Between more candidates on the market, AI-generated applications, and broad economic uncertainty, Talent teams are being asked to do more with less, again. But after years of focusing on efficiency, what’s left? Part of the problem is most ATS automation isn’t living up to its potential. Come to our talk to get real tactics & templates other recruiters are using every day to save hours per week.

Leading the Charge in AI-Powered Screening: Demonstrate how our cutting-edge background screening technology sets the standard for accuracy, efficiency, and compliance in recruitment.

Critical Legal Frameworks & Compliance: Explore key regulations—from data protection to bias mitigation—that govern AI in hiring and background checks, ensuring your organisation is always on the right side of the law.

Proven Risk Management Strategies: Highlight best practices and safeguards for minimising legal liabilities when integrating AI-driven screening tools into your recruitment process.

Ethical & Inclusive Hiring: Show how our solutions empower fair decision-making, reduce bias, and foster transparency for a more equitable talent pipeline.

Forecasting the Future: Examine upcoming trends and innovations in AI law and recruitment technology, equipping you with insights to stay ahead of the curve.

Key Points:

• Bridging the Hiring Gap: How AI can help you keep up with the hiring challenges by streamlining the hiring process, from screening to onboarding.
• Customised Automation by Role: There is no one size fits all approach - Different job types require different levels of automation
• Enhancing, Not Replacing Human Work: AI to automate administrative tasks, allowing recruiters and managers to focus on high-value human interactions.

Our technology led approach empowers companies of any size recruiting early career talent – everything from Apprentices and Interns to up to 4 years experience into Tech and Digital roles. We help them hire better.

Our Session: Find out how you can take the risk out of hiring whilst reducing your cost to hire, time to hire whilst accessing a diverse talent community

Gen Z candidates face an average of 40+ rejections before landing a role—and with application-to-hire ratios as high as 50:1, it’s never been harder to cut through. In this interactive workshop, Unifrog—the platform trusted by 1.9 million students—shares powerful data and actionable strategies to help employers stand out, engage earlier, and build a winning candidate experience at scale.

What to expect:

• How to reach and resonate with Gen Z—when to engage, what content works, and which channels cut through.
• The impact of strategic partnerships on visibility, engagement, and apprenticeship success.
• Exclusive insights from the 2025 Career Insights Survey on what students want from employers and the hiring process.
• The role of AI in early talent hiring—from candidate perceptions to practical implications for engagement.
• Employer branding tactics tailored to student expectations and values, helping you attract top early careers talent.

James dives into the latest #StopTheBias publication from Tribepad, looking back at findings from volumes I&II, but more importantly Tribepad's latest installment, aimed to arm recruitment teams with the tools and strategies to make meaningful change to their DEI outcomes.

During the session we'll cover:

- The state of play on DEI, did the world stop caring?

- A reminder of what candidates worry about most

- Whether the data backs that up

- The what next - a blueprint for success

- actions your team and business can implement now

When a company undergoes rapid transformation, how do you ensure your Employer Brand and EVP stay relevant and impactful?

In the presentation, Julie Randall and Sabrina Rossetti will break down how Mimecast evolved its EVP from a fast-paced startup mindset to a resilient, agile enterprise brand- while navigating stakeholder challenges, driving real behavioural change, and delivering measurable results. They will also dive into Mimecast’s journey of realigning their Employer Brand amid seismic shifts- including the impact of COVID-19, 60% of employees joining remotely, and the departure of their Founder, CEO, and CMO during the Employer Brand refresh.

Key Takeaways:

• Recognising the right time for an EVP refresh – How to track leadership changes, market shifts, and employee sentiment to know when a rebrand is needed.
• Building an EVP that scales – Transitioning from a startup approach to a sustainable, accountable Employer Brand that supports business growth.
• Turning EVP into action – The full journey: from internal launch and employee advocacy to real behavioural change and tangible impact.

Why now? The hiring challenges that led Northern Rail to explore AI-powered recruitment solutions

How they approached the decision-making process, including internal conversations and key considerations

What they hope to achieve with AI: More efficiency, less admin, and more meaningful recruiter-candidate interactions

Social media has been around for years, and so has social recruiting—but most companies still aren’t unlocking its full potential. In this session, the Adzuna team will break down the common pitfalls that hold employers back and share practical, actionable strategies to improve conversion rates, enhance the candidate experience, and ultimately make more hires.

