Recruiting Future with Matt Alder Evergreen Podcasts

If you listened to the TA Leader interviews in Episode 619, you'd know that Recruiting Future recently collaborated with The Chad & Cheese podcast to host two face-to-face unconference-style events in Edinburgh and Glasgow.

On the day between the two events, we decided to combine podcast recording with tourism. What better way to do this than to use a campervan as a mobile recording studio and drive around the southeast of Scotland, taking in some of its world-famous coastal views? Well, that was the plan anyway.

Our plans took an unexpected turn as the weather had other ideas. But this led to some exciting impromptu discussions on AI and the future of work, sparked by a tour of a two-hundred-year-old whisky distillery, a flying visit to a seven-hundred-year-old castle, and a trip to the beach.

In this episode, we discuss:

Is the resume dead?

What's going on with skills-based hiring

The differences and similarities between talent acquisition in Scotland and talent acquisition in the US

Attitudes to risk

The tricky balance between robots and humans

What does the long-term future look like

Do we have the right attitude towards the future as an industry?

AI is already taking TA jobs.

Why smaller employers may have an advantage

What happens when AI is just baked into everything?

What is going to change in the next three years


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The shortening shelf life of skills, shifting business priorities, and the surge in AI-driven job applications are compelling many employers to rethink their candidate assessment and selection processes. This shift towards skills-based thinking is fostering greater integration between talent acquisition and talent management. By combining data on soft skills, hard skills, and career aspirations, employers can leverage a unified dataset to gain a comprehensive view throughout the entire employee lifecycle.

So how can this be done, and what advantages can it bring?

My guest this week is Jason Putnam, the CRO at Plum. Jason has been driving the charge around the scientific assessment of soft skills for a while and has recently incorporated data on hard skills into their methodology. Jason has some important insights to share on the future of assessment and the implementation of skills-based hiring.

In the interview, we discuss:

How the market is evolving

The changing balance between talent acquisition and talent management

TA's responsibility for retention

Combining hard skills and soft skills

Pace paradox versus business latency

Focusing on the skills you need rather than the skills you have

The evolution of the recruiting process

Building alignment between talent acquisition, talent management, and hiring managers

The importance of one universal dataset

The role of AI


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Download My Free Whitepaper - “10 Ways AI Will Transform Talent Acquisition” 
https://recruitingfuturefeast.com/transform

Check out my new course on planning strategically for the future - Trend Spotting
https://matt-alder-s-school.teachable.com/p/trendspotting

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 611: Doing Hiring Differently

Ep 612: AI-Powered Job Seekers

Ep 613: Talent Automation

Ep 614: Reinventing The Recruiting Process

Ep 615: Building Inclusive Hiring Practices

Ep 616: AI And The Art Of The Possible

Ep 617: The Practicalities of Skills-Based Hiring

Ep 618: Breaking The Rainbow Ceiling

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A full transcript will appear here shortly

During May, Recruiting Future combined forces with The Chad and Cheese Podcast to run two face-to-face TA leader meet-ups in Edinburgh and Glasgow.

TA is on the brink of a revolution, and people expect significant changes in the coming months and years. While there was some anxiety about potential future scenarios, there was genuine excitement around the potential of AI, skills-based thinking, and a more integrated approach to talent, making recruiting better for everyone.

This episode features eight industry leaders talking about the practicalities of the revolution ahead:


Danny Caines - HR Project Manager International Talent Acquisition at Babcock


George Dobbin - Global Head of Talent Acquisition and Development at Sabio


Susan McRoberts - Independent HR Consultant 


Nicki Paterson - Chief Growth Officer at Solutions Driven


Euan Cameron - CEO at Willo


Nicolle Sinclair - Talent Engagement Leader at Diageo


Euan McNair - Talent Acquisition, Inclusion, and Brand Director at Aegon


Jo Grant - Employer Brand Manager UK and Ireland.

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Currently, there are only four LGBTQ+ CEOs in the Fortune 500 and none in the FTSE 100. This really illustrates the hidden challenges and differences in professional opportunities for LGBTQ+ people, especially when it comes to promotion and recruitment into senior roles.

Many employers publically say that improving diversity and inclusion in their workforce is a significant priority, but this will only truly happen with appropriate representation at the top of the organization.

My guest this week is Layla McCay, Director of Policy at the NHS Confederation and author of a new book called "Breaking The Rainbow Ceiling." Layla shines a light on the challenges that LGBTQ+ people face at work and offers advice on how companies can recognize and address the barriers and build a more inclusive workplace where everyone can thrive and succeed.

In the interview, we discuss:

Why she wrote the book

The barriers that prevent LGBTQ+ people from being hired or promoted into senior roles

Roles models and self-esteem

Conscious and unconscious bias

Managers reinforcing imposter syndrome.

Understanding different experiences

Allowing people to do their best work

Intersectionality

Equity in talent management

Advice to employers on inclusive hiring

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Skills-based hiring is not just a passing trend; it's a significant shift in the recruiting landscape. Many employers are eager to unlock its advantages in terms of flexibility, diversity, economic efficiency, and dealing with talent shortages. But is there a gap between theory and practice regarding understanding and implementation?

Over the last few months, experienced TA leader Adrian Thomas and myself have partnered with Neil Kelly at Vector on some research to uncover the realities and practicalities of skills-based hiring within large global employers.

Neil and Adrian join me on this episode to discuss the findings, some of which are quite surprising, and to look at what employers need to do to advance with skills-based hiring. 

In the interview, we discuss:

Why and how we did the research

Motivations for being skills-based

Some surprising findings

The problems with skills taxonomies

Talent Acquisition and Talent Management 

Training Hiring Managers

The way forward for skills-based hiring

Download our report " Skills-Based Hiring, The Gap Between Theory and Practice”

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