Adam Hale’s Post

Today marks my one year anniversary at Arctic Shores and so it feels somewhat serendipitous that today we also did a big thing that we all feel pretty proud of ✨ As any leader who has ever tried to usher in any kind of big change will know, transitioning away from the way things have always been done is REALLY hard. And it's especially hard if you're operating in an industry plagued by conflicting advice that is full of jargon, poorly thought through, or completely impractical. For the talent acquisition leaders we serve, making the switch from experience-centric hiring to skills-based hiring has become a minefield and we've observed many vendors (perhaps unintentionally) are making it HARDER than it already is. In the marketing team at Arctic Shores, our goal is always to add the most value we can for our community. And a few months ago, we realised that meant figuring out how to make the transition to skills-based hiring easier. That is why we have poured our heart and soul into creating the playbook we launched today – the pragmatists' guide to skills-based hiring. We didn't just write what we wanted to say. We wrote what we thought would ACTUALLY be helpful. We spent hours collaborating with our inspiring team of psychometricians, psychologists, and data scientists to translate technical and often misunderstood concepts into accessible, easily digestible ones. Our team spoke with industry innovators to get their views, and we soaked up every nugget of wisdom we could from our pioneering customers and guests on the latest season of our TA Disruptors podcast. The output is essentially a novella, but we hope it's something that actually makes our community's lives easier, rather than adding to the confusion. And it's all available completely free, no email address required, no SDR follow ups just because you clicked a button. We hope you find it valuable ✨ And of course, a massive thank you to everyone who helped us make it happen - we hope you're as proud of it as we are! Gemma Aldridge Joe Sidley Alycia Damp, PhD Andrea Marston Andrew Wood Dominic Joyce Georgia Greer Hung Lee Yasar Ahmad Abigail Stephenson⚡️ Ben Loxton Erin S. Fiadhna McEvoy C.Psychol, MCIPD Luke Montuori, PhD, CPsychol Sanchia Dennis MBPsS Emily Boardman Robert Newry Estelle McCartney.

✨ Introducing the EY Entrepreneur Of The Year 2024 UK regional finalists, showcasing some of the UK’s brightest entrepreneurial minds. Together, they have made a significant impact on one of the world’s largest economies, creating 33,581 jobs and generating £4.2 billion in revenue. Their ventures have helped bolster their regional economy as well as the overall UK economy. Click on the link to look through the full list or swipe through the full impact they’ve made 👉 https://go.ey.com/3W7T2Nb #EOYUK #ArtOfEntrepreneurship #BetterWorkingWorld

Anyone who truly believes in equity and equality for women should be outraged today. They should not be celebrating this day and holding up their platitudes and postcards. Not because the women they want to celebrate aren’t brilliant - because they are. Women have to continually contort themselves - around male egos, corporate culture not designed for them, work weeks that are structured purely on the assumption that the women will stay at home and Doctors who don’t believe them. And to boot - women who do deliver success and earn more than their husbands in a relationship are more likely to get divorced. Women lie about being the primary earner, and data shows they continue to carry the burden of “home duties” even if they are the breadwinner. It’s a little absurd that I’m following up last years post with another one that’s more irate. I talked last year about dismantling the systems that are designed purely to the advantage of men and not women. But those systems are not being dismantled. They’re strengthened. Most of the women I speak to continue to be increasingly angry. Fed up advocating for a system that does not advocate for them. There are 4 key main problems: 1) Education - the Covid pandemic has largely wiped out gains made in getting women higher levels of education over the last decade. 130m girls are out of school and girls who have no education are 3x more likely to marry by the age of 18 (source: Global Citizen). 2) Healthcare - Despite healthcare advances we still face wide gaps in research and treatment ability for areas that are unique to women, such as maternal and menstrual health, as well as for conditions that present differently in women than men (source: WEF). The CDC, for example, states that 4 out of 5 pregnancy-related deaths in the US are preventable. It takes on average 8 years for a women with Endometriosis in the UK to get a diagnosis. There are multiple major studies which confirm the bias against women’s pain by Doctors - that women are essentially gaslit. 3) The Wage Gap - it hasn’t moved significantly since 2002…And this isn’t a super hard one to fix. Countries such as the UK did have legislation but Liz Truss (yes a women who was Prime Minister for less than 50 days) watered it down. PWC estimates we are still at least half a century away. 4) The Motherhood Penalty. Fortune says “The price women pay for growing their families while they're in the workforce. Statistics show that moms in the workforce are less likely to be chosen for new roles and promotions, will earn lower salaries, and be held to a higher standard than fathers and non-mothers”. It’s prolific and it’s bad. So if you really want equity and you’re a powerful man reading this. Be furious. Don’t listen to the marketing and communications department of your large corporation - be fuming. Demand change. Be personally accountable for the change. Shout loudly to all the powerful people you know that change is needed. Stop gaslighting women.

There’s just two weeks to go until our first TA Disruptors Live webinar! 🚀 And we have some exciting panellists to announce…. With more than two decades of experience in consulting and coaching, meet Claudia Nuttgens, the Global Head of Assessment Advisory at AMS. She is entrusted with the strategic guidance of her clients in the areas of innovation and best practices for the assessment and selection process. We’ll also be welcoming Dan Doherty, who oversees Early Careers Creative Solutions (Employers) at Group GTI. With 13 years of recruitment experience, Dan brings his expertise in providing innovative attraction and recruitment solutions for Early Careers employers, including how GenAI plays a pivotal role in this process 💡 CEO, Co-Founder and host of the TA Disruptors podcast, Robert Newry will join them for the discussion. As a passionate advocate for social mobility and hiring for potential, he possesses a wealth of expertise in assessment and selection conversation. Recruiting Brainfood's very own Hung Lee will be at the helm of the conversation. With a keen understanding of all things recruitment and GenAI, Hung's expertise will steer the discussion on how to navigate candidates using GenAI. Helping you to understand the consequences of failing to act on candidate usage of GenAI - and what to do next 🤖 Want to join the conversation? Register here: https://lnkd.in/eeq24zNS   #Recruitment #Hiring #GenerativeAI #SkillsBasedHiring