Category: Interview & Selection
- Jo Vohland, Kim Cullen, Ben Stevens
Relying on a resume and conversations as a core hiring process is currently facing its most significant challenge. While self-reported skills have never guaranteed actual ability, the widespread access to powerful AI tools has fundamentally shifted the environment.
- Sean Perera
For smaller not-for-profits, often working with limited resources, improving candidate experience does not require big budgets or complex programmes. Simple, practical changes such as clearer communication, easier scheduling and more thoughtful feedback can make a meaningful difference. Our progress came from a series of small, deliberate improvements across the hiring journey. Candidate experience is not something you add on at the end. It is shaped by everyday decisions and how consistently they are applied. When those decisions reflect your purpose and values, the result is an experience people genuinely remember.
- Olga Barrett
As remote hiring expanded globally, the Company identified candidate fraud as a potential area of concern. This included cases of skills exaggeration, impersonation, organized fraud, and activity involving sanctioned regimes. These issues may present risks such as financial loss, intellectual property exposure, regulatory challenges, and reputational impact.
- Joel Knudsen, Jo Vohland
All Front End and Back End Engineers at Canva now use AI tools daily. They leverage AI to prototype ideas, understand their large codebase, and generate code. This new way of working meant that job interviews didn’t mirror the new engineering workflows. The old model was syntax recall and algorithm drills but, the new and now ‘real’ work was prompting, code review and trade-offs. We needed better signal on engineering judgment so we evolved our hiring practices to match the new tools and practices being used.
- Simon Hedt
At a time when tech is advancing rapidly, it’s tempting to keep adding. But the most future-ready teams I know are doing the opposite. They’re auditing. They’re simplifying. They’re choosing tools that align with their process, not contorting their process to fit a platform. They understand that great recruitment isn’t about toolkits. It’s about clarity of thought. About process discipline. About being intentional at every stage
- Simon Hedt
The single most important thing we can do to improve hiring decisions is to standardise the interview process. Not just in structure, but in mindset. It’s about treating interviews not as informal chats or instinct-driven conversations, but as designed, repeatable systems. Because when we don’t, we introduce noise. And noise is the enemy of good judgement.
- Simon Hedt
Right now, there is a lot of change in recruitment. New tools are arriving fast. AI is already part of our world. But I believe one thing stays true. Great recruitment still comes down to people. It comes down to how we listen, how we ask, how we plan and how we show up.
- Athanasia Corso
Position Descriptions (PDs) are often outdated, uninspiring, and forgotten - but they don’t have to be. Athanasia explores how to breathe new life into PDs, turning them into dynamic, strategic tools that drive performance, career growth, and organisational success. Learn how to simplify, standardise, and transform PDs into something truly impactful.
- Kevin Wheeler
Kevin Wheeler, Talent Futurist tells us the story of Amelia Grant, a talent acquisition leader, who revamped her recruitment process to tackle the rise of AI-generated applications. Learn innovative strategies to ensure candidate authenticity, from AI-resistant application questions to real-time skill assessments and behavioral interviews with a twist. A must-read for modern recruiters navigating the age of AI.