The entire recruiting landscape is undergoing a profound transformation as organizations grapple with the implications of AI and the economic disruption 2025 is bringing. Talent acquisition teams are drowning in applications while simultaneously being asked to do more with fewer resources. Candidates find themselves in increasingly dehumanized processes where ghosting is now the norm. At the same time, regulatory bodies are developing laws to ensure fairness and transparency around the use of AI in hiring. So, how can employers navigate this challenging terrain while creating fair, accessible, and effective hiring processes? My guest this week is Ruth Miller, a talent acquisition and HR consultant who works across the public and private sectors. Ruth is an advisor to the Better Hiring Institute, working with the UK Government on developing legislation around AI in recruiting. In our conversation, she shares her insights into how organizations can proactively develop strategies that balance innovation with compliance while enhancing rather than diminishing the human elements of hiring. - Different perceptions and reactions to AI among employers across sectors - The paradox of AI both introducing and potentially removing bias from hiring processes - Neurodivergent candidates and AI in job applications - Common misconceptions job seekers have about employers' AI usage. - Strategic advice for organizations implementing AI in recruitment - The future of recruitment and the evolving balance between AI and human interaction Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

AI adoption is still slow in talent acquisition. Employers are experimenting with AI for tactical tasks while missing its transformative potential. This gap between tentative experimentation and strategic implementation stems from multiple challenges, including ethical concerns, a lack of training and awareness, overblown vendor claims, and anxiety about what AI means for job security. So, how can talent leaders shift from automation anxiety to augmentation advantage, transforming their teams from tactical processors to talent advisors? My guest this week is Matt Burney, Senior Strategic Advisor at Indeed. Matt has deep expertise in recruitment technology and workforce trends and explains how AI can elevate recruiters' roles rather than diminishing or eliminating them. In the interview, we discuss: The current state of AI in recruiting Why organizations remain trapped in tactical AI implementations Understanding the root causes of automation anxiety Asking better questions, not just getting faster answers Automation versus Augmentation Why efficiency needs to be about proving value, not replacing people The role of AI in skills-based thinking Why training, education, and greater awareness are vital What does the future of work look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

The acceleration of AI in talent acquisition has sparked both excitement and concern across the industry. While many fear automation might make recruiting more mechanical and impersonal, what if the opposite were true? Traditional recruiting processes already force candidates and recruiters into transactional relationships - with endless applications, screening calls, and administrative tasks leaving little room for meaningful human connection. At the same time, increasing expectations for personalized experiences are putting pressure on talent teams who don't have enough hours in the day. So, can AI actually make hiring more human rather than less? My guest this week is Diana Tsai, Co-founder and CEO of Upwage, a company building AI interviewing agents that have been proven to reduce turnover by as much as 48%. Diana shares valuable insights from working with employers to deploy over 4,000 AI agents. We also discuss her recently published book "AI For Good", which maps out a positive vision for the future of recruiting where AI doesn't replace human connection but creates space for it to flourish.  In the interview, we discuss: Why Diana wrote a book about the positive future of AI in recruiting How the role of recruiters is evolving with AI empowerment Where will the data come from to power advanced AI talent systems? How to ensure AI reduces bias rather than amplifying it The human-AI balance and what AI will never replace Key signals that indicate the transformation of recruiting is accelerating What will recruiting look like in 2035? Follow this podcast on Apple Podcast. Follow this podcast on Spotify.

