0:44 - Introduction

3:20 - Consent, lawful basis and DUAA: the UK foundations

11:29 - Being auditable, transparent and defensible

28:27 - Working with privacy and legal as partners

48:49 - TA Disruptor tips

TA teams are being pushed to move faster, automate more, and experiment with AI across the hiring journey. But regulators and courts are looking much more closely at how organisations use data and protect individuals' rights — and high-profile cases like the Workday and Eightfold ones in the US show just how important it is to get this right.

Meet Husna Grimes, a senior commercial lawyer and privacy leader with over 18 years' experience enabling organisations to use data responsibly. Husna has led privacy strategies for Channel 4, where she was the first in-house data protection lawyer, and ad tech company Permutive. She now co-leads Pure Privacy Consulting, helping companies find creative, compliant solutions that satisfy both regulatory standards and customer needs.

Join host Robert Newry and Husna as they discuss:

⚖️ Why consent is trickier than you think in recruitment: The power imbalance between candidate and employer means consent is rarely freely given. Husna explains why legitimate interest is usually a stronger lawful basis — and how to document it properly.

📜 What the Data Use and Access Act actually changes: Now in force, the DUAA introduces legitimate interest as a lawful basis for automated decision-making — but it's not a blanket exemption. Husna breaks down the conditions and safeguards you need to have in place.

📋 Why your DPIA should be a living document, not a tick-box exercise: It's your source of truth — mapping your hiring workflow, documenting risks, and demonstrating accountability. And the project owner should be the head of TA, not legal.

🔍 Vendor accountability: why you can't outsource compliance.

🛡️ How to build transparency into your process from the start.

🤝 How to work with legal and privacy as partners, not blockers: Come early, come prepared, and come with a clear use case and data flow diagram. Husna shares what a great brief from a TA team looks like — and the mistakes that slow everything down.

💡 Three things you can do next week: Map your hiring process and identify where AI and automation sit. Agree a short checklist with legal for onboarding new tools. And sit down with your team to define what meaningful human oversight actually looks like in your current systems.

Tune in to hear how to stay on the right side of the law while transforming your hiring process for the AI era. Don't forget to hit 'subscribe' to be sure not to miss more episodes of the TA Disruptors podcast.

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Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn: https://hubs.li/Q0282KjJ0

Connect with Husna on LinkedIn: https://www.linkedin.com/in/husnagrimes124/

Sign up for the TA Disruptors newsletter — it's the easiest way to be updated with the industry's brightest ideas and the freshest need-to-know data — every week: https://hubs.li/Q0282H370

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you're feeling overworked and overwhelmed, we'll help you keep up with the latest ideas from the industry's brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

2:47 - What high-volume, high-stakes hiring looks like at Entain

16:34 - Defining and running a behaviour-based hiring engine across 2,400 shops

36:00 - The results Entain saw

40:39 - The next challenge: transforming global hiring in Customer Care

49:46 - TA Disruptor tips

TA DISRUPTORS Podcast 🚀 Season 5 - Ripping up the volume hiring rule book

Attrition at 40%. Over 162,000 applications a year. A team of six. And 2,400 shops that need the right people — not just any people. So how do you transform high volume hiring in one of the UK's most heavily regulated industries, without a massive team or a massive budget?

Meet Andrew Porter, Group Resourcing Director at Entain — the company behind Ladbrokes and Coral. Andrew has spent his career leading recruitment transformation across multiple sectors, and at Entain he's done something remarkable: scrapped the CV, removed telephone screening, and rebuilt the entire retail hiring process around behaviours — cutting attrition by 15 percentage points and saving an estimated 9,000 hours of screening time in the process.

Join host Robert Newry and guest Andrew as they discuss:

📊 Why 162,000 applications and 40% attrition forced a rethink: When you're replacing the same role two or three times a year, more sourcing isn't the answer. Better hiring is.

📝 Why CVs are a 500-year-old relic that don't work for high volume roles: When you're hiring 18-year-olds into complex, regulated environments, a CV tells you almost nothing about whether they'll succeed.

🎯 How Entain identified the five behaviours that actually predict success: Interacting, influencing, adapting, organising, and processing — defined by getting out into shops, not by debating job descriptions in a boardroom.

🔄 How scrapping the CV and phone screen transformed the funnel: Behavioural assessment replaced manual sifting, delivering 35,000 completed assessments, 70–80% completion rates, and an interview-to-offer ratio improvement from 1:5 to 1:3.

🏆 How to bring hiring managers on the journey: Weekly "Pit Stop" drop-ins, dedicated regional recruiters, mandatory training, and a Hiring Manager of the Month award turned sceptics into champions.

📈 The results: Attrition down from 40% to 25%. Hires reduced from 5,000 to 3,000. Candidate NPS at +53 (world class). Hiring manager NPS at +36 and climbing. Sourcing costs slashed.

🌍 How Entain is scaling this globally: The same approach is now being rolled out across customer care — replacing 15 different processes with one consistent global model. Early results from India: 70%+ assessment completion and candidate satisfaction in the 90s.

Tune in to hear how one of the UK's largest employers rebuilt hiring from the ground up — and the practical lessons you can apply to your own high volume hiring challenges. Don't forget to hit 'subscribe' to be sure not to miss more episodes of the TA Disruptors podcast.

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn: https://hubs.li/Q0282KjJ0

Connect with Andrew on LinkedIn: https://www.linkedin.com/in/andrewjporter1/

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry's brightest ideas and the freshest need-to-know data - every week: https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other AI tools are turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you're feeling overworked and overwhelmed, we'll help you keep up with the latest ideas from the industry's brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team at Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Becky Pradal-Rogers, Head of Talent Acquisition at Google DeepMind, knows what it takes to hire the right people in a world where top talent is rare, roles are evolving, and AI is changing the game. From using AI to map talent pools to piloting interviews where candidates use AI, Becky shares how her team balances efficiency, innovation, and the human insight that machines can’t replicate.

Join Becky and Arctic Shores Co-Founder, Robert Newry as they unpack the future of talent acquisition, the wild card candidates you don’t want AI to miss, and why the recruiter’s instinct still rules.

You’ll learn:

⭐ How AI is flooding applications — and why top recruiters are mapping the market to find the best talent at the source

🧠 Why AI can spot skills but not the “wild card” candidates who don’t fit the mould yet could be game-changers

🌍 How human judgment and institutional knowledge uncover hidden talent and prevent cookie-cutter hires

⚖️ Why responsible AI isn’t optional. Organisations must invest in training, due diligence, and oversight to stay compliant with regulations like the EU AI Act

🤝 That AI should guide, not decide — keeping human insight at the heart of shortlisting and interviews

💡 How Becky’s team flips the AI interview question, by asking candidates to use AI, showing real-world collaboration in action

📊 How AI transforms recruitment data — consolidating sources, surfacing trends, and generating reports to help managers make faster, smarter decisions

🎯 How investing time in AI learning and experimentation turns exploration into measurable impact

❤️ Why recruiters aren’t going anywhere. AI speeds up admin, but human connection still wins the hire!

Whether you’re leading transformation or just trying to make sense of the noise, this episode is packed with insights to help you reset your approach for the AI era.

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast.

________________________

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Becky on LinkedIn:

https://www.linkedin.com/in/becky-pradal-rogers-8947625b/

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Meet Fiadhna McEvoy C.Psychol, MCIPD, Psychometric Innovation Director at Arctic Shores — a business psychologist with nearly 20 years’ experience spanning occupational assessment, organisational development and psychometric innovation. At Arctic Shores, Fiadhna leads the design of task-based assessments built on cognitive science. And in this episode, she lifts the lid on a brand-new way to measure learning agility, the workplace capability everyone’s talking about.