Up to 80% of CVs contain misleading or exaggerated information—so why are we still relying on them? In today’s fast-moving talent market, traditional hiring methods are falling short. This interactive workshop from Willo explores how to ditch outdated processes and design a human-first, skills-based approach that’s faster, fairer, and more future-ready.

What to expect:

• Why traditional CV-led hiring is broken—and what a better, bias-reducing alternative looks like.
• How to design a CV-free hiring process using smart screening tools and automation.
• Crafting a human-first candidate journey from job description through to interview.
• Strategies to protect your hiring process from AI-generated applications and surface real talent.
• A hands-on design canvas to help you start building your own skills-first process, ready to use with your team.

With up to 15% of the UK population identifying as neurodiverse, many conventional hiring practices overlook, or directly discriminate against, a significant pool of potential talent.

Truly empowering neurodiversity requires a fundamental rethink of many long-accepted recruitment practices.

This session will guide participants through each stage of the hiring journey, revealing the systemic barriers faced by neurodiverse candidates and providing actionable strategies to overcome these challenges – and crucially, what you can do about it.

With 83% of businesses anticipating a major skills gap in the next five years, HR leaders face a critical challenge: how do you attract, develop, and retain talent in an uncertain future? In this session, we’ll uncover the three essential keys to building a workforce that’s job-ready, culturally aligned, and adaptable—ensuring your business stays competitive.

84% of hiring managers say making the wrong hire is more damaging now than ever before. From shifting legislation to soaring candidate volumes and the rise of AI, today’s recruitment landscape is packed with complexity. In this hands-on workshop, led by experienced TA leader Tom Simms, you’ll learn how to build a future-proof assessment process that delivers confident hiring decisions and better role fit from day one.

What to expect:

• How to navigate current hiring pressures—from economic volatility to legislative changes like Day 1 rights.
• Myth-busting around assessment methods and the risks and realities of AI-powered hiring.
• Interactive discussions with peers to uncover what’s working (and what’s not) in real-world assessment processes.
• Practical tools to help your hiring teams handle high application volumes without compromising quality.
• Live Q&A with Tom Simms from TAZIO, drawing on cross-sector experience to tackle your toughest recruitment challenges.

- Recognising change and embracing uncertainty

- Talent experts as strategic changemakers

- Clarifying what DEI means to your organisation

5 AI tools you should be using before your competitors do

Proven strategies to embed AI into your TA gameplan today

The AI mistakes that will slow you down or sabotage trust

• Understanding who’s in your supply chain (e.g. umbrella companies, agency/temporary workers
• What you need to know about HMRC
• The risks of non-compliance: legal and financial, reputational, operational
• Rewards of compliance: enhanced reputation and trust, efficiency and productivity, reduced risk and liability
• FCSA’s role in promoting compliance

Chris Bryce, FCSA’s CEO, will delve into the critical importance of understanding every link in your temporary staffing supply chain, highlighting the often-hidden complexities of working with umbrella companies and agency/temporary workers and providing essential knowledge about HMRC regulations and their implications.  We'll explore the significant risks of non-compliance, from legal and financial penalties to reputational damage and operational disruptions.  Crucially, we'll also highlight the substantial rewards of a compliant approach, including enhanced reputation and trust, increased efficiency and productivity, and significantly reduced risk and liability.

Background screening can be thought of as a compromise amongst managing the risk of hiring versus the cost and speed to hire. Faster searches may reduce time to hire and may be less expensive, but if that speed comes from a reduced scope, it may increase risks associated with hiring the applicant.

More thorough searches may increase costs but may also risk missing the opportunity to hire the applicant due to competition for talent from other employers.

Join First Advantage for a workshop focused on how organisations can best manage these factors and onboard at scale whilst reducing risk.

Agenda:

• Intro – risks and what to look out for when onboarding and screening candidates
• Breakout session – share your live examples of friction points in your screening process
• Roundup & Analysis – summary of top friction/risk items
• Closing Remarks - Creating a frictionless screening process and reducing risk

Key topics:

• Why true disruption starts with the confidence and bravery to step into the spotlight and be heard - making the changes needed to re-imagine your hiring strategy
• How prioritising people-centric approaches supported by ‘a bit of tech’ can spark unstoppable innovation and great hires
• How mastering the basics of hiring ignites the momentum that can lead to long-term success

Explore the rising role of talent acquisition as a strategic driver of workforce planning, talent development, and succession success

Stop the talent drain—learn how to spot, elevate, and fast-track hidden stars already inside your business

Learn how a culture of internal progression can skyrocket retention, loyalty, and motivation