I firmly believe that AI is the most significant technological transformation of our lifetime. What will separate talent acquisition professionals who'll thrive in this new world from those who'll get left behind? The answer isn't about the technology itself, but our mindset towards it.  Viewing AI as an opportunity rather than a threat might be your most important career decision this decade, determining whether you'll lead or follow as this revolution unfolds. So, how do we transform our mindset from panic and denial to opportunity and strategy in a way that positions us to thrive alongside AI? My guest this week is Ronsley Vaz, author of the brilliant book "Amplify AI." Ronsley's background as a software engineer and subsequent career in business and podcasting means that he brings a uniquely valuable perspective to this conversation, In our discussion, we talk about the psychological barriers that can prevent us from thinking about AI strategically. We explore how TA professionals can shift their mindset from fear to opportunity and build on their existing expertise to develop practical approaches to AI adoption that emphasize courage and strategic thinking. In the interview, we discuss: Why AI is the biggest and most significant technology shift in our lifetimes Moving from panic and denial toward opportunity and strategy How AI can augment and amplify your expertise Hype versus reality and is the pace of innovation sustainable? Assistant versus Agent The biggest mistake people make using LLMs Courage, Collaboration, and Connections How to understand and keep up to date with the AI revolution What does the future hold? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Research consistently shows that happy employees are more engaged, more productive, and stay with their companies longer. While many organizations recognize this connection, they often lack the data and insights needed to make meaningful improvements in their workplace culture. With different generations having different expectations from work and regional variations in what contributes to happiness, reliable metrics are essential for making the right decisions. So, how can employers better understand workplace happiness and use this data to attract and retain talent? My guest this week is Matt Ward, Head of Recruitment Services at WorkL. For their latest research report, WorkL surveyed 400,000 employees in 26 industries across 100 countries on the key drivers of workplace happiness. The results give us some fantastic insights that can help make talent acquisition and retention strategies significantly more effective. In the interview, we discuss: The findings from WorkL's latest workplace happiness report  The six key elements that contribute to workplace happiness Why workplace happiness is rising globally  Variations across generations and genders What is driving flight risk? The continued importance of flexibility at work How can Talent Acquisition teams leverage happiness data for competitive talent advantage? What does the future look like? Follow this podcast on Apple Podcasts Follow this podcast on Spotify

Understanding today's complex labor market requires accurate data rather than just following headlines or anecdotes. For businesses and talent professionals, having reliable insights into hiring trends, wage movements, and worker expectations is essential for making informed decisions in these uncertain times. My guest this week is Jack Kennedy, Senior Economist at Indeed; drawing from Indeed's real-time analysis of millions of job postings, CVs, and marketplace behaviors, Indeed Hiring Lab's research provides a unique window into what's happening in the job market. We're focusing on the UK market in this conversation, but Jack does provide some broader global insights and highlights the many global commonalities when it comes to worker motivations, aging populations, and the impact of AI In the interview, we discuss: The state of the UK labour market in early 2025 How geopolitical issues are impacting hiring trends globally The surprising resilience of wages despite market cooling Primary motivators for job seekers in today's market The truth about remote and hybrid work trends versus media narratives How AI is already reshaping employment and creating new opportunities A growing focus on neurodiversity in job postings Preparing for demographic challenges and an aging workforce The Labour market outlook for the next 12-18 months Follow this podcast on Spotify Follow this podcast on Apple Podcasts.

The pace of AI adoption is accelerating rapidly, yet most organizations aren't integrating it effectively into talent acquisition—and they certainly aren't thinking big enough about its implications. Many companies are simply automating existing processes rather than reimagining what recruitment could become in an AI-driven world.  So, how can talent acquisition leaders think exponentially bigger about AI's potential, moving beyond incremental improvements to envision and create an entirely new paradigm for talent strategy? My guest this week is Richard Bradley, who has decades of experience in the RPO space and the wider staffing and TA ecosystem. Richard challenges us to think radically bigger about AI's impact, arguing that most organizations are severely underestimating the scale of transformation ahead. He explores how forward-thinking TA leaders must move beyond automating processes to reimagining the entire concept of recruitment. In the interview, we discuss: How does AI in 2025 compare to the Internet revolution of the late '90s Ask & Generate vs Search & Consume The risks of automating bad processes with AI rather than reimagining them How TA technology needs to evolve to be fit for purpose Durable soft skills The shift from traditional recruiters to talent strategists Why TA will evolve rather than disappear What the TA team of the future will look like  Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

There have never been as many forces driving change in Talent Acquisition as there are in 2025. Skills-based thinking, economic pressures, the rise of AI, and the resulting change in both C-Suite expectations and Job Seeker behavior, to name a few. Unsurprisingly, then, TA Teams are scrambling to demonstrate the impact they have on and the value they drive for their business. However, this is much easier said than done with the relentless increase in the pace of change. So, how can TA Leaders harness 2025's winds of change to demonstrate their teams' impact and the value they drive?  Where better to get expert insights, shrewd commentary, and actionable advice than Transform? For those of you who are unaware of Transform, it is one of the best industry conferences out there, and I recently got back from Transform 2025. While there, I asked a range of people what they thought TA should be doing to make a measurable impact in 2025. Here are a selection of the answers. Get ready to hear from Daniel Chait - CEO at Greenhouse; Allyn Bailey - Senior Director of Brand Experiences and Communications at SmartRecruiters; Mike Stafiej - CEO at Erin; Jocelyn King - CEO of Virgill HR; John Baldino - President at Humareso and v- CEO at Elayne. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

