Arctic Shores

If you are a graduate (or the parent of one like me) the last 3 months of headlines on graduate employment prospects because of AI have been very unsettling 😬 But is it as bad as the headlines imply? I decided to do a bit more digging and I got a more nuanced picture from those I spoke to which included the likes of Stephen Isherwood Simon Martin and James Uffindell. In the latest TA Disruptors newsletter, I unpick what’s really going on in the graduate market 👇 🧠 Graduate vacancies are down, but by 5–7%, not 30% 📉 The “30% drop” is largely a fall in roles advertised on generalist job boards 🌊 Employers are being absolutely swamped with applications – 12,000+ for a single campaign in some cases That application tsunami is creating three problems: a sea of "vanilla” CVs, fairness risks when windows close early, and pressure to verify skills much earlier. I also share some of the key changes TA Disruptors are making behind the scenes to tackle the real issues. If you’re in TA and want a clearer view of what AI is actually doing to graduate hiring (and how to respond), this edition is for you. https://lnkd.in/eGSB7mEU #arcticshores #ise #groupgti #brightnetwork #earlycareers

💥 Yesterday was a big day for Arctic Shores 💥 We officially launched a new task, a measure of learning agility! Our first new one for several years. It was 3 years in the making, involved hundreds of hours of research, even more in design and testing, and then lots of validation and refinement. When you make an investment call three years in advance it can be scary. What will organisations be looking for, how will jobs have changed, and will this be something that people get excited about? We did a lot of research, looking at leading thought leaders and consultancies to see what they were predicting. Even with all of that we had to make a bet. It's early days but the response has been incredible. Existing clients signed up for an early release faster and more enthusiastically than we expected and TA teams who are just exploring about using us have also jumped at it. At the ISE Future Talent conference this week, 3 our 6 presentations I went to which talked about what capabilities we will drive success in knowledge roles in the future mentioned learning agility. It's not a silver bullet but it will be a critical ingredient. In this new world, what matters most isn’t a huge shopping list of hard skills. It’s the capability to learn, relearn, and unlearn skills in continuous cycles. So our new task, short and interactive, assesses how candidates pick up new rules in real time, how they use feedback, switch strategies and transfer knowledge. It's a big deal because: 🔥 we will collect candidates’ real learning behaviours (not self-reported answers) 🔥 It's AI-resilient - a task ChatGPT can’t complete 🔥 Gives hiring managers a clear, explainable score for every candidate on a trait that underpins someone's ability to learn new things - something previously we've only been able to get a weak signal from degree or educational classifications 🔥 It's all based on validated science and is explainable by design. It is also GDPR and EU AI Act compliant. Want to see it in action? Put 'Learning Agility' in the comments and I'll send you a link. #learningagility #ai #recruitment #selection #arcticshores

>2,400 apps for ONE role 😱 TAs, have you experienced something similar? Watch the full episode now on YouTube (also on Apple Podcasts and Spotify): https://lnkd.in/eiUqJPsf And subscribe to the TA Disruptors newsletter for more episodes like this: https://lnkd.in/eXBAfY6X

Talent acquisition folks, have you scrapped the CV like Angela at First Bus? ⛔️📄 To hear how Angela has done it, listen to the full interview here: https://lnkd.in/eQMWc5cK. Also available via Spotify.

TA leaders, have you had interviews like this? Angela at First Bus explains how candidates are using "AI help tools" to write their CV and turn up to the interview with a clear lack of knowledge. 🤖 Need some inspo on how to mitigate for this? Check out our ultimate guide to managing candidates' use of GenAI here: https://lnkd.in/eYcfQwBE

Should you use AI to screen CVs? Are there better ways to use AI to uncover potential? What does best practice in AI in screening look like? Today I am kicking off Season 4 of the TA Disruptors podcast with one of the UK’s most trusted assessment scientists: 🎙 Dr. Alan Bourne — Partner at Ommati, former CEO of Sova, longtime industry friend to me, and also an advisor to government and enterprises on screening and assessment best practice. In this episode, Al breaks down: 1️⃣ The questions to ask vendors before you buy an AI tool 2️⃣ What AI “snake oil” to watch out for 3️⃣ How to separate real safeguards from shiny features Plus, he shares a wealth of practical tips to help TA teams navigate automation without compromising fairness or explainability. 💥 If you want to stay ahead of the AI in recruitment debate, this is one of our most practical, insightful episodes to date. A few other assessment experts Al has shared his thoughts with on AI include: Charles Handler, Ph.D. Ben Hawkes Ben Williams #ai #arcticshores #psychometrics #cvscreening