. My guest this week is Torin Ellis , an experienced recruiter, DEIB strategist, and high-profile advocate for fair and inclusive hiring. Torin recently published research in collaboration with Plum, specifically highlighting how organizations that use AI in an intentional way are seeing significant improvements in diversifying their candidate slates and expanding their talent pools. He believes that AI can create a more level playing field for all candidates if it's properly deployed. Torin also emphasizes that the risks of AI-driven biases are real, and recruiters need to approach AI thoughtfully and responsibly. In the interview, we discuss: What makes recruiting systemically biased Democratizing access to opportunity How AI is diversifying slates of talent The dangers of relying on resumes Using AI intentionally to reduce bias Upskilling, reskilling, and driving toward equal compensation What are the dangers of AI? How are employers responding to the attacks on DE&I? What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 680: How To Secure A Budget For TA Technology 37:42
37:42 Play Later Play Later Lists Like Liked37:42
Play Later Play Later Lists Like LikedAccording to Gartner 83% of HR technology buying decisions end in regret. In a world where talent acquisition is more complex and business-critical than ever, why are so many organizations making technology investments they later wish they hadn't? The challenge isn't just about picking the right tools; it's about proving its value, winning stakeholder buy-in, and ensuring it delivers tangible business outcomes. Buying talent acquisition technology has never been more challenging. Economic uncertainty, increasing stakeholder scrutiny, and the rapid pace of innovation mean that making the right decision—and proving its value—can feel like an uphill battle. With so much information available, how do TA leaders ensure they're making the best possible choice while also securing the budget and support they need? My guest this week is Matt Sharp , SVP of Go-To-Market and General Manager of EMEA at iCIMS . Matt shares expert insights into how organizations can navigate the complexities of building a compelling business case, engage vendors more strategically, and ultimately make technology decisions they won't regret. In the interview, we discuss: The difficulties and complexity of the current tech procurement landscape The increasing number of stakeholders involved in making a decision Mitigating risk through better research Involving vendors in the process in a strategic way Understanding what different stakeholders care about Dealing with mandated software that is not fit for purpose The business case isn't the process. It is the output of the process. Value journeys and value engineering What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 679: The Future of TA - Breaking Silos and Embracing Change 25:52
25:52 Play Later Play Later Lists Like Liked25:52
Play Later Play Later Lists Like LikedTalent acquisition is evolving faster than ever. With AI reshaping the hiring landscape, skill gaps widening across industries, and businesses facing constant disruption, the role of TA leaders is shifting significantly. It’s no longer just about hiring—it’s about breaking down silos, driving workforce transformation, and ensuring companies have the right talent to stay competitive. So, what does this mean for TA leaders? How can they move beyond being reactive and take on a more strategic role in shaping the future of work? And with the rise of fractional and interim TA leadership, is this the next big shift in how companies access talent expertise? My guest this week is Virginia Tirado , an experienced TA and talent leader who has seen firsthand how the function is evolving. In this episode, she shares her insights on the growing need for skills-based hiring, how TA leaders can build stronger partnerships across the business, and why embracing change is key to staying relevant in an uncertain future. In the interview, we discuss: From reactive to strategic Data-driven decision making How does TA now fit into the talent function? Breaking down silos Influencing business objectives The importance of partnering What skillset and outlook do leaders need right now? Fractional, interim, and consulting Skills-based hiring What does the future look like for TA Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 678: Assessing Durable Skills To Future Proof Hiring 28:57
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Play Later Play Later Lists Like LikedFor as long as we can all remember, hiring has been built around resumes detailing previous experience, qualifications, job titles, and technical skills. But in a world where jobs are changing faster than ever, the skills that seem essential today can quickly become obsolete tomorrow. Hard skills are perishable, but durable skills like adaptability, problem-solving, and teamwork are now the real predictors of long-term success. So, how can companies move beyond outdated hiring practices and focus on what really matters? And what does this shift towards durable skills mean for hiring managers and job seekers looking to future-proof their careers? My guest this week is Caitlin MacGregor , CEO and co-founder of Plum . Caitlin is a massive advocate for hiring based on durable skills and the science behind this. She shares why resumes are no longer enough and why focusing on durable skills could be the key to long-term success for employers and employees. In the interview, we discuss: What are durable skills? Why do they ensure while hard skills are perishable? The science behind this Innate talent, drivers, and drainers Using accurate assessment data rather than inaccurate resume data How to elevate durable skills in the hiring process How to identify key behavioural indicators at a time when jobs are changing so quickly How should individual think about their durable skills? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