Join host Robert Newry and guest Fiadhna McEvoy as they discuss:

💡 Learning agility, properly defined. Beyond buzzwords: how learning agility blends implicit learning from real-world cues, social dynamics, and comfort with uncertainty — and why it matters at every level, not just for leaders.

⏱️ Why this matters now. With AI accelerating change, many technical skills have a shelf life of roughly two and a half years; analytical thinking remains a top priority, alongside resilience and influence, as noise increases and roles evolve.

🧪 Show, don’t tell: a new task for learning agility. Traditional, text-based measures (self-report, SJTs, even some ability tests) are increasingly vulnerable to AI assistance. The new task-based approach captures primary behavioural evidence from thousands of micro-decisions — giving TA an explainable, AI-resilient signal at the front end of the process.

🔍 Validated, not a black box. From theory to prototype to iterative testing, Fiadhna’s team focused on construct validity and real-world performance — including sharing their methodology at the BPS Division of Occupational Psychology and preparing a forthcoming paper.

🚀 Early access in high-stakes hiring. What TA teams are seeing so far: a trading firm using learning agility alongside quantitative reasoning to shortlist at speed, and a global accounting firm applying it across Early Careers streams — with consistency from top-of-funnel through to assessment centre.

⚖️ Pragmatism first. Why Arctic Shores is limiting the weighting during early access (so it informs rather than over-drives decisions) and how teams can adopt the signal responsibly while the high-stakes comparison group scales.

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast.

-------------------------------------------------

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Fiadhna on LinkedIn:

https://www.linkedin.com/in/fiadhna-mcevoy-c-psychol-mcipd-a15a09a/

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

She’s a champion of collaboration, believing that great business outcomes and exceptional candidate experiences go hand in hand. Now at Amazon, she’s shaping talent strategy across Europe, the Middle East, Africa, and Australia — making recruitment smarter, more human, and future-ready.

And in this episode of the TA Disruptors podcast, Cath Possamai shares how she is reimagining recruitment at Amazon — blending human connection with AI, tackling talent disruption, and future-proofing the workforce. Sharing bold insights on entry-level roles, tech-driven efficiency, and why the next generation of talent depends on us getting it right.

Listen as Cath and host Robery Newry dive in to discuss:

🖊️ Rewriting recruitment rules: How and why Cath transformed British Army hiring with relatable role models and the bold “Snowflake” campaign, turning sensitivity and compassion into strengths.

🧠 Why humans still matter: Even in an AI-driven world, Cath believes the recruiter expertise is irreplaceable — robots can’t match the human touch that drives quality hiring.

🤝 How TA can focus on what counts: At Amazon, AI handles admin while recruiters concentrate on the “Seven Human Moments” that truly influence candidates’ decisions.

🤖 How to experiment with AI — carefully: Hear why Cath encourages testing AI tools to learn what works, but stresses caution — errors or “hallucinations” are real risks.

🚀 Future-proofing talent: Junior roles are critical. Today’s entry-level hires become tomorrow’s leaders, and AI can’t replace the need to grow talent pipelines responsibly.

🌎 Shaping the workforce: Hear why Cath believes employers must actively partner with schools and universities to prepare students for tomorrow’s jobs, blending real-world skills with soft skills like adaptability and resilience.

Cath's leadership lessons: Authenticity beats gravitas. Cath’s advice: empower your team, clarify your role, and trust people to own their work — you’ll get better results.

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast.

________________________

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Cath on LinkedIn:

https://www.linkedin.com/in/cathpossamai/

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week: https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Meet Jessica Morgan, Chief Transformation Officer at Instant Impact and a technology transformation expert. Jess drives people-centric innovation in recruitment, optimising operations and building high-performing systems that empower both teams and clients to achieve scalable, sustainable results, and she’s here to unpack what really works — and what doesn’t.

Join host Robert Newry and guest Jessica Morgan as they discuss:

📈 How applications are exploding, and AI is fueling it: Some roles are pulling in thousands of candidates in hours. The trick? Redesign your systems to handle the flood without breaking.

💻 Tech to the rescue—but don’t go rogue: AI can help sort, prioritise, and screen, but budgets and fairness still matter. It’s a tool, not a magic wand.

📊 How strategy beats shiny toys: AI success isn’t about the tools—it’s about leadership, alignment, and clear principles. Without buy-in, even the best tech flops.

🙌 Keeping humans in the loop: Auto-rejecting candidates? Big no. Compliance, credibility, and spotting hidden talent all hinge on human oversight.

💡 Test, don’t blitz: Start small with AI trials. Check compliance, learn what works, and avoid patching together a “Frankenstein” process.

🤖 How AI can actually enhance the candidate experience: From instant answers to 24/7 chatbots, AI can speed up the process and feed recruiters the insights to personalise experiences… when used wisely.

Tune in to hear practical strategies, real-world examples, and expert insights on transforming recruitment for today’s fast-paced, tech-driven world.

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast.

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Jessica on LinkedIn:

https://www.linkedin.com/in/jessmorgan1/

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Meet Theo Smith, Neurodiversity Expert, Podcast Host, the founder of NeuroMind, a tech company, and NeuroDiversity at Work, a consultancy helping organisations create thriving, neuro-inclusive environments. With 15+ years in recruitment, talent, and diversity – he’s on a mission to drive innovation, performance, and productivity through neurodiversity.

As a a LinkedIn Top Voice, award-winning author of Neurodiversity at Work, and host of the podcast Neurodiversity with Theo Smith, where he brings lived experience, practical strategies, and expert advice to the conversation – Theo is the perfect guest to dive in on this very special TA Disruptors podcast episode, giving TA the answers to the tough questions they’ve been debating in recent months.

Join host Robert Newry and guest Theo Smith as they discuss:

💡Why most neurodiversity initiatives flop: good intentions, zero structure, and managers left hanging - the key to good intentions lies in training, structure, or consistent support.

🏥How Neurodiverse candidates often don’t need medical interventions—small, practical adjustments can make a huge difference..

✅Tick-box inclusion? Why real progress means smashing systemic barriers, not just checking legal boxes.

🤖How AI can be a game-changer for neurodiverse candidates… if you know how to use it.

🏢Why interviews and onboarding can unintentionally disadvantage candidates; offering choice and flexibility helps people show their strengths and shine!

⚡How combining technology, AI, and humans is the secret sauce. Support early creates a smoother, fairer path into work for neurodiverse talent, so they can both win.

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast.

-------------------------------------------------

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Theo on LinkedIn:

https://www.linkedin.com/in/theosmithuk/?originalSubdomain=uk

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

So how do you build a recruitment process that actually works in the age of AI?

Meet Sam Schlimper, Randstad Enterprise Managing Director Advisory. With over two decades of experience leading talent strategy at global scale — from Barclays to Randstad — Sam brings a systems-thinking lens to the most urgent challenges facing TA leaders today.

In this episode, Sam joins Arctic Shores Co-Founder Robert Newry to unpack how AI is changing the shape of work, and how TA can shift from a reactive function to a true strategic partner.

