HR Collection Playlist

• Ep 723: The Impact Of Career Gap Bias

  For too long, gaps in resumes have been a red flag for recruiters. But what if this outdated bias is costing you your best hires? In today's world, where everyone's constantly reskilling and skills become obsolete within months, penalizing career breaks makes absolutely no sense. This red flag mentality drives ageism and automatically screens out experienced professionals. Organizations clinging to "recent experience" requirements are handing their competitors access to mature talent bringing fresh perspectives, proven loyalty, and decades of expertise. So how can forward-thinking employers flip this nonsensical bias into strategic advantage by recognizing that career breaks often create stronger professionals, not weaker ones? My guest this week is Hazel Little, CEO at Career Returners. Hazel exposes the real cost of resume gap discrimination and shares proven strategies for building returner programs that deliver business results. In our conversation, she reveals why the red flag mentality around career breaks belongs in recruiting's past. In the interview, we discuss: What is a career returner? What are the common issues returners face The human impact of bias What drives career gap bias? Incorrect perceptions, false assumptions, and outdated approaches to hiring The significant advantages of tapping into the returner talent pool The significance of the decreasing shelf life of skills Advice to employers What might the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

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• Ep 719: Recruiting for Skills That Don't Exist Yet

  Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology.  This episode is about Foresight. The pace of change has become relentless. Economic volatility, AI adoption, hybrid work challenges, and geopolitical shifts are forcing companies to completely rethink their workforce strategies. Organizations that once planned in five-year cycles now refresh their approaches on a quarterly or even monthly basis. This unprecedented disruption demands immediate action - but many HR and talent teams remain paralyzed by uncertainty. Traditional recruitment and development approaches simply can't keep pace with how rapidly skills requirements are evolving. What concrete steps should companies take today to build resilience into their talent strategies? My guest this week is Peter Miscovich, Global Future of Work Leader at JLL. Peter has spent 25 years helping Fortune 100 companies navigate workforce transformation and has never been busier than right now. In our conversation, he shares practical insights on building adaptive talent strategies, why continuous learning has become non-negotiable, and the specific skills companies must prioritize immediately to remain competitive in a constantly changing environment. In the interview, we discuss: What are employers most concerned about? AI integration and workforce transformation The age of anxiety Creating multiple flexible scenarios to shape the future Building Liquid Workforces Organisational structures that combine humans and AI Continuous learning, psychological safety, and resilience Anticipating the skills of the future and bridging the L&D gap Reframing your professional identity How should employers be preparing for 2030? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

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• Ep 716: Using AI To Transform Quality of Hire

  Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology. This episode is about Talent and Technology. Timely and effective measurement of the quality of hire has long been a significant frustration for talent acquisition, with meaningful data often trapped in subjective performance reviews that arrive too late to be of any help. But what if AI could help connect interview assessments, onboarding metrics, and performance data in ways that reveal which hires are going to succeed, creating real-time feedback loops that continually improve hiring decisions?   So, how exactly can employers build these types of connected systems? My guest this week is Mark Linnville, Head of Talent at Garner Health. In our conversation, he reveals how to identify accurate leading indicators for quality of hire, why authentic interview experiences help predict performance, and how AI helps connect the dots we've been missing. In the interview, we discuss: Talent market challenges Removing the silos in the talent function Providing a true-to-self candidate experience How do you judge quality of hire from a TA perspective? Leading indicators versus lagging data Creating continuous feedback loops Using AI to connect interviews to performance The importance of the human element of talent acquisition What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

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• Ep 715: Addressing Ageism In Hiring

  Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology. This episode is about Talent. While we're seeing a growing awareness of ageism, the reality is that it is regularly ignored as an inclusion factor. The impact of this is staggering. AARP estimates that ageism costs the US economy $850 billion in lost GDP annually, and research shows that intergenerational teams consistently outperform age-segregated ones in terms of productivity and innovation. Yet, unlike other forms of discrimination, age bias is openly accepted in hiring via things like age-coded job descriptions and ATS systems that filter by graduation dates. So what will it take for organizations to recognize that age discrimination isn't just morally wrong - it's actively destroying their competitive advantage? My guest this week is Maureen Clough, host of the 'It Gets Late Early' podcast and advocate against ageism on a mission to expose this universal form of discrimination. In our conversation, she reveals practical strategies for both employers and job seekers to combat age bias while building truly inclusive workplaces that work for everyone. In the interview, we discuss: Is ageism getting worse? The $850 billion impact on GDP How ageism is baked into some recruiting processes Why proving age discrimination in the US is so difficult. What should TA do to combat ageism? The power of intergenerational teams and mentorship AI's impact on entry-level jobs and Gen Z's involuntary disconnection from the workplace Strategies for older job seekers What should the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

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• Ep 714: Navigating AI In Talent Acquisition

  Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology.  This episode is about Influence and Technology. Talent Acquisition leaders are navigating a uniquely challenging period, juggling rapid advancements in AI with ongoing operational demands. The opportunity to automate routine tasks is clear, but the real challenge is determining where AI ends and human intervention begins.  With AI technologies rapidly reshaping the recruitment landscape, how can employers ensure they deploy AI strategically rather than superficially?  My guest this week is Chris Riche-Webber, VP Business Intelligence and Analytics at SmartRecruiters. Chris shares valuable insights into defining clear outcomes for AI deployment, experimenting effectively, and building genuine trust with technology vendors. In the interview, we discuss:  Current TA market realities Implementing AI to its full potential Defining the split between automation, augmentation, and obsolescence Why trust is critical for AI success Radical shifts in recruiter roles Hiring Manager self-service and why human backstops aren't the solution What will TA teams do when AI gives them increased capacity? How to build a business case What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

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