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