You’ll learn:

🤖 Why AI is eating entry-level roles – and what that means for emerging talent strategies in 2025 and beyond

🧠 How Randstad are rethinking performance and potential – moving beyond CVs and interviews to build more inclusive, future-fit hiring processes

🌍 Why candidate diversity starts with systems design, not just better sourcing or bias training

⚙️ What it means to ‘redesign recruitment as work’ – with clear roles for humans, AI, and automation

🐝 Why early careers talent are the 'scouts' of your organisation – and how neurodiverse thinkers can help you navigate complex, evolving challenges

💥 How to win executive buy-in for change – using the language of business, not just HR

Whether you’re leading transformation or just trying to make sense of the noise, this episode is packed with insights to help you reset your approach for the AI era.

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast.

-------------------------------------

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Samantha on LinkedIn:

https://www.linkedin.com/in/sam-schlimper-387861/

Download our research on the state of the AI-enabled candidate in 2025: https://hubs.li/Q02W8w3J0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

In this episode of TA Disruptors, Angela shares the playbook she used to cut through scepticism, scrap outdated practices, and build a recruitment function ready for AI and automation. No fluff. Just hard-won lessons from the frontline.

Join Angela as she discusses:

📊 Data that wins debates: How simple dashboards turned sceptical hiring managers into advocates.

🧩 One truth, not ten opinions: Why a single source of truth aligned the whole business.

🚀 Reskilling for the AI age and how enablement and guardrails help recruiters thrive with new tech.

⚙️ Automation that pays for itself — why the ATS was the first place to start.

🗑️ The end of the CV and why task-based assessments now reveal potential over polish.

Listen in for a masterclass in making change stick — even in the most complex organisations.

________________________

Remember to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast.

________________________

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Angela on LinkedIn:

https://www.linkedin.com/in/angela-renfrew-4b612445/

Download our latest guide on how to choose the best automation for your hiring process: https://landing.arcticshores.com/how-to-choose-the-best-type-of-automation-for-your-process

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week: https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Meet Emi Beredugo — a talent acquisition pro with over 18 years of experience helping companies find and hire great people. She's worked across the UK, Middle East, and Africa, leading teams and delivering some pretty complex recruiting projects along the way.

These days, Emi’s the Senior Manager of Recruiting Enablement at Elastic, where she heads up a team dedicated to making the recruiting process smoother, smarter, and more inclusive. From AI tools and data to recruitment marketing and onboarding, Emi’s all about driving efficiency and creating a great experience for both candidates and recruiters. And she’s become an expert on AI and how it drives value for recruiting teams.

Join host Robert Newry and guest Emi Beredugo as they discuss:

🤖​ How AI is reshaping the world of Talent Acquisition. And why Emi believes it's not about replacing recruiters but empowering them to focus on the human side of hiring.

💡 How to successfully drive change in your organisation. From getting leadership buy-in to embracing failure as part of the learning process.

🔍The risks of AI in hiring. From unconscious bias to data privacy, plus Emi’s advice on how TA pros can stay informed and responsible.

📈 The growing role of Recruiting Enablement. And how leaders like Emi are helping teams work smarter with better tools, data, and decision-making.

⚡ Why “doing more with less” is leaving little room for strategy. Plus, how TA teams can reclaim time to drive long-term impact.

This episode is packed with insights and actionable learnings for talent acquisition leaders navigating the era of the AI-enabled candidate.

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast.

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Emi on LinkedIn:

https://www.linkedin.com/in/emi-beredugo-8295093/

Download new guidance on how to choose the best type of automation for your recruitment process: https://landing.arcticshores.com/how-to-choose-the-best-type-of-automation-for-your-process

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other AI tools are turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

He's also a big believer in the power of AI. Supporting early-stage firms building the next generation of talent tech. Alan’s style? Grounded, forward-thinking, and laser-focused on helping organisations turn assessment into a strategic advantage.

Join host Robert Newry and guest Alan Bourne as they discuss:

🤖 Why AI is shaking up candidate assessments. And how the growing gap between AI-savvy applicants and others is creating fairness and validity concerns in hiring.

📈 What massive applicant volumes really mean for TA. And why average assessment scores may no longer tell us anything useful about candidate quality.

🔍 How to balance candidate experience with trust and rigour. From the pros and cons of proctoring to the value of in-person final stages for key roles.

🧠 The future of assessments: more real, less robotic. How new tech like language and visual AI is paving the way for dynamic, engaging, and harder-to-game evaluations.

💡 Why we need to modernise buyer knowledge and how better-informed HR and TA professionals can make smarter decisions in the age of AI-driven tools.

🎨 The challenge of assessing creativity and potential. And why AI might finally give us a way to evaluate the “hard to measure” skills that matter most.

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast.

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Al on LinkedIn:

https://www.linkedin.com/in/alan-bourne-5147883/

Download new guidance on how to choose the best type of automation for your recruitment process: https://landing.arcticshores.com/how-to-choose-the-best-type-of-automation-for-your-process

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week: https://hubs.li/Q0282H370

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research.

TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

For Ellie Long, Global Head of Emerging Talent at Rolls-Royce, the answer is clear. While it’s a bold move, she believes it’s the right one. Her philosophy? Set candidates up for success so they can showcase their skills and potential. And in the age of AI, this has never been more important. That’s because many candidates assume AI will give them an edge—but in reality, it might be holding them back.

With a background in Early Careers at E.ON UK, Ellie is passionate about using emerging talent as a strategic leaver focused on future skills and capabilities. In this episode, she shares why supporting all candidates is crucial — especially in the AI era — and how focusing on potential, not polish, is the key to building future talent.

Join host Robert Newry and guest Ellie Long as they discuss:

💡 Turning the tide of AI-generated applications – How to turn 1000s of identical AI-generated applications to your advantage and better support candidates throughout the hiring process.

🤖​ ChatGPT in hiring – The UK initiative and approach to guiding candidates on using ChatGPT: leveraging it as a research tool while ensuring applications remain authentic and truly representative of the individual.

⚡ A ‘Why Wouldn’t We?’ mindset – Ellie’s philosophy of starting from ‘yes’ to drive innovation, challenge the status quo, and keep the team forward-thinking.

🫶 Enhancing the candidate experience – The importance of transparency in hiring. In the UK Rolls-Royce has shared interview questions, assessment materials, and even the scoring matrix to help candidates perform at their best.

This episode is packed with insights and actionable learnings for talent acquisition leaders navigating the era of the AI-enabled candidate in early career recruitment. 

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Ellie on LinkedIn:

https://hubs.li/Q03ctRc_0

Download new research on the state of the AI-enabled candidate in 2024-25: https://hubs.li/Q02W8w3J0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370  

The projects discussed in this episode are initiatives launched in the UK for Rolls-Royce’s UK-based graduate and apprenticeship programmes.

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

HMRC recently published, ‘Understanding Artificial Intelligence in your job application’ for candidates, which provides clear guidelines on exactly how to use AI within the application process while also demonstrating how important it is for applicants to stand out, because ‘using a generic AI-generated response isn’t going to separate you from the crowd”.

Siobhan Stericker, Talent Insights and AI Lead at HM Revenue and Customs is the brains behind these new guidelines that are challenging the way that organisations view candidate usage of AI. Siobhan is responsible for leading an innovative team at HMRC who alongside these innovative guidelines are exploring how they can leverage GenAI within the whole of the talent acquisition process, while also upskilling the wider teams in their use of GenAI to improve efficiencies. 

She’s joining us to talk through why and how she created this new guidance that’s helping candidates understand what exactly responsible usage of AI is, and more importantly, the benefit for them of leaving generic responses behind. 

