Recruiting Future with Matt Alder Evergreen Podcasts
-
- Business
Innovation and futurology in Recruiting, Recruitment Marketing and HR Technology. Matt Alder interviews thought leaders who are influencing and changing an industry
-
Talent Automation
As I've said many times before, automation in recruiting and HR is inevitable. This means that every TA and HR leader should be thinking strategically about automation, its implications, and, most importantly, the value that it will add right now.
So what are the benefits of automation, and where and how should talent functions be automated?
My guest this week is Brandon Sammut, Chief People Officer at Zapier. Automation is in Zapiers corporate DNA, and they are successfully using it to drive their talent density strategy through automation in recruiting, onboarding, and skills development.
In the interview, we discuss:
What Talent Density means at Zapier and how they built it
Focusing on what is uniquely human
Being transparent about a remote-only employee experience
T shaped talent
Automated Onboarding
Using automation to solve hard problems and make things more personal at scale.
Experience design and empathy
Understand where to apply automation and where not to apply it.
Developing AI skills across the business
What will the future look like?
Follow this podcast on Apple Podcasts. -
AI-Powered Job Seekers
It is becoming clear that job seekers' use of AI tools in the application process has profound implications for talent acquisition. Many employers report a significant increase in application volume, and there is a potential technology arms race as employers and job boards attempt to use AI to identify AI.
While this may help in the short term, it won't work in the long term, and is job seeker AI use even a bad thing?
My guest this week is expert job board consultant Alexander Chukovski. Alexander has been doing a deep dive into how job seekers use AI and its implications for recruiting. He has valuable insights about job seeker verification and its potential to create win-win situations for candidates, job boards, and employers.
In the interview, we discuss:
The implications of a new generation of AI-savvy job seekers
The different ways job seekers are using AI include
ATS integration
The drawbacks and risks for candidates using AI tools
A pointless tech "arms race."
Why is it difficult to spot the use of AI in CVs and applications?
How should the industry respond?
The rise of verification technology
What can be verified now and what might be possible in the future
The importance of job seekers owning their data
What does the future look like?
Follow this podcast on Apple Podcasts. -
Doing Hiring Differently
Many aspects of how companies hire talent have been set in stone and unquestioned for decades. Even if Talent Acquisition wants to drive change, the power of accepted wisdom among hiring managers and the C-Suite is difficult to challenge. So what happens when the CEO of a business champions a completely different way of doing things?
My guest this week is Jeff Dewing, Group CEO at Cloudfm. Jeff's story is amazing, and his approach to business is encapsulated in the title of his book, "Doing The Opposite." When it comes to hiring, Jeff has challenged conventional wisdom around interviews and skills head-on with some spectacular results. I loved this conversation, and it is an absolute must-listen for everyone.
In the interview, we discuss:
Jeff's rollercoaster journey to get where he is today
Where everyone needs autonomy, mastery, and purpose
Why Cloudfm no longer use interviews in their hiring process and what they do instead of
Removing the risk in hiring
Achieving a 95% recruitment retention rate
Individual career plans and ups killing
Giving people autonomy about how and where they work.
The office as a creative, problem-solving collaboration space
The impact AI will have on the future.
Follow this podcast on Apple Podcasts. -
Round Up April 2024
Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives my take on some of the key learnings from the guests.
Episodes mentioned in this Round Up:
Ep 604: Building Talent Pipelines With Internships
Ep 605: Can AI Be Biased? Legal Implications for Hiring
Ep 606: Empowering Gen Z & Building A Social Brand
Ep 607: AI Powered Talent Acquisition
Ep 608: Transforming HR
Ep 609: Building A Neuro-Inclusive Hiring Process
Ep 610: Future Skills
Scottish Meet Ups
AI Whitepaper
Recruiting Future YouTube channel
Follow this podcast on Apple Podcasts -
Future Skills
It's becoming evident that we are at a critical pivot point for talent acquisition. While the debates around AI are sucking up most of the attention, massive shifts are happening in terms of the shelf life of skills, ongoing challenges with skills acquisition, and upskilling people for a very different future world of work.
So, how should employers think about skills, and how can talent acquisition gain the future focus it needs to drive organizational value?
My guest this week is Lisa Monteith, Head of Talent Acquisition and onboarding for HSBC UK. In our wide-ranging conversation, we talk about the skills challenges facing organizations and the importance of taking a long-term view.
In the interview, we discuss:
Current talent acquisition challenges
Selling work as a product
The shortening lifespan of skills
Providing easy access to learning
Total talent thinking
Learning agility, curiosity, and other skills for the future
Failing education systems and disappearing entry-level jobs
Individual responsibility for learning
Neuroinclusion in the recruiting process and the danger of homogenization
How does talent acquisition need to re-invent itself for the future?
Follow this podcast on Apple Podcasts.
A full transcript will appear here shortly. -
Building A Neuro-inclusive Hiring Process
Somewhere between 15% and 20% of the population is neurodivergent. The majority have yet to receive a formal diagnosis, and a significant number of those with a diagnosis choose not to share it publically. Over the last few years, we've seen a growing number of employers taking steps to be more neuro-inclusive, which is great to see. However, there is still a long way to go with recruiting, as most hiring processes contain significant barriers for neurodiverse people. There is also a danger that the move to AI-driven recruiting may make things worse if neuro-inclusion isn't proactively prioritized.
So, what steps can employers take to embed neuro-inclusion in their recruiting processes effectively?
My guest this week is Tania Martin, a neuro-inclusion consultant who was previously Head of EY's Neuro-Diverse Centre of Excellence in the UK and Ireland. In our conversation, Tania discusses the shortcomings of the traditional recruiting process and how we can rethink it to be better for everyone.
In the interview, we discuss:
Harnessing neurodiversity in the workforce
How EY's Neuro-Diverse Centre of Excellence was set up
Why can making recruiting processes more neuro-inclusive be good for everyone?
Accessing untapped pools of talent
Intimidating job specs
Assessment and spiky profiles
Helping people to show their best selves during the interview process
Educating hiring managers
The role of technology
What will neuro-inclusion look like for future generations in the workforce?
Follow this podcast on Apple Podcasts.