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Recruiting Future with Matt Alder – What’s Next For Talent Acquisition, HR & Hiring? — Business
Recruiting Future with Matt Alder – What’s Next For Talent Acquisition, HR & Hiring?

Talent acquisition is undergoing unprecedented disruption as AI, economic uncertainty, and the ever-shortening lifespan of skills radically reshape recruiting. On Recruiting Future, Matt Alder explores this evolving landscape, using insightful interviews with transformational TA practitioners and forward-thinking experts to spark your imagination and provide the insights you need to shape the future of talent acquisition in your organization.
Each episode explores topics such as AI, recruiting automation, recruitment marketing, employer branding, skills-based hiring, assessment, candidate experience, DEI, internal mobility, and the transformation of TA teams. Recruiting Future is an essential resource for everyone involved in hiring.
Matt Alder is a globally respected talent acquisition futurist, author, and speaker with over 25 years of experience exploring what’s next in recruiting. Renowned for his expertise in strategic foresight and technology trends, Matt provides a unique perspective that empowers leaders to navigate disruption. His deep industry knowledge and ability to spark meaningful conversations make Recruiting Future a must-listen for talent acquisition and HR professionals everywhere.

Latest Episodes:

Ep 453: Onboarding Evolved Aug 19, 2022

Show notes

The pandemic changed many aspects of talent acquisition and perhaps none more so than onboarding. With many people spending less time in their employer's physical offices, how have TA and HR teams evolved their onboarding processes to forge a sense of belonging, develop relationships and ultimately increase productivity and retention?

My guest this week is Sharawn Tipton, Chief People Officer at LiveRamp. Over the last few years, LiveRamp has developed a strategic and very intentional approach to onboarding, and Sharawn has a lot of insight and advice to share.

In the interview, we discuss:

Shifting from a transactional approach to one that focuses on building relationships

Providing an immediate sense of belonging

The impact of the pandemic on onboarding and retention

Employee Resource Groups

Wellness and mental health

Starting onboarding before the hiring process even starts

Culture

Moments that matter

How important are the first 30 days

Personalization of experience

EVP & expectations

Lesson learned and having a growth mindset.

Listen to this podcast on Apple Podcasts.

Ep 452: Assessment Innovation 2022 Aug 16, 2022

Show notes

I'm finally back in Scotland after a summer of much travelling, so normal service is now resumed, and the podcast is back into its regular rhythm of two new shows a week.

Assessment and selection continue to be an area of debate, investment and technological innovation. So what has been happening in the space over the last 12 months, and more importantly, what is working?

It is my great pleasure to welcome Netherlands-based consultant Bas van de Haterd back to the show as my guest this week. Bas has been on the podcast a few times discussing new thinking in assessment and runs an awards program for innovation in assessment. His 2022 awards have just been judged, and he joins us to update us on what is working and discuss the different approaches the shortlisted organisations have taken.

In the interview, we discuss:

The current state of the market

Innovation in assessment and selection

Increasing diversity by selecting on quality

Engagement, motivation and stress resilience

Cynicism and the importance of results and ROI

Open hiring - innovating by having no assessment

Neuroscience and brain-based assessment

Reducing attrition

Skills versus experience

The importance of using the right tools

How will assessment techniques and technologies develop in the future?

Listen to this podcast on Apple Podcasts.

Ep 451: Building Communities Of Talent Aug 04, 2022

Show notes

Diversity and Inclusion strategies are often just about moving existing talent between organisations rather than growing talent pools and giving more opportunities to more people. So how should employers be thinking about diversity hiring, and what kind of organisations should they partner with to increase the spread of opportunity?

My guest this week is Linc Kroeger, President of Knight Moves. Knight Moves is a limiting profit company helping to create the next generation of technology professionals by offering training with an intentional focus on Native American, rural and urban underserved communities.

In the interview, we discuss:

What can change diversity outcomes in the technology space

Building physical communities of technology talent in rural areas

Inspiring teenagers

Teaching instantly usable skills

Longer-term transformational impacts

What value are employers getting?

The importance of remote working

Listen to this podcast on Apple Podcasts.

Ep 450: Attracting and Retaining AI Talent Aug 02, 2022

Show notes

Despite some highly publicised layoffs in the tech sector, macro trends are still driving a high demand for highly skilled tech professionals. This is particularly true in data science and AI, where hiring the right talent can have a significant business impact.

So what do employers need to do in the current market to ensure they are getting the talent they need?

My guest this week is Kevin Dewalt, CEO of Prolego, a leading AI consultant for Fortune 500 companies. Prolego has recently published a report to help companies get better at hiring data science talent, and Kevin has some valuable insights to share.

In the interview, we discuss:

Why we are only at the beginning of a long-term trend in AI adoption and innovation

The current state of tech hiring

Why there is no new wave of talent in the market

Creating the right working environment to be an employer of choice.

Attention and attraction

Gathering talent intelligence to understand motivations

The critical importance of the hiring manager and why you should include them in the JD

Longer-term structural considerations

Prioritising learning and the importance of non-management career paths

How to compete for talent with big tech

The future of AI in recruiting technology

Listen to this podcast on Apple Podcasts.

Ep 449: The Exit Fee Scandal Jul 27, 2022

Show notes

I know that many of you who listen to this podcast are very aware of the quality of your employee experience and the importance of your employer brand reputation. However, as the balance in the workforce between permanent hires, contractors, and project-based workers evolves, do you still truly understand all the factors influencing your employer brand?