Join host Robert Newry and Siobhan as they discuss:

😱​ How receiving 800 applications should be a thing of the past: Hear how the volume of applications has become unsustainable for hiring managers, and why Siobhan thinks this new guidance will improve the quality of candidate applications 

⭐​ Helping candidates to stand out: Learn how HMRC created and implemented its new candidate guidance which helps candidates understand why a generic AI response won’t help them advance in the application process

🤖​ AI Skills are the future skills: Gain insight into how HMRC view AI Skills, and why the decision to embrace AI in the application phase will enable them to have a competitive edge with their future talent

💡Why the detection of AI is a risk: Learn why HMRC chose not to use AI detection for application screening, and how they’re striving to create a fair and equitable application process 

💥​ AI is a seismic shift in technology: Why we should be helping everyone through this technology transition, and how you can start to encourage your team to explore AI tools through gamification

This episode is packed with insights and actionable learnings for talent acquisition leaders navigating the era of the AI-enabled candidate in early careers recruitment. 

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Siobhan on LinkedIn:

https://hubs.li/Q0334S_j0

Download new research on the state of the AI-enabled candidate in 2024-25: https://hubs.li/Q02W8w3J0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data:

https://hubs.li/Q0282H370 

Hosted on Acast. See acast.com/privacy for more information.

Samantha Hope, Shoosmiths' Head of Emerging Talent, is leading the charge. Responsible for sourcing and developing trainee solicitors from initial attraction to qualification, Samantha was one of the first TA leaders to actively advocate for embracing AI in recruitment processes. And she’s joining us today to tell us exactly how she did it. 

This episode will finally give you a clear understanding of how to manage candidate use of AI in Early Careers and beyond –– in a way that’s led by humans, rather than AI fighting AI.

Join host Robert Newry and Samantha as they discuss:

🤖​Embracing AI in a human-led way: Learn how Shoosmiths took a pioneering approach by integrating AI into their processes while maintaining a human-led focus in a typically cautious and traditional industry

⭐Setting expectations for candidates: Hear why clear guidance and support for candidates on AI usage in applications help them understand employer expectations while helping them to perform to their best ability in the hiring process

💡​Balancing ethical and practical AI use: Learn why Shoosmiths have chosen not to use AI for application screening, and how they’re maintaining a fair and equitable process in the AI era 

🚀​Upskilling for the future: Gain insights on how Shoosmiths are equipping employees with the AI skills necessary for the evolving legal landscape, and how they’re empowering their workforce to remain innovative and competitive

💥​AI as a strategic business tool: Learn how Shoosmiths are leveraging AI in an ethical way to create internal efficiencies and innovate on their talent acquisition process –– all in a bid to help them achieve their strategic business goals, while setting a great example for other organizations to follow

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Samantha on LinkedIn:

https://hubs.li/Q02_j6xk0

Download new research on the state of the AI-enabled candidate:

https://hubs.li/Q02W8w3J0

Sign up for the TA Disruptors newsletter:

https://hubs.li/Q0282H370 

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. All brought to you from Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

But are recruiters ready to meet this wave of innovation –– with a clear plan and transparent communication about what that plan looks like?

In this episode of TA Disruptors, host Robert Newry is joined by Shoshanna Davis and Holly Hobbs, to discuss how Gen Z sees the world of work, why employers are missing the mark, and how AI has become both a bridge and a barrier.

Shoshanna Davis is founder of Fairy Job Mother, and is on a mission to empower young people with the skills and confidence they need for impactful careers, while giving managers the understanding and tools to engage, inspire, and elevate the next generation of leaders. She manages a community of 20,000+ young people and advises companies like M&S, BT and Diageo. 

Holly Hobbs is Founder of Apprentivia - The Early Talent Employer Branding Agency that specialises in helping employers attract & develop Gen-Z apprentices through social media; as well as managing a community of 40,000 young people. Holly has worked with organisations like Berkeley Group, British Gas, and the Department of Education.

What’s in this episode?

🔥 Gen Z’s social media pressure cooker

From TikToks showcasing live job interview hacks with ChatGPT to Insta reels promising instant promotions, Gen Z candidates are navigating a minefield of misleading and conflicting advice. And the reality is, when it comes to using AI in the recruitment process, it can be impossible to tell what good looks like. 

⚡ ChatGPT in job applications: Cheat code or toolkit?

55% of Holly’s Gen Z community use ChatGPT to apply for jobs. From rewording clunky CVs to acing online tests, they’re turning to AI to fill the gaps where career mentoring and guidance have failed them. But are recruiters prepared to engage with these AI-enabled candidates?

🤔 The transparency trap: Recruiters, take note

Employers say, “be yourself,” but what does that mean to Gen Z candidates? Holly and Shoshanna highlight how some well-worn guidance is confusing for Gen Z candidates, and what emplyers can do about it. 

🛠 Actionable insights for TA leaders

• Define your AI policy now: Sitting on the fence isn’t an option. Decide if candidates can use AI tools and explain how.
• Be specific about your processes: If your recruitment involves AI or automation, tell applicants how it’s used. Transparency builds trust.
• Innovate your assessments: Incorporate tasks that AI can’t easily tackle, such as real-time problem-solving or behavioural exercises.

And don’t forget to sign up for the TA Disruptors newsletter: https://hubs.li/Q0282H370

________________________

ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

If your technical team faced a DDoS attack — an onslaught of overwhelming traffic designed to disrupt your systems — how would you expect them to respond? Would you expect them to freeze and do nothing? Or take proactive steps to address the vulnerability and reimagine their processes to not only prevent future risks, but to make their processes better?

According to Martyn Redstone, founder of PPLBots and co-founder of genAssess, AI tools are doing to recruitment what a DDoS attack does to company websites — overloading them with applications and upending the balance of power between recruiters and candidates. With new AI tools enabling mass-personalised applications submitted at scale, recruitment have to do something differently if they stand any chance of managing candidate volumes while fairly assessing their true capability. And reclaiming control of the recruitment process. 

In this week’s episode of the TA Disruptors podcast, Martyn joins Robert as they discuss:

💡 The shift in power dynamics: AI tools like ChatGPT have given candidates the ability to mass-personalize CVs, cover letters, and applications with near-flawless precision — upending the recruiter-candidate relationship. What happens when candidates wield the same power recruiters once held?

🤖 The Fight, Freeze, or Friend framework: How recruitment teams are reacting to the rise of AI

🎓 Rethinking what we select for: Why banning AI in recruitment is at odds with workplace realities. If organisations expect employees to use AI on the job, why exclude candidates who use it during recruitment?

🔍 Practical steps for the future of recruitment: Martyn shares actionable advice for how recruiters can:

• Automate low-value tasks like CV screening without falling into the trap of “black box” decision-making.
• Build transparency and governance into their processes to comply with AI regulations like GDPR and the EU AI Act.
• Focus on hiring candidates with AI-enablement skills, ensuring they can use generative AI tools productively and responsibly from day one.

🚀 Why recruiters must lead the AI transformation: AI is here to stay, and Martyn predicts a seismic shift in recruitment over the next 5-10 years.

But the recruiters who thrive will be those who embrace AI, use it to drive productivity, and refocus their efforts on high-value tasks like relationship building and strategic hiring decisions. This episode is essential listening for anyone navigating the challenges of AI in recruitment—whether you’re overwhelmed by AI-enabled applications or looking to future-proof your hiring processes. Tune in now to discover how to embrace AI responsibly and stay ahead of the curve. And don’t forget to hit ‘Subscribe’ to catch the rest of the season.

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Martyn on LinkedIn:

https://www.linkedin.com/in/mredstone/

Download the new AI-enabled candidate in 2024-25 report:

https://hubs.li/Q02W8w3J0

Sign up for the TA Disruptors newsletter - discover the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370  

Hosted on Acast. See acast.com/privacy for more information.

