Kevin Wheeler - Navigating the AI Revolution in Hiring

Julius Probst, PhD - UK Autumn Budget 2025 Review

In this episode, Glenn and Matthias sit down with labour economist Dr Julian Probst to unpack the real consequences of the Autumn Budget on businesses, workers, and the 16–24 labour market. Julian is honest about the trade-offs: the fiscal outlook may look slightly better, but the policy choices are far from it. We break down stealth tax rises through fiscal drag, the pension-salary-sacrifice change hitting employers from 2029, and a minimum wage increase that risks driving even more young people into NEET status. Glenn and Matthias bring the People and Talent lens: what this Budget means for hiring confidence, productivity, and already strained sectors. We confront a persistent misconception in HR. You cannot ignore macroeconomics. Economic literacy is now part of the job. In this episode, we explore: → Why this Budget quietly tightens the screws on business and hiring → How fiscal drag and frozen thresholds reshape work incentives → Why excessive minimum wage increases risk long-term damage to youth employment → The hidden employer tax bomb landing in 2029 → Why macroeconomics now sits squarely in the People & Talent skillset → What this means for workforce planning, recruitment, and economic resilience If you’re a Founder, HR leader, recruiter, or People professional trying to make sense of the economy’s impact on work, this conversation cuts through the noise. Escape the Echo Chamber: honest conversations that challenge the status quo and connect us as humans.

Marie Chaproniere - Unmasking Authenticity at Work

What masks do we wear at work — and what happens when we finally take them off? In this episode, Glenn Martin and Matthias Schmeisser sit down with Marie Chaproniere, Founder of Behind the Mask, to explore how authenticity, vulnerability, and belonging are reshaping the modern workplace. Marie shares her journey creating a movement that gives People & Culture leaders, HR professionals, and wellbeing advocates the space to talk openly about what’s really going on behind polished job titles — from mental health and neurodiversity to grief, loss, and identity. Together, we unpack why “bringing your whole self to work” can feel impossible, how societal expectations force us to perform versions of ourselves, and what it takes to unlearn that conditioning. 💬 Expect a raw, human conversation on: → The hidden cost of workplace masks → Why authenticity is a lifelong practice → The courage it takes to be seen → Building empathy-led leadership cultures If you’ve ever felt you had to edit yourself to fit in — this one’s for you. 🎙 Escape the Echo Chamber: honest conversations that challenge the status quo and connect us as humans.

Charles Handler, PhD - AI in Hiring: Ethics, Evidence & Keeping Humans in the Loop

In this episode Glenn and Matthias welcome Dr Charles Handler to the mic. Charles brings a measured, evidence-first view on how AI is reshaping recruitment - not as a magic wand, but as a set of powerful tools that need rules, scrutiny and a clear human owner. We unpack where AI helps (speed, consistency, candidate matching), where it hurts (opaque models, knowledge-hiding, and a creeping loss of psychological safety) and — crucially — how organisations can pilot, measure and govern these tools without turning hiring into a lottery. We also argue for moving from “AI hacks” to AI literacy so teams can make confident, ethical choices rather than copy-pasting hype. Key takeaways: → AI is becoming a standard in recruitment processes. → Defining measurement criteria is crucial for effective hiring. → AI tools must be critically evaluated for effectiveness. → Pilot programs can help organisations test AI solutions. → Ethics and governance are essential in AI utilisation. → Matching candidates with jobs requires clear job descriptions. → AI can enhance human decision-making but should not replace it. → Regulatory frameworks for AI are evolving but challenging to enforce. → Continuous education on AI is necessary for HR professionals. → The future of work will involve collaboration between AI and humans.

Shiran Danoch, PhD - The Science Behind Effective Hiring

The Guest is Shiran Danoch, PhD and she joins Glenn Martin and Matthias Schmeisser, to delve into the complexities of talent acquisition, discussing the challenges of hiring, the importance of assessments, and the role of bias in the hiring process. They explore how structured interviews and AI can enhance hiring practices while emphasising the need for a focus on skills, motivations, and emotional intelligence. The discussion highlights the evolving landscape of recruitment and the necessity for organisations to adapt their hiring strategies to remain competitive. Key takeaways include: → Hiring is perceived as an art, but it should be a science. → Bias in hiring is a significant issue that needs addressing. → Structured interviews can significantly improve hiring outcomes. → AI can help reduce bias but must be used thoughtfully. → Effective communication is crucial in the interview process. → Skills-based hiring should focus on application, not just validation. → Emotional intelligence is a key predictor of job performance. → Organisations must adapt their hiring processes to remain competitive. → Candidate experience is vital for attracting top talent. → Social skills are increasingly important in the workplace.

Kevin Wheeler - Navigating the AI Revolution in Hiring

In this conversation, Glenn Martin and Matthias Schmeisser discuss the transformative impact of AI on the recruitment industry with Kevin Wheeler, Founder of The Future of Talent Institute.  They explore how AI is set to eliminate traditional recruiting roles, the myths surrounding productivity and AI, and the limitations of human judgment and networking in hiring. The discussion emphasises the need for recruiters to adapt to new roles, develop AI literacy, and consider ethical implications as the landscape of talent acquisition evolves. Key takeaways include:  * AI will fundamentally change recruitment jobs. * Traditional recruiting skills are becoming obsolete. * AI can increase efficiency but may complicate processes. * Human judgment in recruitment is often biased. * Networking is limited and AI can broaden talent searches. * Relationships in recruitment are often superficial. * AI can provide better candidate experiences than humans. * Recruiters need to adapt to new roles and skills. * AI literacy is crucial for future success in recruitment. * The future of recruitment will involve more ethical considerations.