Application volumes are continuing to rise, but finding quality hires remains a challenge. The usual suspects that tend to get the blame are candidates using AI, economic uncertainty, and a continuing decline in job board effectiveness. However, research suggests a more fundamental issue that many organizations overlook.
The words in job descriptions matter more than most teams realize. Non-inclusive language is actually a key factor that stops many qualified candidates from applying. At the same time, regulations around pay transparency and anti-discrimination are proliferating across the US and EU, creating complex compliance requirements for job ads that vary by market. Many employers are also outsourcing their job ad creation to generic LLMs that have more potential to amplify bias than they do to eliminate it.
So, how should employers utilize technology to ensure inclusivity, compliance, and a high-quality response from their advertising
My guest this week is <a href="https://www.linkedin.com/in/pilbyriel/overlay/about-this-profile/">Pil Byriel</a>, CEO and co-founder of Lyser. In our conversation, Pil shares research on how language shapes candidate behavior, why LLM reinforces bias, and the growing complexity of job ad compliance around the world

In the interview, we discuss:
<ul>
 <li>The impact of language on applications from qualified candidates</li>
</ul>
<ul>
 <li>The human-led research behind inclusive communication</li>
</ul>
<ul>
 <li>Why generic AI LLMs amplify stereotypes and bias</li>
</ul>
<ul>
 <li>Compliance challenges across global markets</li>
</ul>
<ul>
 <li>What actually drives job ad performance</li>
</ul>
<ul>
 <li>Why structure, clarity, and transparency matter</li>
</ul>
<ul>
 <li>Building data-driven recruitment communication
</li>
</ul>
<a href="https://itunes.apple.com/podcast/recruiting-future-podcast/id963756980?mt=2&ls=1">Follow this podcast on Apple Podcasts.</a>
<a href="https://open.spotify.com/show/4u3Gl0l4pGBtIHOJZjLTrx?si=49641466567e44d6">Follow this podcast on Spotify.</a>

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