Dr Peter Scarfe, Associate Professor, and Dr Etienne Roesch, Professor of Applied Statistics & Cognitive Science, both at the University of Reading, are two of the minds behind a recent groundbreaking study which proved just how easy it is for students to not only use AI in exams but to outperform real students. And most importantly –– evade AI detection in the process.

Join Robert, Peter and Etienne for the first episode of our new season of the TA Disruptors podcast on the impact of the AI-enabled candidate on recruitment. Our guests dive into:

💡 The details behind the study in which 94% of fake, ChatGPT-generated submissions for five modules in a BSc Psychology degree went completely undetected (and performed half a grade higher than the average student) –– even with simple copy-paste answers and no advanced prompting

🤖​  Why detecting AI usage is notoriously difficult and what this means for universities, Early Careers teams, and hiring managers when it comes to ensuring their assessment process is fair, accurate, and maintains its integrity 

🎓 Why reverting to traditional invigilated exams or proctored assessments isn’t a sustainable solution –– and how universities are already ahead of employers in rethinking their assessment process to embrace AI rather than treating it as a threat.

🧠 What these findings mean for talent acquisition: as graduates increasingly rely on AI to boost their results, how should recruiters and hiring managers adapt their processes to evaluate candidate capabilities fairly? 

🔮 The broader implications of AI for education and recruitment, and how we can expect advances in tech to reshape the future of work and learning forever

If you want to understand just how difficult it is to detect AI, both from a human perspective and also a software perspective, and just how severe the implications are for the world of Talent Acquisition and Early Careers recruitment, this is a conversation you won’t want to miss. 

We promise this will be the most valuable podcast episode you listen to this week.

And don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Peter on LinkedIn:

https://hubs.li/Q02W8xs40 

Connect with Etienne on LinkedIn:

https://hubs.li/Q02W8xwy0

Download new research on the state of the AI-enabled candidate in 2024-25:

https://hubs.li/Q02W8w3J0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370  

Hosted on Acast. See acast.com/privacy for more information.

At the end of 2022, Arctic Shores’ Senior Psychometrician Luke Montouri and Senior Applied Psychologist Sanchia Dennis set out to review a huge data set with one key objective –– to understand which skills, competencies, and behaviours would be most predictive of candidate success in the “future of work”. And to establish how psychometric assessment measures would need to evolve to select for them. 

What they uncovered is as true today as it was back in 2022 –  and the advancement of Generative AI has made it even more urgent for talent acquisition teams to rethink how they select.

In this episode, Luke and Sanchia join Robert to unpack the research and science they used to update the Arctic Shores assessment model, and the wider implications of their findings for TA teams. Listen to learn:

📊  What the three factors most predictive of success in an AI-enabled workplace are –– according to an extensive analysis of data from the likes of McKinsey and the World Economic Forum; customer competency frameworks; and a decade’s worth of data-informed by 3 million candidate assessments (including subsequent workplace performance) 

💡 Why evaluating Skill-enablers™ –– the core human traits that inform our ability to acquire new skills, navigate change, and adapt –– is (mostly) mission-critical for any employer from today. And when you might not want to evaluate a candidate’s Skill-enablers™

 🚀 A deep dive into what the Skill-enabler™ model is – and why evaluating traits that go beyond technical capabilities to assess interpersonal abilities, self-management, and decision-making is essential in the age of the AI-enabled workplace

🔍 And why we need to move beyond the traditional five-factor model to unlock new ways to understand and assess potential –– plus insights into why we need to rethink how we measure cognitive ability (and the issues with traditional approaches)

Dive in to understand more about the data that is shaping the future of talent acquisition and how organisations’ should be thinking about identifying high-potential candidates in a fast-changing world.

Don’t forget to hit ‘subscribe’ to catch more episodes of the Arctic Shores podcast, and download The Arctic Shores Skill-enabler™ companion guide here: https://hubs.li/Q02Q4QCB0 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Luke on LinkedIn:

https://hubs.li/Q02RYVZs0 

Connect with Sanchia on LinkedIn:

https://hubs.li/Q02RYVZk0

Sign up for the TA Disruptors newsletter:

https://hubs.li/Q0282H370 

________________________

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Enter Harriet Newlyn –– a Partner in PwC UK’s HR Transformation and Technology practice who spent the last decade leading large-scale HR transformation programmes for major multinationals. And she has some robust thoughts on what this next era of radical change has in store for TA teams. 

If you’re feeling overwhelmed by mounting pressure from the C-suite to dramatically improve productivity and efficiency, while simultaneously making the shift to becoming a skills-first organisation and upgrading your recruitment process for the AI-era, this is a conversation you won’t want to miss.  

Join Robert and Harriet for the latest episode of the TA Disruptors podcast as they dive into:

💡 Lessons from PwC’s transition to a skills-first organisation – Harriet shares practical advice on how PwC made their skills taxonomy much easier to manage and gives the inside track on how her team are thinking about preparing their 350,000 people for a workplace with rapidly changing skill requirements 

🔥 How to use skills-based hiring to improve social mobility – Harriet shares the bold, transformative thinking moves she believes every organisation should be made to support a socially mobile workforce –– from ditching CV screening, to opening up the talent pool to those with criminal records

🤖 How to think about your workforce transformation strategy in light of AI - If AI is set to disrupt half of all roles in the future, what should your strategy to support your workforce through this transition look like? Harriet shares her advice.

💥 Why AI-enabled organisations must be human-led – As AI evolves, it won’t always make decisions aligned with the purpose or sustainability of a business –– Harriet shares her thinking on how to set up AI governance to ensure it serves the organisation's long-term vision.

We promise this will be the most valuable podcast episode you listen to this week.

And don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Harriet on LinkedIn:

https://www.linkedin.com/in/harriet-newlyn-7b58bb12/

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

The headlines: some very strongly aligned views and some opposing ones. 

This week, Robert is speaking to Ben Williams –– a Chartered Psychologist and Associate Fellow of the British Psychological Society with almost two and a half decades of experience in the assessment industry, and the Founder and Managing Director of Sten10 ––a specialist assessment consultancy working with the likes of The Telegraph, and Deloitte. 

Join Robert and Ben for the latest episode of the TA Disruptors podcast as they debate…

💡​The difference between skills, personality, behaviour, knowledge, competence, and motivation… and how to evaluate each effectively in the selection process 

💥Why so many skills-based hiring processes open up a pandora’s box and unleash a web of complexity so challenging to unpick that implementing skills-based hiring feels impossible… and how to simplify your thinking around what good looks like 

🔥What skill-enablers are and why evaluating them is mission critical if you want to guarantee you’re hiring fresh talent who will be able to continuously adapt, grow, and acquire new skills 

​📜 The best alternatives to CV-based hiring, and how to ensure that you don’t accidentally equate skills for experience or re-introduce bias to your process having worked so hard to root it out 

🤖 Two sides of the argument on whether self-assessment is problematic in the era of the AI-enabled candidate, the challenge of avoiding addressing the issue, and why emerging and easily accessible tech stands to exacerbate it

✨How to embrace new technology –– depending on whether your organisation is full of pioneers or you have work to do in convincing them to do something differently 

And don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Ben on LinkedIn:

https://hubs.li/Q02yzDpL0

Download the The pragmatist’s playbook for skills-based hiring: helping TA leaders navigate a new era of recruitment:

https://hubs.li/Q02yzDBg0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Maybe you’ve done pretty much everything you can think of to improve the diversity of your talent pool and you’re moving the needle, but it’s not happening FAST enough.