Eleven years ago, I wrote a blog post with a title that asked the question, “Can you replace a recruiter with an algorithm?”. It provoked an instant reaction and a resounding no from everyone who read it. Fast forward to the present day, and technology has moved on exponentially, but the debate about technology replacing what have always been considered very human aspects of recruiting remains as emotionally charged as it has always been. The mental models and cultural norms around recruiting run deep, but are we having the right debate? Perhaps the real shift isn’t about AI replacing recruiters. It’s about how quickly recruiters can rethink their role and let go of outdated assumptions. There are several recruiting tasks that AI can already do much better than humans, and the scope is only going to increase. So what’s left for recruiters? How do we redefine the role of talent acquisition in an AI-driven world? And why is mindset the most critical factor in whether AI becomes a threat or an opportunity? My guest this week is Nikos Moraitakis , CEO of Workable . In our wide-ranging conversation, we discuss the advancing cognitive ability of AI and how it is changing the way we need to think about what it means to be a recruiter. In the interview, we discuss: The increasing cognitive ability of technology Recruiting tasks that AI can already do better than humans How AI can do things that are impossible for humans Lessons from adjacent areas, such as finance The importance of recruiters focusing on high-value tasks Agentic AI and Reasoning Models What will the ATS of the future be like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 676: Why Behavioral Science Is The Future Of Talent Acquisition 37:08
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Play Later Play Later Lists Like LikedTalent acquisition is fundamentally about people making decisions, but how often do we stop to consider why people make the decisions they do? Whether it’s a recruiter screening a resume, a hiring manager assessing a candidate or a successful applicant deciding whether to accept the role, behavioral science plays a role in every step of the process. Yet, despite its power, the psychology of hiring goes unnoticed, operating in the background rather than being used strategically. What if we could harness it to improve candidate experience, reduce bias, and make hiring more effective? My guest this week is Stephen Reilly, an experienced Global Talent Acquisition & Talent Transformation Specialist. In our conversation, he explains how behavioral science and psychology influence hiring, why recognizing these patterns is critical, and how TA leaders can apply these insights to transform their processes. In the interview, we discuss: Behavioral science and behavioral psychology Why behavioral science is so vital in TA right now Transparency in the candidate experience Small interventions that make a massive difference How recruiters are already using behavior science but might not realize it Apply science at scale to recruiting. Process optimization and evolution Advice to TA leaders on the first steps to take Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 675: Hiring Without Limits: Why Accessibility Matters 26:09
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Play Later Play Later Lists Like LikedAt a time when DE&I initiatives are facing increasing hostility, it's more important than ever to highlight the real value of inclusive hiring. Beyond being the right thing to do, inclusive hiring broadens talent pools, fosters innovation, and ensures that organizations tap into the full spectrum of people's skills and potential. But what does true accessibility in hiring look like, and how can companies create recruitment processes that are genuinely fair for everyone? My guest this week is Ron Fish , Global Talent Acquisition Leader at Ivanti and a passionate advocate for disability inclusion in the workplace. Ron is at the forefront of championing accessibility not just to comply with regulations but to build environments where everyone can succeed. In the interview, we discuss: How a revelation about the corporate career site accelerated Ron's journey as an advocate for disability inclusion. Optimal work environments work for everyone. How accessibility has massively advanced inclusion and belonging at Ivanti When bias outweighs common sense Focusing on skills and abilities Treating people as individuals rather than labels Accommodations in the hiring process, how simple changes can make a huge difference Why individuals with disabilities might be reluctant to disclose their needs during the recruitment process, and what strategies can address these concerns Shifting the perception of disability to make hiring more inclusive Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 674: Seeing Skills Differently: Lessons from Elite Sports 27:07
