Did you miss our TA Disruptors Live panel? Well if you did, fear not we've got you covered…

As Shoosmiths' Samantha Hope, Arctic Shores' Robert Newry, London School of Economics' Martyn Redstone, and Recruiting Brainfood's Hung Lee shared... The only option if you want to future-proof your selection process is to embrace and guide candidate use of AI.  And you've got to act now. 

Here's a quick fire summary of our six key takeaways.

💡 The AI-enabled candidate is here –– usage and proficiency have gone mainstream for Early Careers talent and more experienced professionals... 59% of Early Careers talent have or plan to use AI in the recruitment process and the data holds for professionals with +3 years experience –– 58% of this cohort plan to do the same.

💡 Candidates from underrepresented groups are using AI tools to level the playing field –– this is as true today as it was a year ago. 71% of Black students use ChatGPT regularly vs 54% of white students, and 29% of dyslexic professionals with more than 3 years of experience use AI tools to support them in completing psychometric assessments (vs an average of 19%). Simply banning use of AI tools is not an option if you want to create a level playing field.

💡 Traditional recruitment processes are already becoming inefficient and unscalable –– CV and application-based sifting are leaving TA teams drowning –– with some reporting an almost 4X increase in application volume in 2024 vs 2023. Plus, peer-reviewed research validates that ChatGPT can complete traditional, text-based psychometric assessments and outperform the average candidate. This is how easy it is to use ChatGPT to complete a simple Situational Judgement Test.

💡 It's clear –– the best option for future-proofing your recruitment process is to embrace and guide candidate use of AI –– especially if you want candidates to use AI when they're in seat. Samantha shared some great examples of how Shoosmiths are educating early careers candidates on what good looks like (more details here), one of our attendees from Monzo shared a great example of their guidance for candidates on using AI in interviews, and you can also check out the Arctic Shores ultimate guide to managing candidate use of AI (including templates to put on your careers site). 

💡 We have to change not only how we select, but what we select for in the era of the AI-enabled candidate –– our panelists had a rich discussion about needing to make sure that in this new era, candidates have the problem solving capability and ability to continuously new skills. At Arctic Shores, we call these Skill-enablers™ –– and we recently updated our product to measure them (you can view our latest research on these here). Martyn (who is developing a new assessment to test AI skills) shared that we can get really valuable insights into a candidate's capabilities by observing them using AI and asking them to show their workings out.

 💡 There was a hot debate about whether in-person interviewing should become a core part of every hiring process –– many attendees believed that it should, and that this would be an important part of stress testing a candidates' capabilities. But Hung also shared his view that in this new era, face-to-face interactions also give recruiters the opportunity to add value as the "human interface" for the organisations they work for. If the need for some level of human interaction goes away, we should ask ourselves whether the need for the human recruiter disappears entirely (and we don't think it should). 

If you're keen to learn more, check out the highlights reel from the webinar below 👇 

Make sure you sign up for our TA Disruptors newsletter to get first access to even more data in our new report on the state of the AI-enabled candidate when it drops.