Or maybe you’re just curious about how one of the most pioneering TA leaders our industry has to offer has managed to achieve a 75% female shortlist in a traditionally male-dominated industry? Is a shortlist so good, he could have hired 50% of it? And got hiring managers coming to him asking if they could roll out CV-less hiring rather than resisting it?

Well, you’ve come to the right place. This week, Robert is speaking to Joe Sidley –– Head of Talent Acquisition for EMEA and APAC at Molson Coors –– who is sharing his lessons learned on how…

🌱 To move from using skills-based hiring only for Early Careers to delivering a wider scale pilot and rollout for more experienced hires, how to establish which roles CV-less hiring is relevant for, and how to adapt your process for different roles 

🙌 To ease hiring manager fears, help them embrace CV-less hiring, and convince them to put their faith in something other than the document they’ve been relying on for over 150 years 

🔮 To collaborate effectively with both DEI attraction partners to L&D set yourself up for success from attraction to onboarding to ongoing development 

🌊 To create a ripple effect –– so you can hit improvement metrics just like Joe did, and have people stopping you in the corridor to ask how you made a transformational change and how they can get involved 

And don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Joe on LinkedIn:

https://hubs.li/Q02xxpW60

Download this data-backed report on the Impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Follow us on Linkedin:

https://hubs.li/Q0282J5c0 

Hosted on Acast. See acast.com/privacy for more information.

Can you see roles where you’re facing a skills shortage or where candidates seem like a good fit on paper but are missing critical qualities in the interview stage? 

Do you know that your candidate experience should be better, but need a hand convincing your stakeholders that CV-less hiring could be the key to sourcing exceptional talent who are MORE excited to work for you? 

If you answered yes to any of the above, grab a coffee and your headphones.

This week, Robert is speaking to James Higgins, Head of Systems Delivery – Systems GB&I at Siemens Electrification & Automation, about his experience of being their first hiring manager outside Early Careers to pilot CV-less, skills-based hiring. 

Robert also dives into a conversation with one of the first candidates Siemens EA hired through this process, Senior Project Engineer – Martin Hudson, to capture his reflections on what it was like to be part of a CV-less hiring process and why more businesses should embrace this approach. 

In this episode, uncover insights like:

🚀 How Siemens EA formed an innovation squad featuring an executive stakeholder, a hiring manager, and their TA leaders to make the case for CV-less hiring and win people over –– and the pitch they made to turn people from sceptics to advocates 

📈 How lowering the barrier to entry for candidates by removing the CV actually resulted in a 5X increase in application volume, an uplift in candidate quality, and a more diverse talent pool –– with the end result being 8 exceptional candidates shortlisted (3 hired) who never would have made it through the previous sifting process

🧠 How the Siemens EA team practically evolved their process –– from rethinking the core human traits and skills they really needed to select for to plug existing skill gaps, to rethinking how they advertised, to the role of the task-based psychometric assessment in uncovering candidate potential 

💡The unexpected benefits of hiring candidates from alternative industries and talent pools that James and his team uncovered, why he’d have adopted CV-less hiring earlier if he could, and his views on hiring for attitude and behaviours vs skills, which specialisms can be taught vs which can be acquired, and which roles skills-based CV-less hiring can be used for 

🤖  A candidate’s perspective on what a CV-less hiring process feels like, how task-based assessments create a value-add experience, and the power of offering feedback; how to adapt your interview process to ease anxiety and make candidates feel more motivated to work for you; and what candidates with no industry experience expect from the onboarding process 

A big thank you to James and Martin for sharing their views with us.

Don’t forget to rate it and hit ‘subscribe’.

Download the The pragmatist’s playbook for skills-based hiring:

https://hubs.li/Q02x2Y0V0

Sign up for the TA Disruptors newsletter:

https://hubs.li/Q0282H370 

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

As if that’s not enough, James also supports young entrepreneurs by offering advice and networking opportunities that would have otherwise been inaccessible. 

What does that mean in reality? There’s not a lot about what students and graduates want from employers that James doesn’t have a very well-informed perspective on. 

Join James and Robert Newry for the latest episode of the TA Disruptors podcast as they discuss…

🚀The mismatch between what employers and candidates expect from one another, and what to do about it, according to new data from Bright Network’s annual ‘What do graduates want?’ report 

📉​Why a lack of tech skills is projected to cost the UK economy over £180 billion over the next 10 years, the root cause of why we’re facing over one million unfilled vacancies in the UK, and how reframing your thinking to hire for potential could be the answer to overcoming the skills crisis 

🤖​Why Gen Z’s scepticism of marketing drove Bright Network to experiment with GenAI, and how a few simple tactics managed to 10X the effectiveness of their candidate marketing programmes 

🧠​Tips on how to move away from conventional wisdom to make your hiring process more scientific and robust 

💻​Advice on how to manage candidates’ use of GenAI, why employers should promote transparent and ethical usage, and why failing to do so could lead to employers losing their competitive edge. 

It’s an episode you won’t want to miss. 

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with James on LinkedIn:

https://hubs.li/Q02v_RFw0

Download this data-backed report on the Impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0 

Download Bright Network’s latest report:  ​https://employers.brightnetwork.co.uk/research2024-g 

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

Hosted on Acast. See acast.com/privacy for more information.

Later this week we’ll be publishing “The pragmatist’s playbook for skills-based hiring” –– featuring contributions from many members of the TA Disruptors community. In the playbook –– among many things –– we unpack the critical role of the Task-based Assessment in helping TA teams evaluate a candidate’s potential to adapt, learn, and continuously acquire new skills.  

So today, we’re diving deep into the world of Task-based Psychometric Assessments and unpacking the role they play in an effective skills-based hiring process. 

Our guide? An Occupational Psychologist with more than two decades worth working for everyone from the NHS to MI5, before spending 10 years in the Assessment Design space at Amberjack and Arctic Shores. 

Our very own Jill Summers joins us this week to unpack big topics like…. 

💡The difference between Question-based Assessments, Game-based Assessments, and Task-based Assessments, the challenges with each approach, and how the science varies between them 

💡An insight into the decades of neuroscientific research that sits behind the development of Task-based Assessments and how that research can be used to understand how candidates really think, learn, and interact at work 

💡How Task-based Assessments are designed to mitigate bias and manage adverse impact –– and the risks using black box algorithms within them could present 

💡The role of the Task-based Assessment in a skills-centric hiring process and where Personality and Workplace Intelligence assessments fit within one  

💡The impact of Generative AI on the world of work –– if artificial intelligence will be a billion times smarter than the average human by 2040, what traits, behaviours, and skills should we really be selecting for and how?  

Download the episode now for detailed insights you won’t get anywhere else 👉​ *link*

And don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Jill on LinkedIn:

https://hubs.li/Q02sps5b0

Download this data-backed report on the Impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

Hosted on Acast. See acast.com/privacy for more information.

And having played a pivotal role in scaling several multi-billion-dollar enterprises in hyper-competitive landscapes, all while championing inclusive and equitable practices on a global scale, there aren’t many challenges she hasn’t had to overcome.