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Play Later Play Later Lists Like LikedHave you ever wondered how an elite baseball player can track a 95-mile-per-hour fastball and actually connect? Or how a Premier League footballer can deliver a perfect pass over half the pitch to a moving teammate? The way elite athletes develop their attributes and build skills has big lessons for how we need to think about talent and hiring in the workplace. We've been discussing skills-based hiring and skills-based organizations for a while now. As the need for skills agility grows, we must deepen our understanding of the attributes, skills, and potential to make better hiring decisions. One area that uses cutting-edge science to do this is elite sport. My guest this week is Dr. Daniel Laby , a Sports Vision Ophthalmologist who works with elite athletes and top baseball teams, including the Chicago Cubs and the Boston Red Sox. This is a really fascinating discussion with some important lessons for HR and Talent Acquisition, for example, why we should emphasize future potential over past performance, the importance of recognizing that sometimes there is a specific order in which skills need to be developed, and why average can sometimes be mistaken for best in skills assessment. In the interview, we discuss: How do you improve elite performance? Working with Red Bull and Trent Alexander-Arnold A common misconception about vision The importance of specific attributes in specific sports Nature, nurture and brain plasticity The skills pyramid How small changes make a big difference The role of technology Follow this podcast on Apple Podcasts Follow this podcast on Spotify. A full transcript will appear here shortly…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 666: The ROI Of Employer Branding Ep 667: Traditional HR is Dead, Here’s What’s Next Ep 668: Strategic Budgeting For TA Leaders Ep 669: How L’Oréal Group is Using AI To Evolve Talent Acquisition Ep 670: Jeff Taylor: Rethinking Hiring for the AI Age Ep 671: Balancing AI & The Human Touch Ep 672: Are Career Sites Evolving Quickly Enough? Ep 673: The Route To Skills-Based Hiring Follow this podcast on Apple Podcasts Follow this podcast on Spotify…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
The move towards skills-based strategies in organizations is still a big topic. This is unsurprising, as the advantages are significant. Skills-based thinking solves critical business challenges by better aligning talent strategies to business goals and offering the skills agility many employers badly need. Skills-based hiring also widens talent pools and challenges the entrenched mental models that sometimes form barriers to companies hiring the talent they actually need. However, the road to being a skills-based organization is long and complex, and only a small minority of employers are making real progress. So, what needs to change? How can AI be harnessed? How can we anticipate future skills needs? And how should TA teams be reimagined to make skills-based hiring a reality? My guest this week is Jen Cunningham , VP of Global Talent Acquisition at Pearson . Pearson is leading the way with skills-based people strategies, and Jen has a wealth of experience and insight to share. In the interview, we discuss: How TA is evolving Elevating the candidate experience Agility, resilience, and authenticity Better alignment between people strategy and business strategy How do you identify and validate skills? Internal and external agility How the traditional structure of HR is changing. Data, strategy, and influence What skills should TA teams have in the age of AI? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 672: Are Career Sites Evolving Quickly Enough? 23:43
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Play Later Play Later Lists Like LikedCareer Sites still play a central role in talent acquisition, but are they evolving quickly enough? With many employers still working in career site redevelopment cycles that take years rather than months, are they keeping pace with candidate expectations and rapid advances in technology? My guest this week is Bas van de Haterd , who is returning to the show to give us his annual update on the career site research he has been running for the past 18 years. The latest edition looks at 100 data points across the careers sites of 550 large employers to determine the key trends and just how quickly career sites are evolving. In the interview, we discuss: What does the career site landscape of 2025 look like? What's new, what's getting worse, what's getting better Rethinking Job advert design Ghosting The role of corporate podcasts How Conversational AI is killing legacy chatbots The one thing employers can do to radically improve their results What does the future look like Follow this podcast on Apple Podcasts. Following this podcast on Spotify A full transcript will appear here shortly.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
Frontline hiring is more competitive than ever, with speed and efficiency now critical for success. However, the challenge doesn't stop at making the hiring process faster; employers also need to stand out from their competition by offering a high-quality candidate experience and having a recruiting process that allows them to showcase what makes their organization unique. It's clear that AI-powered recruiting is already driving speed and efficiency in frontline hiring for many large organizations, but what's the right balance between technology and humans to deliver an exceptional candidate experience and highlight an organization's unique culture? My guests this week are Sonja Breuer, Senior Vice President of Human Resources, and Aaron Einhorn , Senior HR Business Partner at Hamra Enterprises. In our conversation, they share how Hamra has successfully leveraged AI-powered recruiting technology to reduce their time-to-hire from 13 days to just 4. They also discuss how this has enabled them to better highlight the values, benefits, and culture that make Hamra Enterprises a uniquely attractive employer. In the interview, we discuss: Hamra's unique culture and employee programs Using AI to radically reduce time to hire Maintaining a consistent and engaging candidate experience Combining conversational AI with purposeful human connections Why speed, experimentation, and agility are critical in AI-powered recruiting. What happens if the AI makes a mistake? Building a true partnership with their technology vendor to drive innovation. What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 670: Jeff Taylor: Rethinking Hiring for the AI Age 1:02:31
