TA Disruptors

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.

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  

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  

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.

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.

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.