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 forever

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

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

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

Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn:

https://hubs.li/Q0282KjJ0  

Connect with Peter on LinkedIn:

https://hubs.li/Q02W8xs40 

Connect with Etienne on LinkedIn:

https://hubs.li/Q02W8xwy0

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

https://hubs.li/Q02W8w3J0

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

https://hubs.li/Q0282H370  

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

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/Q02yzDpL0

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

https://hubs.li/Q02yzDBg0

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

https://hubs.li/Q0282H370 

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

________________________

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

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

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/Q0282Ms40

Follow us on Linkedin:

https://hubs.li/Q0282J5c0

________________________

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

All brought to you from the team behind Arctic Shores.

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

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.