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Play Later Play Later Lists Like LikedIt feels like Recruiting has come a long way since the days of help-wanted ads in newspapers, but are we genuinely innovating or just consistently repackaging outdated ways of doing things? For well over a century, versions of the resume and job ad have been the foundation of hiring, but as technology and work itself move on at an ever-increasing pace, it's clear these tools weren't designed for the world we are now in. So, can we finally move beyond them to build a solid foundation for an AI-powered approach? My guest on Episode 670 is one of the original pioneers of online recruiting, Jeff Taylor , the founder of Monster.com, or the MonsterBoard as it was known back in 1994 . Jeff built Monster during the infancy of the internet when the rest of the industry was still faxing resumes and placing ever more expensive ads in the newspapers. He introduced the world to online job postings and the resume database, which, very much to his surprise and increasing alarm, are still core tenets of recruiting 30 years later. Jeff is now back in the industry and is launching a new business later in the year. In our conversation, we discuss the need for innovation and reinvention in recruiting to harness AI and address complex challenges employers now face. In the interview, we discuss: Jeff and Monster's back story and what recruiting was like in 1994 The early days of the internet and what helped Monster to scale to 100 million registered resumes Resumes and job postings have barely changed in over 100 years, and why this is now a big problem. How AI is reshaping recruitment without addressing its foundational inadequacies How employers are losing control of their own job postings Looking at the whole person and the growing importance of the personal brand What the future of hiring looks like when we put people, not processes, at the centre What's next for Jeff Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 669: How L'Oréal Group is Using AI To Evolve Talent Acquisition 31:08
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Play Later Play Later Lists Like LikedWith 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 Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
Budgeting has long been challenging for talent acquisition teams, but the stakes have never been higher in today's volatile economic environment. Many TA leaders find themselves stuck in a cycle of defending past decisions, managing cuts, and struggling to align budgets with business strategy. Meanwhile, CFOs expect data-driven proposals, ROI insights, and long-term planning that TA teams often aren't equipped to deliver. So, how can talent acquisition leaders transform their approach to budgeting, build trust with the C-suite, and position themselves as strategic business partners My guests this week are Madeline Laurano , founder of Aptitude Research, and Joshua Secrest , VP of Client Advocacy at Paradox . We discuss Aptitude's new report, The Talent Acquisition Budget Playbook, which contains actionable strategies to move beyond reactive spending, harness automation for efficiency, and demonstrate clear ROI to unlock longer-term investment. In the interview, we discuss: The background behind the report Some shocking stats about impending budget cuts, budget confidence, and wasted spend Getting maximum return and building credibility Thinking 3-5 years out How to demonstrate ROI Operations benefits versus financial benefits Speaking the language of the CFO The importance of automation and the results it delivers What does the future of TA look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 667: Traditional HR is Dead, Here's What's Next 38:17
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Play Later Play Later Lists Like LikedHR is at a crossroads. The rapid pace of change, shifting employee expectations, and technological disruption have rendered traditional approaches ineffective. After years of being viewed as the department of policy and paperwork, HR must now become more agile, personalized, and human-centered to meet the challenges of the modern workplace. So, how can HR and talent teams adapt to a world where change is constant, collaboration crosses boundaries, and employees demand relevance and impact from their work experiences? What practical strategies can HR leaders adopt to build practices that are genuinely fit for the future? My guest this week is Lucy Adams , CEO of Disruptive HR . A self-described "recovering HR director," Lucy has firsthand experience of what holds HR back—and how to break free from outdated thinking. She shares her vision for transforming HR by moving away from paternalistic policies and embracing a more modern, adult-to-adult relationship with employees. Lucy also reveals practical ways HR can harness continuous learning and AI-driven insights to foster agility, collaboration, and innovation to ensure that HR is an effective force in shaping organizational success. In the interview, we discuss: Making HR more relevant and impactful Agility, productivity, collaboration, and innovation Principles rather than policies The personalization of the employee experience Human-centered design How do organizations need to think differently about talent? Changing the structure of the talent function Talent Scouts and Career Agents Marketing, consulting, and technology What new skills are needed? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
