In this panel, we will discuss how companies can leverage AI to enable Skills-based initiatives, including AI-based candidate matching, and building skills-enables internal talent marketplaces.
Discover how we transformed our TA model from 100% agency to 80% direct hire — embedding workforce planning to enable delivery of global programmes in a skills-short market where the work is unprecedented.
Lily talks through some of the issues in recruitment that Reed.ai are trying to solve. Hear from Linda keys as she shares her story on how she landed her role through Reed.ai in 8 days after months of unsuccessful job searching.
In what is sure to be a lively panel session, HR & Talent Analyst Mervyn Dinnen will chair a panel of HR and Talent leaders as they debate the latest amendments to the Employment Rights Bill and what this might mean for your business
We live in an age when organisations are challenged to differentiate their employment offer - and candidates are looking for meaningful reasons to believe in the work they do. It’s the age of ‘Purpose’: your opportunity to attract the people who share your values and mission as an employer. Find out how to achieve just that, in this fascinating masterclass delivered by Mark Kunalseelan, Head of Resourcing at University of the Arts London, and Steve McNally from WriteRecruit
With the minimum, and living, wages increasing year by year, and graduate salaries under pressure, what's the future for Early Careers.....
AI Screening tools are now embedded in 67% of organisations recruitment processes and still bias remains a major blind spot! This session cuts through the hype to review where algorithmic bias hides, why it matters and what you can do about it!
Created for Internal HR and Talent Acquisition professionals, this presentation is perfect for internal teams seeking to de-risk AI deployment. I’ll walk you through real examples of where bias emerges (proxy indicators, accessibility gaps, intersectional disadvantage) and simple 5 steps to mitigate risk and transform governance from reactive to proactive.
I will offer up low-cost/no-cost take aways for your recruitment strategies, including AI Tool auditing, the four-fifths rule and how to test selection rates, Implementing Human Gates, Monthly Drift Monitoring, spotting Disparate Impact, and Document Defensibility for audit confidence.
The TA Profession has had a hard time in the last two-to-three years, with volatile peaks and troughs in many sectors, many redundancies, multiple public stories of budget and headcount cut-backs in TA Teams, and the rise of technological advancement including AI being cited at the end of TA as we know it. It's a jungle out there
Vijay will focus on how AI is reshaping enterprise economics—changing cost structures, productivity, and the nature of value creation. He will highlight why Talent Acquisition (TA) must act now to understand the true shape of work inside enterprises, including critical tasks and skills that are often hidden or poorly understood. The session will emphasize why uncovering this hidden work is essential to making smarter hiring decisions in an AI-driven economy.
The word “transformation” is being used in many different ways across today’s talent acquisition function. But one organisation has undergone a total transformation globally - embracing the latest tools and practices to re-think and restructure everything from its EVP and recruitment processes, right through to its whole philosophy on who and how to hire. Chris Heron, Global Head of TA and Employer Brand at KUKA plc, talks through how to drive such a revolution in this must-attend seminar
Automation doesn’t have to make recruitment feel robotic. In this practical session, I’ll share how I successfully used AI tools, such as automated application filtering, video-based screening, and psychometric assessments to streamline the hiring process without losing the human touch.
I’ll break down what worked, what didn’t, and the specific points in the journey where human connection matters most. You’ll leave with a realistic, easy-to-implement framework for blending tech with empathy, reducing time-to-hire, improving consistency, and still delivering a warm, personalised candidate experience.
This session is designed for teams who want to adopt AI in a meaningful, human-first way, no jargon, no hype, just practical examples and achievable steps.
With automation and AI removing administrative tasks like Interview Scheduling, and moving into sourcing and screening, where should TA teams develop and enhance their capabilities and value beyond taking on more requisitions? In this panel, we will discuss how TA teams should respond to automation and AI Agents replacing recruitment activities, and what new skills and capabilities will be needed.
Businesses aren’t just struggling to hire — they’re losing money when people leave early. CIPD research found 41% of employers have seen new starters resign within the first 12 weeks, and27% have had people fail to show on day one. Rehiring also has a direct cash cost (CIPD median £1,500 per hire for non-senior roles) — and the wider cost of replacing leavers is substantial: Oxford Economics (commissioned by Unum) estimated an average of ~£30,614 to replace an employee earning £25k+ once lost output and replacement effort are included.
At the same time, employers face “asks overload”: Budget 2025 / Get Britain Working / Keep Britain Working priorities, the Employment Rights Bill, youth entry routes, placements, apprenticeships, and rising social value expectations — with no simple decision model. This session shows how to simplify the choices and build route-to-perm pipeline that reduces early attrition, fills hard to fill roles, evidences social value and cuts your rehire cost margin– without adding ad
Talent Acquisition does not operate in isolation. Hiring outcomes are shaped by the relationship between TA and the wider business, from how roles are defined, to how hiring processes are run and, ultimately, whether the right people are hired. Too often, workforce decisions are made without TA at the table. This disconnect is what creates the gap between TA as a delivery function and TA as a strategic partner.
In this session, Mel Kelly explores common ways of working that hold TA back from adding strategic value, including late involvement in workforce decisions, unclear ownership and misaligned expectations. Drawing on practical experience across in-house and transformation environments, she shares how TA leaders and teams can reposition themselves, influence more effectively and support better hiring decisions.
The session provides clear, actionable insights that attendees can apply immediately to improve alignment, confidence and long-term hiring outcomes.
