SHRM Talent 2026

WRKdefined
  • 0.0 (0)
  • Management
  • Updated Weekly

Welcome to the official limited podcast series from SHRM Talent 2026, recorded live at the Gaylord Texan Resort & Convention Center in Grapevine, Texas. In collaboration with SHRM, WRKdefined created this 33-episode series, which captures real conversations shaping the future of hiring, recruiting, talent acquisition, HR technology, leadership, workforce planning, candidate experience, AI at work, and the evolving world of work.  Across the series, WRKdefined sat down with HR practitioners, talent leaders, consultants, analysts, creators, founders, and technology providers to explore what’s actually happening inside modern HR and recruiting teams. No corporate theater. No overproduced sound bites. Just smart people sharing practical ideas, lessons learned, industry trends, and honest perspectives from one of the largest HR and talent events in the world.  SHRM Talent brings together thousands of HR and talent acquisition professionals focused on recruiting strategy, employee experience, workforce transformation, leadership development, hiring technology, and the future of work. This limited series extends those conversations beyond the conference walls and into the hands of HR professionals everywhere.  Whether you work in HR, recruiting, talent acquisition, people operations, HR tech, staffing, leadership, learning and development, or workforce strategy, these conversations were built for you. 33 episodes. One conference. Real conversations that matter. Recorded and produced by WRKdefined in collaboration with SHRM.

  1. 1h ago

    Corporate Training Is Still Teaching People the Wrong Way

    Most workplace learning is built around convenience, not science. Three-hour presentations. Endless slides. Mandatory training sessions nobody remembers. Marcy Baughman explains why education research has known for decades that these methods don't work and why companies keep using them anyway. The future of learning looks a lot more like practice than presentation. Learning science, workforce development, experiential learning, AI training, employee development, leadership. This conversation explores how companies can finally close the gap between learning and performance. In this episode… Marcy Baughman shares why experiential learning consistently outperforms lecture-based training, how AI and VR are transforming workforce development, and why organizations should hire for human skills and train for technical skills. Sharp discussion on learning science, employee growth, AI adoption, and the future of workplace learning. Key Takeaways : • Most corporate learning programs still rely on lecture-style training despite research showing it is one of the least effective ways to learn • Marcy says good learning techniques work across both education and workforce environments • Experiential learning remains one of the most effective learning methods available • Employees learn faster when they can practice skills in realistic, low-risk environments • Safe environments where learners can fail without consequences lead to stronger skill development • Corrective feedback is a critical part of how people actually learn and improve • Many organizations still fail to apply decades of learning science research to employee development • AI can now create realistic simulations and practice environments at scale • VR technology makes immersive learning experiences more accessible than ever before • Large language models allow learners to repeat scenarios until they build confidence and mastery • Companies increasingly hire for collaboration, communication, and adaptability while training technical skills later • The rise of AI is shifting work from doing tasks to managing systems, processes, and intelligent agents • Marcy recommends starting AI adoption with a simple exercise: review AI-generated output and decide whether you trust it • Building confidence with AI starts by recognizing its mistakes before relying on its strengths Guest : Marcy Baughman  Vice President of Learning Science & Research at Macmillan Learning, helping organizations apply proven learning science, research, and emerging technologies to improve education and workforce development outcomes. LinkedIN : https://www.linkedin.com/in/marcy-baughman-b1386810/ Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

    9 min

  2. 2h ago

    Recruiters Don’t Have an Applicant Problem Anymore. They Have a Trust Problem

    The recruiting funnel is overflowing, but confidence is disappearing. Mike Peditto explains why recruiters are battling fraud candidates, AI-generated applications, and record inbound volume while trying to figure out who’s actually qualified and who’s just good at gaming the process. The best recruiters aren’t screening people out. They’re finding better ways to screen people in. Recruiting, AI adoption, candidate fraud, hiring quality, talent assessment, recruiter burnout. This conversation gets into the reality recruiters are facing right now. In this episode, Mike Peditto shares why inbound applications have become one of recruiting’s biggest headaches, why adaptability matters more than credentials, and why companies should slow down before blindly adopting every AI tool. Sharp discussion on hiring judgment, candidate evaluation, startup recruiting, and the growing trust gap in hiring. Key Takeaways :  • Mike says inbound applications and candidate fraud are recruiting’s biggest challenges right now • Recruiters want to trust candidates, but fake profiles and fraudulent applications are making that harder • He describes himself as a “screen in” recruiter rather than a “screen out” recruiter • Mike believes many great candidates are overlooked because resumes rarely tell the full story • Degree requirements have never been a major hiring factor in his startup recruiting experience • “Figure-out-ability” is one of the most important traits he looks for in candidates • Adaptability and comfort with ambiguity matter more than ever in modern work • Mike encourages candidates to help shape 30-60-90 day plans during interviews • He believes recruiting teams should evaluate how candidates think, not just what they’ve done • Mike is strongly pro-AI but believes most organizations are still talking about adoption more than actually using it • Companies are starting to ask whether AI is being implemented responsibly, not just quickly • He warns that many organizations are buying AI tools without fully understanding the risks • Mike stays connected to job seekers through TikTok Lives and direct conversations • Listening to candidates remains one of his biggest sources of recruiting insight and innovation Guest : Mike Peditto  Recruiting leader, creator of “The Realistic Recruiter,” and host of the podcast Is This Still a Good Time?, known for bringing an unfiltered view of modern recruiting, candidate experience, and hiring realities. LinkedIN : Linkedin.com/in/mpeditto Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