Join Andrea and Robert Newry for the latest episode of the TA Disruptors podcast as they discuss…

🤖 Why candidate experience is still so poor, and how GenAI could be the answer to  creating frictionless automation while maintaining the human element of TA

🔥 ​Why persuading hiring managers to do something differently feels like pulling them treacle, why they’re probably more bought into hiring for potential than you think, and how to ignite their passions to make the change process feel easier 

🚺​​ The impact of with ‘shopping list’  job descriptions on diversity and how to reframe the way you advertise for roles instead 

⌛​​ Skills-based hiring 101: why the conversation hasn’t moved on since the late 90s, the way skills-taxonomies hold us back, and what the skills-based pilot process that dramatically improved retention at VMWare looked like 

Download the episode now for unmissable insights. We promise it will be the most valuable podcast you listen to this week 👉​ *link*

And don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Andrea on LinkedIn:

https://hubs.li/Q02tFNms0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Watch the episode On YouTube:

https://hubs.li/Q0282Ms40

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Having reviewed over 100,000 CVs and helped more than 600 candidates cut through the noise, Dom offers a candidate-centric voice in the debate about the future of talent acquisition… and a different take to the one many of us may be used to hearing. 

Join Dominic and Robert Newry for episode one of Season two of the TA Disruptors podcast as they discuss…

💪 Why skills-based hiring doesn’t mean hiring people with exact match hard skills, why functional skills (organisation, ability to measure), core strengths (resilience), and the ability to acquire future skills (learning agility, cognitive ability) are most critical, and ideas on how to select for them 

🚀​ Ways to get started with skills-based hiring without having to create and tie a bow on a perfect skills-taxonomy, and why collaborating with hiring managers could be the answer 

💡 What a successful pilot of a skills-based hiring process could look like, how to structure it, develop a new interview process, and set yourself up for a wider rollout 

🤝 Why the TA and L&D are such a power couple –– how to work together to ensure an exceptional employee experience, improve retention rates, and guarantee ‘boomerangs’ 

💰​How salary transparency can help you qualify in good fit candidates and out poor fit ones… and why TA teams need to drive the conversation about money  

And don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Dominic on LinkedIn:

https://hubs.li/Q02sppkh0 

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Watch the episode On YouTube:

https://hubs.li/Q02s-L5z0

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Whether you want a deep dive into skills-based hiring, upskilling, or cutting-edge insights from a disruptor who balances innovation with pragmatism, this episode is a must-watch.

Join Rebecca and Robert Newry for episode one of Season two of the TA Disruptors podcast as they discuss…

💡​ How the UK Government is thinking about skills reform, why we’re actually in the skills crisis, and why collaboration between the education system and employers –– focusing on skills not vacancies –– is vital for unlocking economic growth

📉 Why our future workforce needs diverse capabilities that blend technical skills with versatility, and how failing to select for or nurture this unique skillset means the UK risks lagging further behind

👀 Why employers might be thinking too narrowly about the skills they need for future growth, and how to reframe your thinking around talent acquisition, skill development, and succession planning

💥​ Why scrapping the CV and hiring for potential is the key to opening up alternative talent pools and plugging skills deficits; the rigorous assessment process required to enable this shift; and the consequence of not doing so on social mobility

🔥Why using AI to look for people with a 100% skills match and simply reinforce the process you have today could lead to failure, and what to do instead 

⏭️ What does it really mean to be a skills-based organisation really mean and are we really doing enough to upskill our employees? 

And don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening!

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Rebecca on LinkedIn:

https://hubs.li/Q02sd7mD0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Watch the episode On YouTube:

https://hubs.li/Q02sd7rb0

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

If you want to remind yourself of the biggest takeaways from this season all in one place, you’ll want to listen to this episode. Join Robert as he shares the best bits from season one and reflects on what we’ve learned throughout our first season of the TA Disruptors podcast, as well as sharing his thoughts on where Talent Acquisition will go next.

As an increasing number of candidates started to use AI to land their dream roles, we kickstarted the season with a breakdown of new data that helped us understand the repercussions for assessment and selection –– according to research conducted by data scientists and post-graduate researchers at UCL. 

As the season went on, we got practical with insights from the likes of HelloFresh, the Government Skills and Curriculum Unit, and AMS –– who shared practical advice on navigating the era of the AI-enabled candidate and tips on how AI to drive efficiencies and save time. 

👉​ Listen carefully as there’s also a season two teaser in store for you…

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links...

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0 

Download this data-backed report on the Impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Watch the episode On YouTube:

https://hubs.li/Q0282Ms40

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Whether you’re looking for advice on how to redesign your selection process in light of candidate adoption of GenAI or whether you’re curious about where an experienced and innovative psychologist thinks our traditional assessment methods are falling short, you won’t want to miss this episode. 

Join Claudia and Robert Newry for episode seven of the TA Disruptors podcast as they discuss…

🤖​Why GenAI means there’s now a big validity problem within traditional assessment tools –– dive into the data behind why you need to stop using verbal reasoning tests and simple SJTs to maintain a predictive, scalable assessment process 

⏭️​ What comes next –– Practical ideas on how to efficiently and predictively screen candidates at high volume and why going back to first principles to look holistically at the design of the assessment process should be fun 

📚​ Theories on why adverse impact is getting worse in some areas of cognitive ability testing –– Robert and Claudia debate the flaws in the education system which mean that –– especially in Early Careers –– candidates are ill-equipped to complete cognitive ability testing in the way they once were, effectively de-leveling the playing field

📉​ The erosion of skills –– If the education system failing candidates wasn’t enough, is GenAI now also leading to an erosion of candidate skills? How do we differentiate between what a machine can do and what a human can do? And which skills are about to become most important?

🧠​ The challenges that opening up your funnel to improve diversity now presents for TA teams –– as well as the benefits, plus insights into how improve your assessment and selection to help high-potential neurodiverse candidates thrive

💥​ Finally, why the era of the AI-enabled candidate means we need to stop trying to take power away from hiring managers and why it’s time to show them a bit more empathy 

Download the episode now for unmissable insights. We promise it will be the most valuable podcast you listen to this week 👉​ *link*

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Download this data-backed report on the Impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Watch the episode On YouTube:

https://hubs.li/Q0282Ms40

Hosted on Acast. See acast.com/privacy for more information.

Before you switch off, this is not another 2024 trends report. Instead, it’s a thoughtful, deeply considered, scarily accurate deep dive into the reality facing TA teams this January… with some uncomfortable truths that the less disruptive among us might not want to hear. 

With a community of more than 60,000 recruiters at his fingertips, if anyone has their finger on the pulse of the reality for TA teams… it’s Hung. 

Here are the big questions that put TA teams into very uncomfortable ground… 

💥 What does the AI-enabled candidate mean for the future of recruitment and can we really still get away with calling candidate use of GenAI cheating?  

🎪 Is the only answer to battling ‘Mass Apply’ technology to go back to open hiring, what does that mean for social mobility, and are some TA teams seriously considering making getting a job feel as potluck as getting tickets to Glastonbury? 

🧠​ Will AI force a wave of de-skilling? Are human qualities less relevant than they were before? And can we imagine a world in which AI could adopt or replace skills like critical thinking, creativity, and coachability? 

🤖 In a world where TA teams and candidates can take advantage of new tech, what does a world of recruitment look like where we simply have AI talking to AI? Is that scalable, does it offer the same level of accurate screening, and is it even ethical…? 

😱 Is asking the state to mandate how we develop and recruit future talent the only answer to creating a truly equitable hiring process? 

Finally, if you want to hear the hot take that inspired Robert to call “Hung for Prime Minister!” you won’t want to miss this episode.

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn: https://hubs.li/Q0282KjJ0  

Connect with Hung  on LinkedIn: https://hubs.li/Q02gSXMJ0

Download this data-backed report on the Impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

If you’re wondering how to drive internal transformation, embed a culture of experimentation, and drive the adoption of new tech across a global team, you’ll want to hear what Amanda has to say.  

