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In the ever-evolving landscape of talent acquisition, the significance of validated psychometric tests cannot be overstated. Dr. Ryne Sherman, Chief Science Officer at Hogan Assessments, delves into the nuances of certified and non-certified tests, unraveling the imperative for organizations to discern the difference in the realm of recruitment.

Behind every technological innovation stands a visionary leader. For Björn Elowson, founder of Pharus Tech, the vision is clear: to create a platform that not only eliminates biases from the recruitment process but also paves the way for a more inclusive job market. In an exclusive interview with the Institute of Recruitment, Björn shares his mission, the role of technology, and how Pharus Tech is driving revolutionary change in recruitment.

At the core of the digital transformation in the recruitment landscape stands Refapp as a pioneer. To comprehend their journey and explore how they are transforming the recruitment landscape, we interviewed two key figures, Emira and David, for a deep dive into their vision and innovations. Emira, Refapp’s Chief Strategy Officer, initiated the journey with a story of friendship that led to an unexpected career move. Having previously worked with David via Assessio, when he shared the vision behind Refapp, it was like offering her an irresistible opportunity. Now, she leads overall product strategy and business development. David, co-founder and partner, connected his story with founder Philip and his previous work at Randstad. Investing in Refapp became a natural step when he realized the potential of digital reference checking.

In a world that is rapidly changing, the complexities of recruitment have grown exponentially. Organisational cultures, aspects of diversity, and the labour market itself have undergone significant transformations. Amidst these shifts, it’s crucial to re-examine the terminology used within the recruitment industry. One such concept that has garnered attention is “open-minded recruitment.” However, what occurs when a term like “open-minded recruitment” falls short? When it becomes apparent that it is more of an idealistic aspiration than a feasible approach?
This is where the notion of “Bias-Conscious recruitment” emerges. We had the opportunity to interview Malin, a recruitment expert, and a fervent advocate for “bias-conscious recruitment.” During the interview, Malin shared her insights and views on why there’s a need to reevaluate our understanding of recruitment and develop a more mindful approach.