    7 min

  3. 2h ago

    The Best Recruiters Don’t Fill Jobs. They Solve Business Problems

    The best recruiting teams don’t fill jobs faster. They help businesses make better decisions. Paul Norman explains why too many recruiters are still measured by recruiting metrics while business leaders care about entirely different outcomes. That disconnect is costing companies more than they realize. Talent acquisition, business alignment, workforce planning, AI adoption, talent management, recruiting strategy. This conversation gets into the gap between what recruiting tracks and what businesses actually value. In this episode, Paul Norman breaks down why recruiters need to become consultants instead of order takers, why traditional recruiting metrics often miss the point, and how AI conversations are shifting from curiosity to business value. Sharp discussion on TA leadership, hiring strategy, workforce optimization, and the future of recruiting operations. Key Takeaways :  • Paul says the biggest recruiting challenge today is getting recruiters to operate as business advisors • The strongest TA teams act as consultants, not order takers • Business knowledge remains one of the biggest differentiators between average and elite recruiters • Many recruiting teams still struggle to connect their work directly to business goals • Recruiters often build reports that make sense internally but mean little to business leaders • Paul argues CEOs do not care about time-to-fill the way recruiting teams do • In high-volume environments, percent staffed can matter more than time-to-fill • A five-day vacancy can still create significant business losses even if recruiting hits its targets • Talent management should cover the entire employee lifecycle, not just attraction and hiring • Modern talent optimization requires faster and more frequent adjustments than in the past • AI conversations have shifted dramatically over the last 12 months • CHROs and TA leaders are now under pressure to prove business value from AI investments • Recruiters are increasingly using AI for interview transcription, summaries, and workflow efficiency • Paul believes AI adoption is moving from experimentation toward measurable impact and accountability Guest : Paul Norman  Talent acquisition leader and consultant at Riviera Advisors helping organizations align recruiting strategy, workforce planning, and business outcomes to build stronger talent functions. LinkedIN : https://www.linkedin.com/in/pmnorman/ Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

    8 min

  4. 3d ago

    Recruiting Has an Alignment Problem Nobody Wants to Admit

    Companies say there’s a talent shortage while millions of people are looking for work. Jim Stroud breaks down the disconnect sitting underneath modern hiring and why recruiting teams are struggling to match the right people to the right opportunities even with more technology than ever. Everybody’s obsessing over AI. Jim thinks the bigger workforce crisis is already here. Recruiting, AI adoption, aging workforce, skilled trades, talent alignment, future of work. This conversation goes way beyond the usual HR tech hype cycle. In this episode, Jim Stroud explains why recruiting feels broken right now, why AI adoption is still surprisingly low, and why the aging workforce may become the biggest labor crisis of the next decade. Sharp discussion on hiring alignment, blue-collar demand, economic shifts, recruiting strategy, and the changing value of degrees. Key Takeaways :  • Jim says the biggest recruiting challenge today is alignment, not talent scarcity • Companies are still hiring heavily while layoffs continue across multiple industries • AI adoption remains far lower than most people inside HR tech assume • Jim predicts a major economic divide between workers who learn AI and those who avoid it • He believes AI will reshape most white-collar work within the next 3–5 years • Jim says blue-collar and skilled trade workers may become the safest long-term career path • The aging workforce is his biggest concern for the future of work • Skilled trade shortages are already driving longer wait times and higher service costs • Jim argues there are not enough apprentices entering plumbing, HVAC, and trade industries • Universities may eventually shorten bachelor’s degrees from four years to three to stay competitive • Older vocational education models like auto tech and wood shop may return to schools • Jim recharges mentally by walking outdoors and disconnecting from screens • He believes nature helps reset attention and improve real-world awareness better than constant screen time • Recruiting alignment requires hiring managers, recruiters, and candidates to see the role the same way Guest : Jim Stroud  Head of Marketing Strategy and Industry Outreach at ProvenBase known for decades of recruiting innovation, sourcing strategy, and sharp analysis on the future of work and hiring technology. LinkedIN : https://LinkedIn.com/in/jimstroud Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