Employer branding is often misunderstood or undervalued, especially in a landscape of shrinking budgets and rising expectations. Yet, in today’s competitive environment, the ability to measure and communicate its value is more critical than ever. So, how can employer brand professionals quantify their impact in ways that resonate with the C-Suite? What strategies can they adopt to ensure their work aligns with business goals, drives meaningful results, and operates with the right level of sophistication? My guest this week is Ben Phillips, Global Employer Brand Lead at Booksy . Ben explains why ROI conversations must be grounded in financial outcomes, not vanity metrics, and highlights the importance of aligning employer branding with the strategic priorities of the business. Drawing from his experience across consumer marketing, recruiting, and culture transformation, Ben shares practical approaches for demonstrating the tangible business value of employer branding. In the interview, we discuss: Communicating the ROI of Employer Branding The five things the C-Suite cares about Forecasting ROI Degrees of separation from the P&L A financial conversation versus a cost-benefit one How is employer branding changing? Culture, EVP, experience, authenticity and trust The difference between consumer marketing and recruitment marketing What does the future hold, and what part will AI play? Follow this podcast in Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 660: Recruiting Rewired by AI Ep 661: Auditing AI For Fairer Hiring Ep 662: Talent Acquisition On The Brink Ep 663: Personalizing The Candidate Experience At Scale Ep 664: Failure and Authenticity In Employer Branding Ep 665: Aligning HR With Business Strategy Follow this podcast on Apple Podcasts Follow this podcast on Spotify…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
In this disruptive time, HR and Talent Acquisition must be perfectly aligned with organizations’ business strategies. However, recent research from Eightfold AI and 3Sixty Insights highlights a significant misalignment between the two. This misalignment creates challenges that impact everything from hiring to employee satisfaction and ultimately negatively impact long-term organizational success. So, why is this misalignment happening, and what can HR leaders do to address it? Could AI help bridge the gap and drive better outcomes for both HR and the wider business? My guest this week is Teresa Wykes , Senior Director of Talent-Centered Transformation at Eightfold AI. Teresa shares valuable insights from the research, and we explore some of the root causes of the misalignment and assess potential solutions to the problem. In the interview, we discuss: Business strategy development. C-Suite collaboration and talent strategy alignment. The extent and causes of misalignment of HR with the business The implications of prioritizing an administrative culture over strategic initiatives The crucial difference between being data driven and data literate. How HR is deprioritizing the activities that could help them achieve their objectives. Solving the problem The new skills needed in HR and Talent Acquisition teams Dealing with resistance to change What does the future look like? Access the full report here - Aligning the Path Forward: How to Bring HR and Business Strategy Together . Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 664: Failure and Authenticity In Employer Branding 32:14
32:14 Play Later Play Later Lists Like Liked32:14
Play Later Play Later Lists Like LikedThere has probably never been a more difficult time to work in employer branding. Survey after survey shows that employers consider it vitally important to have an effective employer branding strategy; however, employer brand functions and budgets have been scaled back significantly in the last two years. So, how can employer brand professionals navigate this challenging landscape? What does it take to build meaningful strategies with limited resources, and how can failure and authenticity become tools for growth rather than obstacles? My guest this week is Claire de Souza , co-founder of The EB Space and head of Employer Branding at a major UK retailer. Claire emphasizes the importance of learning from failure and why embracing vulnerability is critical to success. She also shares practical advice on demonstrating ROI, building strong stakeholder relationships, and aligning employer branding with business strategy. In the interview, we discuss: The biggest challenges in employer branding at the moment Demonstrating ROI Being part of the puzzle Aligning goals and strategy with the company's needs and vision The importance of talking about failure Why technology is often used as a scapegoat Do employers have the fundamentals in place to innovate Building stakeholder relationships What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
1 Ep 663: Personalizing The Candidate Experience At Scale 30:46
30:46 Play Later Play Later Lists Like Liked30:46
Play Later Play Later Lists Like LikedFor years, a candidate experience that delivers truly personalized feedback at scale has been an unattainable dream for talent acquisition teams. Candidates have always wanted tailored feedback, advice, and the opportunity to ask questions, but the sheer volume of applications has made this impossible So, is AI now revolutionizing the candidate experience and finally making mass personalization a reality? What does it take to create an ethical, transparent system that provides candidates with two-way interactions and personalized feedback, all while improving efficiency and reducing workload for TA teams? My guest this week is Sam Dhesi , CEO of Popp AI . Despite only being 18 months old, Popp AI is already partnering with FTSE 100 companies and global staffing organizations. In our conversation, Sam shares real-world results on how AI enables conversational assessment, provides personalized candidate feedback, drives engagement, and vastly improves hiring efficiency. In the interview, we discuss: How AI is changing the way employers interact with assess candidates Building in an ethically and responsible way The importance of human oversight and explainability Delivering constructive personalized feedback at scale Facilitating mass candidate engagement Using assessment via conversational AI as a replacement for the resume Which employers are doing all of this well, and what tangible results have they achieved What does the future look like? Where will hiring be in five years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
