The Recruiting Future Podcast - Innovation In Hr And Recruitment

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 c

Technology-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workplace experiences, leaving organizations vulnerable to disengagement and talent loss if they continue with outdated, uniform approaches.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 i

AI 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

Ep 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

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

AI 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 r

What 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 l

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 re

According 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 busine

Talent 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 t

For 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?

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

Talent 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 vita

At 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 belongin

Have 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

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

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

Career 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

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 highli

It 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 l