    10 min

  5. 3d ago

    AI Is Turning Recruiting Into a Trust Problem

    Every candidate suddenly sounds polished. Every resume looks optimized. Every interview answer feels rehearsed. Isela Conley breaks down what hiring leaders are quietly struggling with right now: figuring out who actually knows the job versus who just knows how to use AI better. Recruiting isn’t getting easier with AI. It’s getting noisier. Quality of hire, candidate experience, hiring managers, AI recruiting, talent operations. This conversation cuts into the operational reality most HR teams are dealing with behind the scenes. In this episode, Isela Conley explains why AI is making hiring harder instead of easier, how recruiting teams are adapting their interview processes, and why adoption matters more than features when rolling out HR tech. Sharp discussion on quality of hire, hiring manager enablement, recruiter operations, candidate experience, and AI-driven hiring decisions. Key Takeaways :  • Isela says AI is now involved in almost every stage of the candidate process • Candidates are using AI for resumes, interview prep, STAR responses, and prediction modeling • Hiring leaders now have to separate polished answers from real capability • “AI is fighting AI” was her description of modern recruiting • Quality of hire is the metric keeping her up at night • Recruiting teams are increasingly using AI to analyze interview scorecards and identify hiring patterns • Talent management today is less about process and more about enabling recruiters and hiring leaders • Companies are still recruiting employees long after they’re hired because retention never stops • Candidate experience surveys are becoming critical feedback loops for recruiting teams • Isela’s team measures interview-to-hire ratios and hire-to-production ratios closely • AI adoption inside organizations requires hands-on enablement, not just software rollouts • Her approach to adoption: draw a line in the sand and train people directly • Hiring managers adopt new systems faster once they see reduced stress and faster hiring outcomes • Podcasts, newsletters, and market feedback are core parts of how she stays current in recruiting Guest : Isela Conley Senior Director of Talent Acquisition at isolved leading hiring strategy, recruiter operations, and talent enablement across a fast-moving HR tech environment. LinkedIN : https://www.linkedin.com/in/iselaconley/ Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

    9 min

  6. 3d ago

    Your Employees Have More Brand Power Than Your Marketing Team

    Most companies are still treating branding like a billboard problem while their employees are becoming media channels overnight. Roy Abdo explains why polished corporate messaging is losing to authentic storytelling and why executives who stay silent are getting outperformed by people with less expertise but more visibility. The real shift is simple: people trust people more than brands. Executive branding, storytelling, LinkedIn influence, employer brand, authentic content. This conversation breaks down why companies need creators inside the business, not just marketing campaigns outside it. In this episode, Roy Abdo shares how storytelling changed his life, why executives struggle with personal branding, and why authentic content consistently beats polished corporate messaging. Sharp discussion on executive influence, social media strategy, employer branding, imposter syndrome, and the future of employee-driven content. Key Takeaways : • Roy raised $35,000 for college in 2006 using a personal blog and PayPal storytelling campaign • His career started after escaping Lebanon during the outbreak of war and relocating to the U.S. • Roy says “people are the new channels” in modern branding • Most organizations still rely too heavily on company messaging instead of employee storytelling • Executives often lose online attention to less-qualified creators who publish consistently • Imposter syndrome is one of the biggest reasons executives avoid content creation • Roy argues authentic content outperforms polished production in most social campaigns • Face-driven ads consistently outperform generic brand assets in digital campaigns • Social media users want entertainment, education, and connection, not product pitches • LinkedIn remains the strongest platform for workplace and leadership positioning • Roy predicts every employee will eventually become a content creator for their company • Cisco reportedly trained 80,000 employees to become LinkedIn influencers • Roy says 100 employees posting once per month creates more brand reach than most corporate channels • Executive branding starts with having a strong point of view, not just posting content Guest : Roy Abdo CEO of Digital Revamp Communications helping organizations and executives build influence through storytelling, executive branding, and employee-driven content strategy. LinkedIN : https://www.linkedin.com/in/royabdo/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

