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  • Ep 805: Hiring's Signal Problem

    Ep 805: Hiring's Signal Problem
    2026/07/06
    The talent market is sending mixed signals. Employers insist they can't find the people they need, while experienced, capable candidates say they are applying into a void and hearing nothing back. Both are describing the same market, so something in the middle is failing. A lot of recruiting technology was built to handle volume, to move large numbers of applicants through a process quickly. What it struggles to do is read signal, to interpret whether someone actually has the judgment and context to solve the problem a business has. So how do we fix this problem, and will AI give us the solution? My guest this week is James Gardner, a talent acquisition and transformation leader who has spent over twenty years building and scaling talent functions. In our conversation, he shares what his own data-driven job search revealed about the market, why volume systems and signal systems pull in opposite directions, and how AI could either fix the problem or make it considerably worse. In the interview, we discuss: What's really happening on both sides of the talent market Why the market isn't short of talent; it's short of signal. Running a job search as a data funnel Why silence, not rejection, is the real problem Why volume systems and signal systems contradict each other Where AI screening still can't read potential Applying AI to a broken process just makes it fail faster. Moving TA from a service function to a commercial lever Owning the outcome, not just the shortlist. What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify
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    28 分
  • Ep 804: The Talent Pool Employers Need

    Ep 804: The Talent Pool Employers Need
    2026/07/02
    As AI reshapes how work gets done, the most valuable thing a person can bring to their job isn’t recent task experience; it is the depth of judgment, sector knowledge, and decision-making that takes years to build. That is precisely what AI augments rather than replaces. However, in a cautious hiring market, recency is being given overinflated importance, and a large pool of deeply experienced professionals is being filtered out because they have a gap on their resume. These are people with the experience and maturity, and strong appetite for engaging with new technology that the AI era needs. So why are employers overlooking this talent, and how should TA leaders rethink their hiring strategies to fix this My guest this week is Hazel Little, CEO of Career Returners. In our conversation, Hazel explains what the data reveals about the returner experience in 2026, why deep experience and judgment matter more than recency in an AI-augmented workplace, and shares some practical advice on making hiring more effective. In the interview, we discuss: How the landscape for career returners has worsened in the last year The unique benefits returners can bring to organizations. Why there is still so much stigma around career breaks and resume gaps How the hiring process amplifies the confidence gap The importance of potential over experience in a fast-changing world of work Why the human judgment needed to work with AI comes from experience The skills shortage hiding in plain sight Building potential rather than buying experience Screening and the hiring manager mindset What TA needs to do differently to harness this valuable talent pool. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
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    29 分
  • Ep 803: AI Native Recruiting

    Ep 803: AI Native Recruiting
    2026/06/28
    AI offers a genuine opportunity to reinvent talent acquisition, but not many employers have gone beyond targeting incremental improvements in speed and efficiency. The ones who are truly using AI to be transformational are doing something fundamentally different. It takes a real commitment to experimentation, a clear definition of what AI fluency means, and a willingness to redesign hiring from scratch. So what does that shift actually look like in practice? My guest this week is Tracy St. Dic, Global Head of Talent at Zapier, where going AI-native is a company-wide mission. In our conversation, Tracy shares how Zapier is redefining AI fluency, redesigning the hiring process from the ground up, and rethinking what the recruiter role looks like in an AI native world. In the interview, we discuss: What is an AI Native company? The difference between AI adoption and AI transformation What is AI fluency? A mindset of experimentation, curiosity, and discernment Upskilling the TA Team Psychological safety and protected time The impact of implementing an AI interviewer and the diminishing importance of the resume Fraud versus cheating versus just using the available tools What is true transformation in recruiting, and what does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify
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    35 分
  • Ep 802: How LLMs Are Redefining Job Search

    Ep 802: How LLMs Are Redefining Job Search
    2026/06/25
    The way people look for work is changing fast. A growing number of job seekers now begin by using tools like ChatGPT, asking questions in plain language about roles, salaries, and what it's actually like to work for a company. It is a very different starting point from typing a job title into a search box and scrolling through pages of aggregator links. At a time when employers are drowning in low-intent applications, something interesting is happening at the other end. Candidates who find roles through AI search arrive with real context about the company, the role, and why it fits their life. So how can employers make the most of this new world of job search? My guest this week is Ben Russell, Co-founder at SonicJobs. In our conversation, Ben explains how AI-driven job search is developing, what it means for candidate intent, and why he thinks this moment could rebuild trust between employers and job seekers. In the interview, we discuss: The role LLMs are now playing in the job search. Changes in job seeker behaviour Lessons from the rise of Google Building apps in ChatGPT Implicit and explicit discovery The implications of conversational search Delivering well-informed, high-intent applicants How employers can own their own brand What does the future of the job search look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly.
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    33 分
  • Ep 801: What Does AI-First Really Mean?

