Omni at CIPD’s Annual Conference and Exhibition (ACE)
The CIPD Annual Conference and Exhibition (ACE) is a pivotal event for HR and talent professionals. This year, focus was on AI, skills-based hiring, engagement, and the implications of the new Employment Rights Bill offering an in-depth look at the current HR and TA landscape.
Omni’s Talent Strategy Director, Katie Noble, took to the Insights stage alongside Claire McCartney, Policy and Practise Manager at the CIPD to discuss key findings from the latest Resourcing and talent planning report. The session unpacked some alarming statistics, opening up a much-needed dialogue on the current state of recruitment and retention.
Katie and Claire shared data on the current challenges in recruitment, as found in the CIPD’s Resourcing and talent planning report, supported by Omni:
Perhaps most concerning is that only 28% of hiring managers receive training in legal obligations or equity, diversity, and inclusion (EDI). Meanwhile, only 50% of organisations provide Inclusive Leadership Training – critical elements in creating effective and equitable hiring and retention processes.
Omni’s Talent Strategy team offer comprehensive and revered EDI training for leaders and managers -focused on building inclusive workforces, fostering a sense of belonging and increasing productivity.
The session emphasised that candidate experience and engagement are the ultimate differentiators in today’s competitive market. Katie highlighted how the journey from initial application to onboarding shapes the perception of your employer brand.
“If employers aren’t investing time and effort into creating an engaging and seamless application journey, prospective candidates won’t feel the excitement and connection to join,” said Katie.
AI and technology can play a pivotal role in enhancing this experience. From AI-powered chatbots and automated communication to prompts that guide candidates through onboarding, these tools can make processes smoother and more engaging. However, Katie reminded attendees that the human touch must complement these advancements, especially for hard to fill niche roles.
Another critical discussion point was the importance of equipping hiring managers with the right tools and training. As Katie pointed out, many HR teams focus heavily on employer branding and attraction strategies but neglect the first point of human contact in the process.
“All your hard work can unravel if hiring managers lack the skills to execute effective and equitable selection processes,” she said. Inclusive Leadership Training and targeted development for hiring managers are key to maintaining the integrity of your recruitment strategy.
This year’s conference marked a notable shift in interest toward AI. Workshops explored practical applications of AI in the people profession, from crafting job descriptions to designing training programmes and identifying skills gaps.
Katie attended a session led by Gavin Duncan of Together for Children and Mike Chatterton of AI Accelerator, who demonstrated how various platforms, such as ChatGPT and ClaudeAI, can revolutionise HR processes.
Furat Ashraf, partner at Bird & Bird, highlighted the importance of legal considerations when using AI. “Explainability is everything,” he said, stressing the need for human oversight in AI-driven decision-making.
Katie echoed this sentiment: “If you’re not leveraging AI, you risk falling behind. The efficiency and time savings alone make it an invaluable tool.”
The conference reinforced the message that EDI must be embedded into leadership. Steph Edusei, Chief Executive of St Oswald’s Hospice, noted that “inclusive leadership isn’t separate – it’s integral to leadership itself.”
Katie agreed, pointing out that EDI is often deprioritised during times of organisational change, despite being a cornerstone of successful people strategies. Organisations need to prioritise inclusive hiring and retention practices to build diverse and resilient workforces.
While not a new concept, skills-based hiring received renewed focus at ACE. Tom Ravenscroft, CEO of Skills Builder Partnership, highlighted its potential to unlock productivity by aligning roles with essential skills.
Katie said that adopting skills-first approaches can also help organisations address skills shortages – another theme of this year’s conference. Listen here to Omni’s specialist assessment team share insights into how you can successfully implement skills-based hiring.
Here are some of the key actionable insights taken from ACE for organisations looking to stay ahead in the ever-evolving talent landscape:
“The future of HR and recruitment lies in adaptability. Whether through technology, inclusive practices, or skills-based hiring, the organisations that innovate and evolve will be the ones that thrive.”
The CIPD ACE conference served as both a reality check and a source of inspiration. At Omni, we believe Talent is Everything, and we’re ready to help organisations leverage these insights to reshape their talent strategies for 2025 and beyond.
Omni’s EDI Training for Leadership Teams covers the value of leading teams inclusively, how leaders impact an organisation’s EDI agenda, barriers hindering an inclusive culture, addressing unacceptable behaviours, the complexities of microaggressions, the implications of being a bystander, and understanding laws protecting employees from discrimination.
Omni’s training covers understanding potential discrimination areas during recruitment, recognising bias and its impact, avoiding discrimination, implementing positive action and diversity strategies, making reasonable adjustments, objective shortlisting and selection through evidence-based decisions, and structured interview techniques with appropriate questions.
Omni offers tailored training programs in various formats, including face-to-face, live virtual workshops, and eLearning modules, to meet your business objectives. With a satisfaction score of over 95% and clients returning year after year, Omni has a proven track record of delivering high-quality training that meets organisational needs.
At Omni, we prioritise an evidence-based approach that ensures reliable and effective assessment processes. Our team of expert Organisational Psychologists brings extensive experience in designing and delivering robust assessments that are inclusive, skills-focused, and tailored to your unique organisational needs. We also offer flexibility and support throughout the assessment process, ensuring successful implementation and tangible results.
Our assessment solutions are designed to elevate your hiring process by identifying the best candidates based on their skills, potential, and fit for the role. We help you define the critical competencies required for success, develop tailored assessments that accurately evaluate these competencies, and provide deep insights into candidates’ aptitude and personality traits. This evidence-based approach improves productivity, reduces turnover, and ensures a positive candidate experience. There are several benefits that personality profiling can bring to the recruitment process, such as supporting inclusive hiring, improved decision making, and increased efficiency.