From inspiring change to getting her team to think more like marketers, to improving the diversity of their talent pools, this episode is full of practical insights you’ll want to action right away.

Join Amanda and Robert Newry for episode five of the TA Disruptors podcast as they discuss…

• How to build people's confidence in experimenting with GenAI and drive widespread adoption

• How to use your internal training mechanisms to take people from feeling fear to getting curious and excited about the possibilities new tech presents for them

• Why JLL built their own version of ChatGPT –– JLL-GPT –– and why it means they’re redefining productivity internally, plus insights into how they’re using their custom-GPT  to remove dull, repetitive tasks and free up their sourcing team to focus on being human

• How Generative AI actually enables a shift to skills-first hiring, which means you can lower degree requirements, and activate internal mobility.

Download the episode now for unmissable insights. We promise it will be the most valuable podcast you listen to this week.

Don’t forget to hit ‘subscribe’ to be sure not to miss more episodes of the TA Disruptors podcast. 

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Amanda on LinkedIn:

https://hubs.li/Q02ckhhf0

Download this data-backed report on the Impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0

Sign up for the TA Disruptors newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Watch the episode On YouTube:

https://hubs.li/Q0282Ms40

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

Even as a hiring manager he felt the pain, inefficiency, and toil of the hiring process, and realised that TA teams must have been feeling this ten-fold. 

That’s where Metaview was born. And four years later, Generative AI exploded into the world and helped him and his team advance the much-loved service they offer recruiters by light years. And in just a few months. 

As an AI expert with a philosophical viewpoint, Siadhal joins Robert in the latest episode of the TA Disruptors podcast to dive into the big questions like…  

• The ethical conundrum of AI-driven decision making… If AI now exhibits Mensa-levels of reasoning capability… should it be allowed to make a hiring decision?  

• In a world where AI can process 25,000 to 50,000 data points at lightning speed, is the human still the alpha? 

• Which drudgery work can AI take away and which human, recruitment skills have suddenly become worth their weight in gold? 

• If a lot of instances of bias come from people taking ‘shortcuts’, is there a role for AI to intervene and actually reduce bias in the interview process?

• How much do TA teams really need to know about AI to make good decisions about where to use it? 

If you’re wondering what AI is capable of and how it could be solving the thing that keeps your team up at night – whether it’s hours of laborious manual processes to try and find high-quality candidates, inconsistent decision-making between hiring managers, or trying to stop your team from burning out – this podcast is for you. 

Thanks for listening, and here’s some helpful links👇​

Sign up for our newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370

Watch the Episode On YouTube:

https://hubs.li/Q02bttfh0

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0

Connect with Siadhal on LinkedIn:

https://hubs.li/Q02btrgy0

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other Generative AI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes TA leaders are some of the hardest-working folks we know, so even if you’re overworked or overwhelmed, we’ll help you keep up. Get the latest ideas from the TA industry’s brightest innovators and the freshest need-to-know data from the latest research 🚀

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

As a chartered occupational psychologist, Sonia is one of a rare breed able to balance being an academic and a practitioner to deliver outstanding results. In fact, Sonia and her team are already approaching AI with cautious optimism, redesigning their selection process to embrace Generative AI while still capturing an accurate picture of a candidate’s true potential...

For episode three of the TA Disruptors podcast, you'll discover…

• How and where her team are embracing and integrating AI into the selection process, and how they’re balancing improving efficiency with maintaining high ethical standards, and predictability

• How they brought together analysts, data scientists, and psychologists to experiment with a new algorithm to reduce their internal mobility process by 10 working days, how they use ‘sandboxes’ to safely test new ideas –– from chatbots to algorithms –– in a controlled environment, and how they make sure these new AI tools are fair and bias-free together 

• Details into the analysis that Sonia’s team did to conclude that the CV is not as predictive as an assessment, why the age of ChatGPT means the CV is now well and truly unreliable and outdated. Plus, Sonia shares how the civil service are moving away from traditional language-based psychometric tests, towards an assessment that is task-based and interactive to measure behaviours in a way that is truly accurate and predictive.

• The data points that show that candidate use of Generative AI is here, and why now it’s time for TA leaders to tackle usage head-on. Robert and Sonia pose the question… can you really afford to wait to do the same? 

Download the report on the impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0

Sign up for our newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data:

https://hubs.li/Q0282H370 

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Sonia on LinkedIn:

https://hubs.li/Q029NTF50

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

• How HelloFresh are approaching Talent 6.0

• Why candidates applying for 100s of roles with just one click is a GOOD thing for TA teams… And why we need to act now to adapt the selection process so we’re climbing a hill, not a mountain.

• Why getting candidates to disqualify themselves actually drives UP engagement EVEN when you make the process harder (we’re talking 20% > 90%)  

• Why you need to rethink your recruitment funnel and how to use guerilla marketing tactics to drive up conversion rates at every stage 

• How Yasar’s 200-strong team live the Fast Followers mantra, how they’re experimenting with GenAI for themselves to claw back 40% of their workload, and why that isn’t as complicated as you think 

• Why GenAI means the death of the vanity metric once and for all and why MORE candidates doesn’t mean BETTER candidates.

Download the episode now for unmissable insights. We promise it will be the most valuable podcast you listen to this week. 

Thanks for listening, and here’s some helpful links:

Download the new report on the impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0

Sign up for our newsletter - it's the easiest way to be updated with the industry’s brightest ideas and the freshest need-to-know data - every week:

https://hubs.li/Q0282H370 

Watch the Episode On YouTube:

https://hubs.li/Q0282Ms40

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Yasar on LinkedIn:

https://hubs.li/Q0294nHq0

________________________

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you’re feeling overworked and overwhelmed, we’ll help you keep up with the latest ideas from the industry’s brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered. 

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

What does the education sector’s approach to Generative AI tell us about the tidal wave of change that is about to make itself known in assessment and selection? When people talk about the ethical conundrum that tools like ChatGPT put recruiters in, what do they actually mean? 

Arctic Shores CEO and co-founder, Robert Newry, is joined by Senior Data Scientist, Jasper Wolf, as they unpack the results of a scientific study on ChatGPT’s capabilities and a survey of more than 2,000 students and recent graduates on their adoption and attitudes towards GenAI. 

Join them as they uncover the research methodology used to test ChatGPT vs Verbal Reasoning Tests, Aptitude Tests, Personality Assessments, and Task-based Assessments, and what they found about where it can outperform the average human candidate and where it can’t. Plus, their predictions on what this means for the future of skills-based hiring. The usage of Generative AI in assessment and selection isn’t going anywhere. If you are in any doubt or if you want to know what to do next, you must listen to this podcast 🚀​

There’s a tidal wave of change coming our way, and this is only the start. 

Thanks for listening, and here’s some helpful links👇​

Download Jasper’s research on the impact of Generative AI on recruitment and why it will make traditional selection processes redundant:

https://hubs.li/Q0282Gbq0

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https://hubs.li/Q0282H370 

Watch the Episode On YouTube:

https://hubs.li/Q028jtrX0

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https://hubs.li/Q0282J5c0

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Jasper on LinkedIn:

https://hubs.li/Q0282L3H0

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Talent acquisition is changing faster than it ever has before. ChatGPT and other Generative AI tools are literally turning the selection process on its head.  This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes TA leaders are some of the hardest-working folks we know, so even if you’re overworked or overwhelmed, we’ll help you keep up. Get the latest ideas from the TA industry’s brightest innovators and the freshest need-to-know data from the latest research 🚀

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