    Ep 801: What Does AI-First Really Mean?
    2026/06/18
    A growing number of organizations are rushing to put AI to work, often announcing themselves as AI-first before working out what that actually means. What many are finding is that AI tends to surface whatever was already underneath. Where the data is patchy, the content conflicting, and no one quite owns the end-to-end process, the technology exposes all of it rather than fixing any of it. At the same time, AI is starting to reshape work itself, raising hard questions about which tasks remain genuinely human and what HR and TA roles will look like on the other side. So what does it take to build foundations solid enough to make these tools deliver? My guest this week is Mark Stelzner, founder and managing principal at IA. In our conversation, Mark explains what it really takes to make AI work in the people function. In the interview, we discuss: What are the driving forces and catalysts for transformation? How AI amplifies rather than fixes existing problems What does AI first actually mean? Re-inventing processes in large complex organizations AI’s impact on work Displaced skills, amplified skills, and uniquely human skills Turning capacity into new value The impact of transformation on people and culture The new role of the CHRO Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly.
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    24 分
  • Ep 800: Will AI Break Recruiting?

    Ep 800: Will AI Break Recruiting?
    2026/06/12
    Recruiting has always had an innovation problem, and the AI revolution has brought it to a fork in the road. Will AI facilitate a revolution in hiring that drives more value than we have seen in 200 years or will it finally break recruiting as we’ve always known it. In this special 800th episode of Recruiting Future, Matt Alder tells a story that brings together Cornish Tin miners migrating to Mexico in the 1820, a letter Leonardo Da Vinci wrote to the Duke of Milan in 1492, the rise of AI and long-standing problems with have with innovating how we recruit talent. How can we use AI to solve age old problems, what are the risk involved and how should TA Leaders be preparing their teams? In the episode Matt discusses: How modern-day recruiting has been inherited and never designed The similarities between recruiting today and recruiting 200 years ago Case studies illustrating the huge amount of value AI can bring in hiring Three big risks The fork in the road AI has brought us to A framework for AI Readiness Winding roads and jagged frontiers How we can build the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
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    47 分
  • Ep 799: Growing the Talent You Can't Hire

    Ep 799: Growing the Talent You Can't Hire
    2026/06/03
    In some industries, aging workforces and deepening skill shortages mean companies can no longer rely on hiring the experienced workers they need. The only realistic option is to grow their own, and that puts apprenticeship schemes right at the centre of workforce planning. Running a programme at that scale raises questions that go well beyond recruiting. Culture shapes whether people stay, mentoring determines whether skills actually transfer, and long-term success often depends on governments understanding how to direct support towards the future talent that industries actually need. So what makes an apprenticeship scheme genuinely effective for high-skilled talent, and what has to be in place around it to make it work? My guest this week is David Dart, Chief People Officer at Caliber Holdings. In our conversation, David shares what he's learned building a skilled-talent pipeline at scale. In the interview, we discuss: The unique talent challenges in recruiting auto body technicians Skills shortages and an aging workforce Culture and retention The importance of mentoring The impact of AI on jobs The importance of trades careers and the need for government support What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly.
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    28 分
  • Ep 798 The Frontline of AI Recruiting

    Ep 798 The Frontline of AI Recruiting
    2026/05/30
    In frontline industries, if you can't hire fast enough, the operation stops. A restaurant that can't fill shifts doesn't open. A delivery company that can't onboard drivers loses customers overnight. This constant pressure has pushed frontline employers to adopt AI and automation faster and further than any other area of recruiting. Frontline hiring is now where some of the most advanced AI-driven recruiting is happening. Agents are screening candidates, running compliance, and managing entire workflows. Things that felt theoretical months ago are already working. So what can every employer learn about AI agents, candidate trust, and the balance between humans and automation? My guest this week is Salim Jernite, Chief Product Officer at Fountain. In our conversation, Salim explains how the rapid pace of AI is transforming frontline operations and shares lessons that apply far beyond frontline hiring. In the interview, we discuss: Current challenges in frontline hiring Why speed is the key metric What advantages does AI bring? The importance of candidate experience and building trust AI Orcestration with “Cue” Keeping up with the relentless pace of AI development The balance between humans and automation What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
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    23 分