TA Disruptors

Is AI making the workplace more inclusive – could it really be the silver bullet for Neurodiverse talent? And what should Talent Acquisition be doing to ensure that they’re not accidentally failing neurodiverse candidates?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.

AI is reshaping recruitment at every level. From graduate hiring to executive search. But while tools are evolving fast, the systems behind hiring haven’t kept pace.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 HRWhether 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/Q0282KjJ0Connect 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/Q02W8w3J0Sign 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 Angela Renfrew, Director of Talent Acquisition and Early Careers at First Bus — and a practitioner who’s proving that recruitment transformation doesn’t start with shiny tech. It starts with data, process, and winning over the toughest audience: hiring managers.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/Q0282KjJ0Connect 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-processSign 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.

AI is changing TA roles forever, but can this be a positive, especially as TA teams are being forced to do even more with less? 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.

Meet Alan Bourne, a trailblazer in talent assessment and organisational psychology, and someone with a refreshing take on the AI-driven challenges facing talent acquisition today. With a PhD in Organisational Psychology and Chartered Occupational Psychologist status, Alan brings deep expertise and bold thinking to this episode of the TA Disruptors podcast.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.

You may have seen the big debate on LinkedIn - should we share interview questions with candidates beforehand?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_0Download new research on the state of the AI-enabled candidate in 2024-25: https://hubs.li/Q02W8w3J0Sign 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.

Most employers now recognise that banning or detecting AI usage is more likely to damage diversity than help your process. But how exactly do you embrace AI? And how can you clearly communicate this with applicants? 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 gamificationThis 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.

If you’ve been following discussions on LinkedIn or at recent conferences, you’ve likely heard about Shoosmiths — the UK’s fastest-growing national full-service law firm — and their innovative approach to embracing the AI-enabled candidate. While others focused on deterring and detecting AI use, Shoosmiths chose to embrace AI use in the application process, providing candidates with clear guidance along the way.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 followThanks 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.

If you thought AI's impact on recruitment was limited to a few CVs and cover letters, think again. Gen Z candidates have access to more tools and learning resources than ever — and they’re using them to shift the balance of power in their favour. 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 cookerFrom 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 noteEmployers 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 leadersDefine 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.

AI has brought about a DDoS attack on recruitment. What do we do about it? Martyn Redstone talks shifting power dynamics, assessing AI capability, and the cost of inaction.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.

Since the COVID pandemic accelerated reliance on unsupervised ‘take-home exams’, the education system has found itself with a fundamental problem –– one which has only been exacerbated by the recent rise in easily-accessible AI tools like ChatGPT. And new research shows just how great the scale and impact of the problem is for the education system and Early Careers teams alike. 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 foreverIf 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.

There’s been a lot of debate recently about whether AI changes what we need to select for, to predict candidate success. But the reality is that most companies have needed to reframe how they select for quite some time. 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.

Talent transformation and the shift to becoming a skills-first organisation has been a hot topic for years. And now AI is turning the pressure gauge up to boiling point, even the biggest industry players are feeling the impact. 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.

What happens when you bring together two veterans of the psychometric assessment industry? 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/Q02yzDpL0Download the The pragmatist’s playbook for skills-based hiring: helping TA leaders navigate a new era of recruitment:https://hubs.li/Q02yzDBg0Sign 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.

You’re interested in scrapping the CV, hiring for potential, and rolling out a skills-based hiring approach beyond early careers. But you’re TERRIFIED about how to actually do it. 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.

Have you been considering making the switch to skills-based hiring but feel terrified about trying to persuade your hiring managers to let go of experience-based hiring and stop using the CV as a comfort blanket? 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.

James Uffindell is the CEO and founder of Bright Network. And he’s on a mission to build the workforce of tomorrow, using technology and data to connect the world's most forward-thinking organisations with the UK's brightest students and graduates –– improving the diversity and social mobility of our talent pools in the process. 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.

In a change from our usual programming, we’re shaking things up this week on the TA Disruptors podcast. 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.

Andrea Marston is a trailblazer. As a Global Talent Acquisition leader who has spearheaded TA teams at the likes of Workday, Finastra, AOL, Huddle, Oracle, and most recently at VMware (now part of Broadcom), Andrea’s advice on overcoming TA’s biggest challenges is not to be missed.  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/Q0282Ms40Follow 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.

If you’ve been in TA for a while, then you’ve probably come across Dominic Joyce on LinkedIn. As a LinkedIn Top Voice with more than 50,000 followers, an experienced CV-coach, and a decade of experience in TA leading teams at the likes of HSBC, Reed, Klarna and mostly recently as Head of Talent Acquisition at Travelex, Dom is a leader whose opinion you’ll want to hear. 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.