HR Interviews Playlist

Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. 

This episode is about technology and foresight.

AI terminology is getting confusing, which is compounded by vast amounts of marketing focusing on future promises rather than the current reality. Beyond the jargon and hype, how can AI agents be used to tackle today's recruiting problems?

My guest this week is Shiran Yaroslavsky, SVP Product at SmartRecruiters. Shiran shares the importance of using customer research to build AI solutions for genuine recruiting challenges and to create the right vision for the future

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In the interview, we discuss:

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A full transcript will appear here shortly.

Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.

This episode is about technology.

Most HR tech projects end in disappointment because organizations focus all their energy on implementation rather than adoption. If successful transformation is dependent on what happens after the go-live date, how can employers build sustainable tech adoption that delivers lasting business value?

My guest this week is Melissa Hojwall, Global HR Tech Leader at H&M. H&M has over 100,000 employees, the majority of whom are frontline workers, making internal tech adoption both challenging and high impact. In conversation, Melissa talks about the strategies around implementation, adoption, and continuous change management that help make TA and HR Tech projects successful.

In the interview, we discuss:

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Recruiting Future is a podcast designed to help Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. 

This episode is about talent and technology.

Many employers are facing an increasing problem with candidates' use of AI. Along with dramatically increasing application numbers, AI tools are, in some cases, allowing potentially unsuitable candidates to jump to the front of the queue, endangering the integrity of the recruiting process. One potential answer to this challenge is to deploy science-based psychometric testing much earlier in the process than has traditionally been the case.

So, how should assessment tools and technologies evolve to combine scientific robustness, candidate engagement, and resilience against AI manipulation

My guest this week is Alan Bourne, Partner at Omatti and an expert in assessment innovation. Alan highlights the issues with legacy assessment tools and sets out a blueprint for transformation that embraces AI to enhance both the candidate experience and the predictive accuracy of the tools. We also discuss the role of assessment in the move to skills organisations.

In the interview, we discuss:

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Recruiting Future helps Talent Acquisition teams drive measurable value by developing strategic capability in Foresight, Influence, Talent, and Technology. In this episode, we'll be focusing specifically on technology.

The fundamental shift from complex software user interfaces to conversational recruiting technology is happening right now, with profound implications for how we think about the ATS. 

What are the implications for both recruiters and candidates when the recruiting system becomes an invisible part of the flow of communication?

My guest this week is Michal Nowak, SVP of Engineering at SmartRecruiters. In our conversation, Michal shares his insights on how conversational interfaces can transform recruiting from an admin-heavy profession to one focused on meaningful human connections and strategic thinking.

In the interview, we discuss:

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Employee turnover continues to undermine talent acquisition efforts, with many organizations investing heavily in hiring only to watch new talent walk out the door feeling unappreciated. Even organizations with the most robust hiring processes continue to struggle with retention, costing millions in lost productivity and repeated recruitment efforts.

So how can companies ensure their hard-won talent becomes long-term, engaged contributors in competitive talent landscapes?

My guest this week is Brie Harvey, Head of Market Research and Community for Achievers. Achievers is helping organizations implement recognition strategies that transform employee experience and dramatically improve retention rates.

Brie offers valuable perspectives on data-driven insights connecting recognition to business outcomes and how taking the right approach to appreciation can protect recruitment investments and drive performance across the entire employee lifecycle.

In the interview, we discuss:

• TA's lack of control over ultimate hiring outcomes

• Praise versus recognition

• When hygiene factors are missing, recognition will always fail to have an impact.

• Low-cost, high-impact strategies

• Impact of recognition on key business metrics

• Building the business case for HR Tech

• Identifying the performance outcomes that move technology investment from nice to have to must-have

• AI-driven personalization

• What does the future look like?

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Recruiting Future is the podcast that helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. 

Skills shortages in emerging technologies have reached critical levels, with companies all fishing in the same tiny talent pool for experienced professionals. But if these technologies are relatively new, why assume only experienced talent can work with them? 

In such fast-moving industries, how can companies develop their early career hiring strategies to ensure they get net new talent who can be productive immediately?

My guest this week is Tan Moorthy, CEO of Revature. Revature is helping employers build pipelines of entry-level talent by giving high-potential hires the training and development they need to be effective from their first day. In our conversation, Tan gives us an insight into a structured approach to identifying, developing, and deploying new talent, which is transforming how organizations solve their tech talent shortages.

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The early careers landscape is experiencing unprecedented disruption. While AI technology offers opportunities to transform how organizations operate, it eliminates many administrative tasks that once formed the foundation of entry-level positions. At the same time, employers are rigidly demanding years of experience and specific technical skills for roles labeled as "entry-level," leaving Gen Z unable to even begin their careers and risking their disconnection from the workforce altogether.

So, how can talent acquisition professionals transform this crisis into an opportunity?

My guest this week is Caitlin McGregor, CEO and co-founder of Plum. Caitlin shows how employers can leverage Gen Z as the first AI-native workforce who don't have to unlearn old ways of working - they can start with AI-powered approaches from day one without the burden of "how things used to be done." But accessing this advantage requires shifting focus toward durable skills like innovation, adaptation, and communication, not the hard, perishable skills most employers are currently looking for

In the interview, we discuss:

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Celebrating 10 years of Recruiting Future!

Over the last 10 years, I’ve interviewed hundreds of TA Leaders as well as CEOs, thought leaders, and the people building the technology that drives the industry forward.

Back in 2015, we thought the pace of change was super fast and that the level of disruption was off the scale with social and mobile technologies reshaping how we communicated. In some ways, we might think it was impossible back then to imagine the world we live in now, but many of the changes we see in TA today have been in the works for a long time.

The speed of change in talent acquisition is governed by the tension between organizational inertia, which slows things down, and external events like the pandemic, which can cause things to move at lightning-fast speeds.

The Generative AI revolution is most definitely in the latter category. We are on the cusp of the most significant changes to TA and recruiting we have ever seen.

So, as a TA Leader, how do you manage that change and make sure you and your organization are fit for the future?

Over the last few months, I’ve been using the power of AI to unlock the Recruiting Future archive and model the mindset and behaviours of the most successful TA leaders that I’ve interviewed. People who have changed how their organizations think about talent, who thrive on disruption as a catalyst for positive change, and who know how to use technology to enable their vision.

These leaders all have four things in common. They use foresight to understand and shape the future, they build influence with the most senior stakeholders in their organisation, they think different to create innovative talent strategies and they use the impact of new technologies to accelerate change.

Foresight, Influence, Talent and Technology = Fitt

This episode features clips from interviews with two TA leaders, two CHROs, a Behavioural Scientist, and a Futurist talking about these four key areas and what you and your teams can do to be fit for the future.

Featuring:

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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

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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?

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