My guest this week is Tanya de Grunwald, journalist and founder of The Good And Fair Employers Club. Tanya is a long time campaigner for the rights of young people in the workplace and has been working tirelessly to expose the use of exit or training fees by some IT outsourcing companies. This interview is an absolute must listen for everyone working for an organization that contract in workers from external providers.

In the interview, we discuss:

What are exit fees, and what are their implications for young people?

The implications of denying people the right to move jobs

The legal position

Activism

Outsourcing and placement: who is and isn’t an employee?

Why have employers been so slow to act

Ethics in procurement and supplier management

Providing consistent values and experience for the entire workforce

Whistleblowing & PR disasters

Good and fair employers

Listen to this podcast on Apple Podcasts.

REPLAY The Great Opportunity Jul 20, 2022

Show notes

I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round.

This week's replay is my conversation from earlier in the year with Maggie Spong, VP of Talent Acquisition at AstraZeneca. It is one of the best examples I've had on the show for a while of a company developing holistic, long-term strategic solutions to deal with ongoing skill shortages. It is well worth a listen, even if you have heard it the first time around.

In the interview, we discuss:

How Talent Acquisition is evolving at Astra Zeneca

Using Talent Scouts to build external talent pipelines for hard to fill roles and where there are gaps in internal succession planning

Building a personalised and inclusive candidate experience.

Giving feedback to all interviewed candidates

The challenges of the pandemic

Encouraging candidate self-selection by showcasing the authentic employee experience

Turning The Great Resignation into The Great Opportunity

The role of technology

Employer brand advocacy

Investing in development and the Talent Acquisition Academy

Astra Zeneca's focus for 2022

Listen to this podcast on Apple Podcasts.

REPLAY The Magic Of Behavioural Science Jul 13, 2022

Show notes

I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round.

This week's replay is my interview with Rory Sutherland, Vice Chair of Ogilvy and one of the world's leading thinkers on behavioural science. I firmly believe that behavioural science will take a leading role in talent acquisition in the future, particularly when it comes to automation and personalisation, and that's why I wanted to give you all a second chance to listen to what Rory has to say.

In the interview, we discuss:

Why Behavioural Science is the science of knowing what economists are wrong about

The dangers of defensive decision making

Finding psychological truths and the importance of emotions

Why Uber has a map

Recruiting for diversity of thought

How Ogilvy have redesigned the recruiting process to find people of exceptional non-standard ability

While the average is not the optimal solution

The difference between equality of opportunity and diversity of opportunity

Why work is a relational relationship, not a transactional one

Cost reduction versus lost opportunities

Personalising the value exchange between employer and employee

The future of work and why it has taken a pandemic to get us there

Follow this podcast on Apple Podcasts.

Round Up June 2022 Jul 06, 2022

Show notes

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 442: Lessons From Elite Cycling

Ep 443: The Nowhere Office

Ep 444: Workplace Culture

Ep 445: Happiness At Work

Ep 446: The Competitive Advantage Of Employee Experience

Ep 447: Dealing With Disruption

Ep 448: Proving The Business Value Of Talent Marketing

Ep 448: Proving The Business Value Of Talent Marketing Jun 29, 2022

Show notes

Measuring the impact of talent marking in a way that aligns with the rest of the business and demonstrates value for the c-suite has always been challenging. TA leaders often find themselves judged by measures and outcomes they don't fully control, which are impossible to translate into business value.

So how do you prove the business impact of recruitment marketing and employer branding, particularly in such volatile times?

My guest this week is Nick Thompson, Global Talent Marketing Leader at IBM. Nick and his team have been working on this issue for a while and have devised a way of measuring the value of talent marketing that resonates with the C-Suite and provides a laser focus for optimisation and improvement.

In the interview, we discuss:

The scale of recruiting at IBM

The current state of the global market for tech hiring

The shortcomings of existing talent marketing metrics

Speaking the same language as the rest of the business

Measuring where you have ownership and control

What is the time to apply metric, and how was it developed?

What insights does time to apply enable?

Mapping onto business value

The reaction

The levers that reduce time to apply

Removing the reasons why people don't click apply

The role of employer branding

Advice to TA leaders

Listen to this podcast on Apple Podcasts

Ep 447: Dealing With Disruption Jun 24, 2022

Show notes

Back in 2020, there was an acknowledgement that talent acquisition had changed forever but a sense that things would eventually stabilise into a new normal. Two and half years later, it is clear that the only new normal is continual long-term disruption, change and uncertainty.

So what should TA leaders focus on to give their organisations the best chance of maintaining a competitive talent advantage in these challenging times?

My guest this week is Hayli Thornhill, Head of Recruiting at Brighthire. Hayli is an experienced TA Leader with experience in both start-ups and large corporates. She has some insightful advice on dealing with disruption and preparing for an uncertain future.

In the interview, we discuss:

Long term disruption and uncertainty

Intelligent interview and evidence based hiring

What should TA Leaders be focusing on

Efficiency and quality

Auditing tech stacks

Modernising interviewer training

Improving the hiring process

Five non-negotiables to focus on

Providing a brilliant candidate experience

Looking to the future

Listen to this podcast on Apple Podcasts

A full transcript will appear here shortly

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