The talent acquisition landscape is fundamentally transforming. AI and automation are eliminating repetitive tasks and creating space for recruiters to become true strategic partners. This shift demands that TA professionals evolve beyond transaction-focused activities to provide consultative guidance backed by data and their unique expertise.  So, how can TA leaders successfully guide their teams through this transformation from transactional order takers to valued talent advisors? My guest this week is Mike Aronson, Global Head of Talent Acquisition Operations at Johnson Controls. With over 20 years of experience in talent acquisition evolution, Mike shares practical insights on leading transformational change and proactively planning for the future. In the interview, we discuss: The shifting power dynamic in TA The current impact of AI Elevating the skills of TA Teams to be more strategic Change mindset instead of change management How do Talent Advisors add value to the business? The critical importance of skills-based hiring How can TA Leaders drive transformation? Building a hyper-personalized recruiting experience  What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

The conversation around AI in talent acquisition often focuses on incremental improvements and point solutions – better job descriptions, faster candidate matching, or automated interview scheduling. But this limited view dramatically underestimates the fundamental transformation that's already underway. While many are still debating whether AI is overhyped, there is growing evidence that it is actually significantly underhyped, with implications far beyond what most TA leaders are preparing for. So, how can TA move beyond tactical AI implementations to develop the strategic capabilities that will soon be essential? My guest this week is Jonathan Kestenbaum, Managing Director of Tech Strategy at AMS and a long-time trusted authority in work tech innovation. Jonathan cuts through the noise to explain why current industry discussions around AI are missing the bigger picture – a future where talent acquisition transforms into strategic orchestration and the way organizations attract and deploy talent is fundamentally reshaped . In the interview, we discuss:  The unprecedented speed of change compared to previous tech cycles  The current AI use cases that hint at a much more significant transformation ahead Why recruitment processes need a complete redesign, not just automation  The split between humans and machines and the impact on jobs Skills based firing Moving from talent acquisition to talent orchestration  What do TA Leaders need to do right now What does the TA Tech stack of the future look like Follow this podcast in Apple Podcasts. Follow this podcast on Spotify.

Live from the Shaker Green Room at RecFest USA, The Chad & Cheese Podcast welcomes Paige Elliott, Global Employer Brand Manager at Veeam Software. Paige shares why authentic diversity stories are critical to employer branding and how aligning internal culture with external messaging attracts talent. She offers practical tips on using video, written content, and audio to amplify diverse voices and build a sense of belonging. The conversation also delves into the growing scrutiny of DE&I commitments, strategic partnerships with organizations like Out & Equal and Women in Tech, and the importance of pay transparency and open dialogue in recruitment. Tune in for insights on creating a workplace where values and culture shine through every action!

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 characterizes these projects. In the interview, we discuss: • [01:22] The key differences between employer brand, employer branding, and EVP • [04:58] Why some EVP development processes have become unnecessarily complex • [06:54] How organizations can balance speed with rigor in developing their EVPs • [09:55] What is a minimum viable EVP? • [12:28] Why so many EVPs sound similar, and how companies can genuinely differentiate themselves • [15:38] How employer branding has evolved over the past decade • [18:57] The role of AI and technology in transforming employer brand strategy • [20:52] How AI is revolutionizing qualitative data analysis for EVP insights • [22:21] The shift toward more dynamic, evolving EVPs connected to business objectives • [23:53] What does the future of employer branding look like Follow this podcast on Apple Podcasts Follow this podcast on Spotify.

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 importance of skills-based thinking in achieving this In the interview, we discuss:  • [02:03] Why personalization has become the fundamental employee expectation in today's workplace  • [04:43] How HR can shape organizational culture to support individualized employee journeys • [09:54] Leveraging technology to create hyper-personalized experiences throughout the employee lifecycle  • [13:17] Creating a horizontal tech layer that delivers consistent personalization across traditional HR silos  • [15:19] Moving from standardized role-based frameworks to personalized skills-based approaches • [20:50] What the future is going to look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

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 skills that AI can't replicate? My guest this week is Dan Haywood, Chief Customer Officer at Go1, one of the world's leading learning content aggregators. Dan shares valuable insights on how the skills landscape is evolving and why soft skills are becoming increasingly critical as AI handles more technical and repetitive tasks. In the interview, we discuss:  • [01:56] How the demand for skills is evolving in an AI world  • [03:04] Why education systems aren't adequately preparing people for modern work  • [08:11] The four key soft skills groups employers need to focus on  • [11:51] The challenges of defining, measuring, and developing soft skills and how to overcome them  • [14:30] How employers can embed soft skills into their learning culture • [14:30] The importance of executive modeling in skills development  • [16:55] Connecting soft skills development to measurable business outcomes  • [17:02] What the future skills landscape will look like as AI continues to advance Follow this episode on Apple Podcasts. Follow this episode on Spotify.