The rapid evolution of AI is reshaping talent acquisition, but many TA teams are struggling to keep pace. While AI offers the potential to revolutionize processes, reduce friction, and improve candidate experiences, adoption rates remain low. At the same time, businesses are under pressure to boost productivity and efficiency, leaving TA teams vulnerable to being left behind—or worse, having changes imposed on them without their input. So, how can talent acquisition leaders embrace AI and use it to align themselves with broader corporate objectives? My guest this week is Adam Godson , CEO of Paradox , a pioneer in conversational AI for talent acquisition. Adam shares valuable insights from working with industry leaders like McDonald’s and Chipotle, exploring how AI is transforming recruitment at scale. He discusses how TA leaders can harness AI to future-proof their organizations, deliver tangible ROI, and create hiring systems that prioritize speed, efficiency, and better candidate experiences. In the interview, we discuss: Developments over the last 12 months What are employers who use conversational AI for hiring achieving? How McDonalds reduce time to hire from 21 days to 3 days How AI is massively improving the candidate experience The use of AI in high-volume hiring gives us a glimpse into the future. AI adoption is being driven by its impact on the bottom line. The importance of good system and experience design What will TA teams of the future look like? The challenge of challenging recruiting norms The opportunity for TA Leaders What is going to happen in 2025 Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
The adoption of AI in talent acquisition continues to accelerate, promising efficiencies and new possibilities for hiring. However, as AI tools become central to recruiting processes, they bring significant challenges, particularly around bias, compliance, and trust. Without clear oversight, these systems risk entrenching inequalities rather than addressing them. So, how can talent acquisition leaders ensure that AI supports fairer hiring while safeguarding compliance and trust? And what role does auditing play in this critical process? My guest this week is Jeff Pole , Co-founder and CEO of Warden AI , a company specializing in AI auditing for HR and TA Technologies. In our conversation, Jeff shares his insights on the importance of auditing AI systems, the emerging regulatory landscape, and how talent acquisition leaders can better understand and navigate the risks and opportunities of AI-powered hiring. In the interview, we discuss: Is the current pace of innovation in AI set to continue? What are the main risks? Regulation, Legislation, and Ethics Is there a difference between AI influencing a hiring decision and AI making a hiring decision? How AI can be less biased and fairer than humans Holding machines to a higher standard than humans Shining a light on the AI systems used in recruiting and TA technology Continuous testing and monitoring How widespread is the issue, and how much AI bias has actually been found? What should TA leaders be considering when assessing AI solutions What does the future look like? How will AI change talent acquisition in the long term? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?
AI has profoundly impacted talent acquisition in 2024, but its influence has been far from uniform. In some areas, little has changed, while in others—such as high-volume hiring—there has been nothing short of a revolution. Automation has dramatically accelerated recruiting processes, improving the candidate and hiring manager experience in ways previously unimaginable. These advancements are signals of what's to come, with sweeping changes across talent acquisition potentially just months away. With technology increasingly automating processes, the role of recruiters is evolving, raising urgent questions about what TA teams must do to stay relevant and strategic. Those who fail to adapt risk being left behind as automation reshapes our industry. So, how can TA leaders and recruiters navigate this transformation, address challenges like bias, and embrace the opportunities AI presents to redefine their roles? My guest this week is John Vlastelica , CEO of Recruiting Toolbox and a trusted advisor to some of the world's most innovative companies. John shares his insights on the key shifts happening in recruiting, the evolving role of recruiters, and how leaders can future-proof their teams in an AI-driven world. In the interview, we discuss: How AI is impacting recruiting right now How does it change the jobs we recruit for? Unchecked human bias in traditional recruiting process Automation in high-volume and front-line hiring Segmentation of roles between automated and high-touch recruiting processes Inefficiency by design From talent acquisition to talent advisor, breaking the silos in HR Insights, Influence, and Impact Candidate "cheating" TA Tech vendors selling directly to the C-Suite The importance of having a plan to rationalize TA What is going to happen in 2025? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.…
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