    10 min

  7. 5d ago

    AI Made Applying Easier. Recruiting Got Harder

    AI was supposed to fix recruiting. Instead, it made every resume look the same. That’s the mess recruiters are dealing with right now. More automation. More applications. More noise. And somehow less signal. The old recruiting playbook is breaking fast. In this episode, Robb Lifferth explains why AI is flooding recruiting with bad data, why job boards are losing value, and why recruiters now have to rethink how they source and evaluate talent. He also drops one of the best explanations of why recruiting still matters on a human level. Key Takeaways :  • AI has flattened resumes to the point where candidates increasingly look identical on paper • Recruiting teams are drowning in volume but struggling to identify real quality • Job boards are producing massive amounts of low-signal candidate data • The “post and pray” recruiting model is breaking down fast • Recruiters now need better data strategies, not just more AI tools • Companies are rapidly experimenting with new sourcing technologies because old systems are too slow • There is no one-size-fits-all recruiting solution because hiring needs vary wildly by industry and company stage • The best recruiters still win through human judgment, not automation alone • Recruiting remains deeply personal because jobs directly change people’s lives • AI adoption in recruiting is no longer optional, but lazy implementation is making hiring worse • The recruiting teams seeing results are the ones adapting workflows daily, not yearly Guest: Robb Lifferth Co-Founder at Isotalent Recruiting marketplace leader helping companies rethink sourcing and hiring in the AI era. LinkediN :  https://www.linkedin.com/in/robblifferth/ Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

    5 min

  8. 18m ago

    HR Doesn’t Have an AI Problem. It Has a Trust Problem

    AI adoption isn’t failing because of technology. It’s failing because companies still don’t know what problem they’re solving. Every HR platform suddenly has “AI” slapped on the homepage. Meanwhile buyers are stuck asking the real questions: Is this secure? Is this ethical? And is my company data quietly training someone else’s model? In this episode, Amit Parmar breaks down why AI adoption in HR is getting harder, not easier. He explains why governance now matters more than features, why “talent acquisition” is outdated language, and why the future belongs to companies that learn how to access talent, not just hire it. Key Takeaways :  • Every HR tech vendor now claims AI, but buyers are becoming far more skeptical • The biggest AI risk in HR is data privacy and whether company information leaks into open models • Enterprise software buying cycles are getting longer because AI governance scrutiny has exploded • Procurement and IT security now have significantly more influence in HR tech decisions • Companies are finally asking tougher questions about AI ethics, equity, and transparency • Most organizations still skip the most important question: “What problem are we actually solving?” • AI experimentation is everywhere, but outcome-driven implementation is still rare • “Talent acquisition” is evolving into “talent access” because companies now mix full-time, internal, and gig talent strategies • HR teams now need reskilling just as much as the broader workforce • The companies moving fastest with AI are the ones treating HR as an adoption driver, not an observer • Human storytelling still matters because people connect with people, not automated content • AI adoption success will depend more on adaptability and governance than flashy features Guest: Amit Parmar CEO & Co-Founder at Cliquify Former HR leader at IBM and Thermo Fisher building AI-powered employer branding through storytelling. LinkedIN : https://www.linkedin.com/in/parmar79/ Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

    10 min
See All (16)

About

Welcome to the official limited podcast series from SHRM Talent 2026, recorded live at the Gaylord Texan Resort & Convention Center in Grapevine, Texas. In collaboration with SHRM, WRKdefined created this 33-episode series, which captures real conversations shaping the future of hiring, recruiting, talent acquisition, HR technology, leadership, workforce planning, candidate experience, AI at work, and the evolving world of work.  Across the series, WRKdefined sat down with HR practitioners, talent leaders, consultants, analysts, creators, founders, and technology providers to explore what’s actually happening inside modern HR and recruiting teams. No corporate theater. No overproduced sound bites. Just smart people sharing practical ideas, lessons learned, industry trends, and honest perspectives from one of the largest HR and talent events in the world.  SHRM Talent brings together thousands of HR and talent acquisition professionals focused on recruiting strategy, employee experience, workforce transformation, leadership development, hiring technology, and the future of work. This limited series extends those conversations beyond the conference walls and into the hands of HR professionals everywhere.  Whether you work in HR, recruiting, talent acquisition, people operations, HR tech, staffing, leadership, learning and development, or workforce strategy, these conversations were built for you. 33 episodes. One conference. Real conversations that matter. Recorded and produced by WRKdefined in collaboration with SHRM.

Information

  • Channel
    WRKdefined
  • Creator
    WRKdefined Podcast Network
  • Years Active
    2K
  • Episodes
    16
  • Copyright
    © All rights reserved by WRKdefined
  • Show Website
    SHRM Talent 2026

More From WRKdefined