TA Disruptors

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.

Rebecca George CBE is one of the UK’s leading experts on skills, serving as the Skills Advisor at the Department for Education and a Non-Executive Director at the Metropolitan Police. With twenty years at IBM and nearly fifteen years at Deloitte under her belt, Rebecca is a staunch supporter of skills reform –– her insights into the skills shortage, inter-employer partnerships, and the necessity of innovation to address talent scarcity in our pipelines are crucial messages for all talent acquisition teams to consider.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/Q0282KjJ0Connect 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.

Somehow we’ve reached the end of season one of the TA Disruptors podcast… and what a ride it’s been.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/Q0282Gbq0Sign 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.

Claudia Nuttgens is a TA powerhouse. As a Chartered Occupational Psychologist and Executive Coach with over 20 years of experience –– and as the leader of the highly-regarded Assessment Advisory team at AMS –– Claudia’s perspectives on where we must innovate across our assessment and selection strategies this year are ones that every TA team needs to hear. 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/Q0282KjJ0Download 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.

We’re starting 2024 with a bang, as we dive head-on into some of the most controversial questions TA teams must find an answer to this year with Recruiting Brainfood’s Hung Lee. 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.

Amanda Pleasant is JLL’s Global Talent Sourcing Director. She's responsible for a global team of Sourcers across 80 countries, filling around 30,000 roles a year. And she’s taking every single one of them on a journey to embrace GenAI. 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 adoptionHow to use your internal training mechanisms to take people from feeling fear to getting curious and excited about the possibilities new tech presents for themWhy 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 humanHow 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/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.

Siadhal Magos founded Metaview after going through an intense period of scaling at Uber. The business went from 7,000 to 15,000 people in just 24 months. And while he was highly tech-enabled in other areas of his work, hiring felt like it was lagging behind. 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/Q0282H370Watch the Episode On YouTube:https://hubs.li/Q02bttfh0Follow us on Linkedin:https://hubs.li/Q0282J5c0Connect with Robert on LinkedIn:https://hubs.li/Q0282KjJ0Connect 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.

The Director of Government Skills at the Cabinet Office, Sonia Pawson IS currently spearheading a team of 250 talent professionals responsible for delivering some of the most highly regarded graduate programmes in the UK, including the Civil Service Fast Stream.   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 predictabilityHow 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/Q0282Gbq0Sign 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/Q0282J5c0Connect 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.

Yasar Ahmad is the Global Vice President of Talent, Mobility and Rewards at HelloFresh. And he WANTS candidates to apply for roles at HelloFresh using GenAI. Join our TA Disruptors podcast host, Robert Newry, as he and Yasar unpack:How HelloFresh are approaching Talent 6.0Why 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/Q0282Ms40Follow 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.

Why are some Talent Acquisition leaders having to resift, scrap text-based applications altogether, or go back to manually screening every candidate? 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/Q0282Gbq0Sign 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/Q028jtrX0Follow us on Linkedin:https://hubs.li/Q0282J5c0Connect with Robert on LinkedIn:https://hubs.li/Q0282KjJ0  Connect with Jasper on LinkedIn:https://hubs.li/Q0282L3H0________________________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.