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...
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Deciding What Not To Automate In Hiring
<p>AI can automate a large and growing share of the recruiting process, and within a few years it may be capable of handling almost all of it. </p> <p>For employers, the question is what AI should be doing in hiring, not simply what it could, and that means deciding where people still need to be involved. </p> <p>Human in the loop is the standard response, but it can amount to little more than a person reviewing and approving what the AI recommends. A recruiter in that position becomes a validator rather than a decision maker, and a...
Round Up September 2026
<p>If you've not listened to Round Up before, it's a short review of the episodes that I've published in the last month to make sure you don't miss out on the valuable insights that my guests are sharing.</p> <p>This month Round Up returns to its live format, and this is a recording of my live conversation with Jim Miller VP of People & Talent at Ashby about four of the episodes published in September 2026</p> <p>Episodes featured in this Round Up:</p> <p>Ep 823: How AI Is Disrupting Entry Level Jobs</p> <p>Ep 824: Is AI Creating...
The Human Side Of AI Readiness
<p>AI is moving from a specialist technology to something employees in large parts of the organization are increasingly expected to be using. Skills, mindsets, and long-established habits are much harder to change than software, which is why meeting that expectation is proving difficult. If the challenge is mainly a human one, AI readiness is as much a matter for HR and talent leaders as for technology teams. So what does it take to get a workforce ready for AI, and what opportunity does that create for talent leaders?</p> <p>My guest this week is Dr. Michael Housman, Co-Founder...
The Talent Employers Are Throwing Away
<p>Redundancies have become a constant feature of the talent market. AI is taking a lot of the blame, but the drivers behind this are much broader. Jobs and skills are changing faster than most organizations can keep track of and the conventional response is to restructure the workforce and then hire in the new skills that are needed. That approach relies on a ready supply of perfectly qualified candidates, and in a fast-moving skills market those candidates are increasingly hard to find. It also assumes that employers already have a clear view of the skills and potential within their...
Is AI Anxiety Holding TA Teams Back?
<p>There is a lot of pressure on talent acquisition to adopt AI, and the discussion about how to do it tends to focus on tools and skills. With layoffs attributed to AI in the headlines, the people in TA teams have good reason to feel anxious about the technology they are being asked to use. That anxiety makes people less willing to experiment, and addressing it has less to do with the technology than with how leaders handle uncertainty. </p> <p>So what does it take to move a recruiting team from anxiety about AI to confidence in using...
What TA Leaders Are Talking About Now
<p>TA leaders have to keep delivering for the business while they use AI to transform how hiring works. At RecFest USA in Nashville, AI was the main topic of conversation, although the people I spoke to talked about much more than the technology. So where should TA leaders be focusing their attention?</p> <p>I recorded seven short interviews at the event, and they fall into three themes. Those themes are the value that talent acquisition brings to the business, the risks that employers now have to manage, and what comes next for hiring.</p> <p>My guests are...
Managing Career Transitions
<p>The world of work is changing quickly, and the way people move between roles is changing with it. Hiring for senior positions looks very different from the way it did even five years ago, while many people still approach their own careers with instincts shaped by a market that no longer exists. </p> <p>What does it mean to manage a career well in this environment, and how do the people who navigate transitions successfully approach them differently? </p> <p>My guest this week is Kelly O. Kay, Global Managing Partner of the Enterprise Software and AI Practice at...
Ep 827: Agent To Agent Recruiting
<p>Recruiting is generating more activity than ever and less connection. Candidates are using AI to produce polished applications at scale, employers are using AI to screen and reach out at scale, and the result is a level of noise that is eroding trust on both sides. More automation applied to the same processes will only make this worse. Solving it means rethinking how matching works, with depth of understanding on both sides and transparency and fairness designed in from the start. So what does that look like in practice?</p> <p>My guest this week is Matt Wilson, Co-founder...
Do AI Interviews Work?
<p>AI is becoming more embedded across recruiting tools, but there is a meaningful difference between AI that automates workflows behind the scenes and AI that talks directly to candidates. When AI conducts the conversation, the stakes are higher; the first interaction shapes how candidates perceive the employer and the role. That is why many talent acquisition teams remain cautious about AI interviews, even as they adopt AI everywhere else. A growing number of enterprises are now running AI interviews at scale in high-volume hiring, and the data coming back on candidate experience and quality of hire improvements is difficult...
The Real Risks Of Candidate Fraud
<p>Remote hiring, freely available deepfake tools and harvested identities have created an opportunity that organized criminals are now taking seriously. State-backed operations are training workers to apply for remote roles using stolen credentials and proxy interviewers. The aim is the salary and access to source code, customer data and intellectual property once they are inside. Recruiters are the ones meeting these people first, and in most organizations they are assessing them with a background check and their own judgment while IT, InfoSec and legal are rarely involved. So how seriously should employers be treating this, and what does a...
