Recruiting Future with Matt Alder Evergreen Podcasts

The employee/employer relationship is changing; employee engagement is at an all-time low, and countless research studies tell us that a significant proportion of the workforce is considering quitting their jobs. At the same time, despite the economic backdrop, many companies are struggling to get the talent they need due to significant skill shortages in some areas.

So how can employers differentiate themselves and secure and retain the talent they need? A positive work culture has never been more critical and is a strong differentiator for employers focusing on building one.

My guest this week is Lori Knowles, Chief Human Resources Officer at Memorial Hermann Health System. Memorial Hermann has had some spectacular hiring and retention outcomes in a highly challenging talent market by focusing on their culture. In our discussion, Lori talks us through the five levers they use to drive culture and the results they are getting.

In the interview, we discuss:

The current talent challenges in the healthcare sector

How does workforce flexibility work in healthcare

Being strategic with just-in-time staffing

The changing employer/employee relationship

Employee experience and the moments that matter

Culture, community and mission

The five levers that drive culture

Results and impact on hiring and retention

The role of technology and AI

The vision for the future.

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Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:

Ep 518: Talking About The Future

Ep 519: Recruiterless Recruiting

Ep 520: Human Storytelling

Ep 521: Rebuilding Employer Brands

Ep 522: Neuroinclusion

Ep 523: Overcoming Remote Challenges

Ep 524: Keeping The Needle Moving On DE&I

Ep 525: Using AI As A Co-Pilot

Ep 526: Building The Business Case For TA Technology

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Effective technology is a critical pillar of any TA strategy, and with the current unprecedented pace of innovation, regularly reviewing the tech stack is essential to success. However, securing a budget for new technologies can be difficult with the challenging economic backdrop.

So what can TA Leaders do to ensure they make a compelling case for investment?

My guest this week is Jeff Lackey, Founder of JKL Advisors, Former VP of Talent Acquisition at CVS Health, and former Global Head of Resourcing at Rolls-Royce. Jeff has unmatched experience in developing TA Tech Stacks and has some invaluable advice to share on building successful business cases for investment.

In the interview, we discuss:

Framework for bringing in TA technology

Understanding how TA creates value for the organization

Finding budget within the broader organization

Creating an agile space to experiment

Aligning tech stacks

Avoiding long technology implementations

How do you get leadership buy in?

Developing business cases

Leveraging EVPs

Mapping talent challenges to specific business objectives

Advice for TA leaders on dealing with the current market

Quality candidate experience

How will TA evolve over the next few years?


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The vast amount of hype, speculation, opinion, and hyperbole around generative AI can make it difficult to know how to start integrating it into the talent acquisition workflow.

The long-term implications of AI for talent acquisition are profound, and it is essential for TA teams to get fully up to speed with current capabilities and use cases. So how can AI become talent acquisition's co-pilot, and where is the best place to start?

My guest this week is Siadhal Magos, Co-Founder and CEO at Metaview. I'm getting tremendous insight into AI's potential by talking to super smart vendors who are baking generative AI into their product sets. Metaview is a perfect example of such a vendor. In our conversation, Siadhal shares his experiences on how AI can save vast amounts of time and resources in the interview process.

In the interview, we discuss:

Current market challenges

How should employers react to the AI revolution?

Turbocharging productivity

The top-down drive for efficiency

How will AI transform TA?

Detection and pattern recognition

Making sense of unstructured data in the hiring process

How is the interview changing

Building more transparency into the recruiting process

The importance of specialist tools

The future of AI


Listen to this podcast on Apple Podcasts.

Many employers have been publically committing to making DE&I their most important focus for several years now. However, as the economy becomes more challenging and some companies roll back from flexible working, is the needle still moving on diversity, and is it still the business priority that we were promised it would be?

My guest this week is Michael Barrington-Hibbert, CEO of Barrington-Hibbert Associates and Co-Founder of 10,000 black interns. Michael is an active influencer in driving better diversity and inclusion within the finance sector and instilling a belief in the importance of social mobility. He has essential advice on how employers can keep diversity front and centre by closely aligning DE&I strategies to critical business goals.

In the interview, we discuss:

Talent market challenges 

Wage inflation and overhiring.

How the pandemic diversified the workforce

The relationship between flexibility and diversity

Advice to employers on how not the lose the progress they have made as the market changes

Diversity of thought and creativity

Reducing bias in recruiting

The role of technology 

The importance of brave organizations

Aligning DE&I with business strategies

What will the future look like?

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Elon Musk, David Soloman, and Sam Altman are three CEOs who have recently publicly spoken out against remote and hybrid work. Problems with communication, productivity, skills transfer, and culture are some of the most common issues cited but does dragging people back to the office really make these things better? The advantages of hybrid and remote work are considerable, and there are undoubtedly other ways of addressing their challenges than ordering a mandatory return to the office.

My guest this week is Jen Fong, VP of People at Customer.io. Customer.io is a fully remote business with employees in 30 countries, and Jen offers some great insights on embracing the advantages of remote while dealing with its challenges.

In the interview, we discuss:

Current talent market challenges

Why remote work is so vital to Customer io

Innovation and global talent pools

Autonomy and trust

Dealing with the challenges of remote work

How do you build community and connection?

The importance of tools

Being intentional about meeting in person

Creating opportunities for people to connect socially

Building a people-first culture that aligns with company goals

Ensuring you have the right skills for the future with strategic workforce planning

Attracting diverse skillsets

The impact of AI on skills development and recruiting


Listen to this podcast on Apple Podcasts.