Live from RecFest USA, The Chad & Cheese Podcast welcomes Orlando Haynes, North American talent acquisition lead at Mosaic. Orlando breaks down why personal branding is a game-changer for recruiters, offering practical tips on leveraging LinkedIn and navigating job searches after layoffs. He also shares how a strong personal brand can transform employees into powerful company ambassadors, boosting recruitment and client attraction. Catch this episode for smart strategies in today’s job market—listen now!

Live from the Shaker Green Room at RecFest USA, Chad & Cheese chat with Ashten Fizer, a dynamic talent brand creator, who brings fresh insights on employer branding to the table. What’s Inside: ✅ The real deal on why authenticity beats overproduced videos in today's branding world. ✅ How effective branding needs cross-department collaboration and creative design systems. ✅ Surprising insights into global recruitment strategies (Hint: LinkedIn isn’t always the answer!). ✅ How a genuine DEI approach can broaden talent pools and drive innovation. If you’re looking to craft a brand that speaks to diverse audiences and embraces transparency, this episode is a must-listen! 🎧 Tune in now and dive deeper at www.HeyAshten.com!

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. In the interview, we discuss: The most important video trends What type of content are employers finding most successful? Telling employee stories authentically The changing tone of business videos Production and outsourcing Nuance and expertise The role of AI What does the future look like Follow this podcast on Apple Podcasts Follow this podcast on Spotify.

In this episode of The Chad & Cheese Podcast, hosts Joel Cheesman and Chad Sowash team up with the marketing maestro, Gina Alioto from Shaker Recruitment Marketing, to dive into the wild world of experiential marketing. They chat about how this approach can turn brand experiences into something you'd remember even if you had the memory of a goldfish, by tickling all your senses. Gina drops some knowledge bombs on why employer branding feels like it's stuck in the '90s compared to today's marketing, and she highlights the importance of Shaker's Vision Report. They also tackle the notion of investing in your brand during economic rollercoasters - because, why not, right? The conversation veers into how tech and analytics could make recruitment as personalized as your grandma's knitting, the ever-evolving DEI scene (which is more complex than assembling IKEA furniture), and why sustainable innovation should be as integral to your business strategy as coffee is to your morning routine. The episode wraps up with a rallying cry for talent leaders to not just sit on their hands but to grab the steering wheel and drive some change, because as we all know, standing still in business is about as useful as a chocolate teapot. Chapters 00:00 - Introducing Gina 02:52 - The Essence of Experiential Marketing 06:07 - Bridging the Gap in Employer Branding 09:04 - The Vision Report: Insights and Themes 11:56 - Investing in Brand: A New Perspective 15:09 - The Role of Technology in Recruitment 18:07 - Analytics and Measuring Success 21:01 - Navigating DEI in Today's Landscape 24:07 - Sustainable Innovation in Recruitment

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 racing to adapt, others are taking a wait-and-see approach. But as we've seen before, hesitation in times of change comes with consequences. HR and talent leaders have a rare opportunity to step up not just to improve hiring but also to influence enterprise-wide strategy.  My guest this week is Laura Coccaro, Chief People Officer at iCIMS. With access to one of the world's most comprehensive hiring data sets, Laura has a unique perspective on the intersection of AI, talent, and business strategy. In our conversation, we discuss why HR must take ownership of AI's impact on the workforce, how businesses can future-proof their talent strategies, and what talent leaders need to do now to stay ahead of the curve. In the interview, we discuss: How CPOs are thinking about 2025 Managing risk around talent availability, attrition, and retention Balancing technology and humans to optimize the employee and candidate experience HR's role in enterprise AI strategy Why AI equals people transformation How skills are shifting  Thinking differently about how the work gets done How much will things change in the next 18 to 24 months? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.