Writing on hiring, honestly.
Research-backed pieces on what hiring actually costs, how it's being gamed, and why screening should read both sides of the table. Every number links to its source.
AI cheating in scenario and behavioural interviews
Most AI-cheating detection is built for live coding interviews. Scenario and behavioural formats, the ones most non-technical roles actually use, are mostly unguarded. Here's what actually works instead.
Read the article →When a role is mis-sold, and why nothing catches it
Every assessment category evaluates the candidate. None of them audit whether the job itself was accurately represented. Named properly, with the data that's been describing it under other headings.
Read the article →IR35 and contractor screening in AI hiring
Working pattern determines IR35 status, and working pattern is set before the contract is drafted. Why control, substitution and mutuality of obligation belong in the hiring conversation.
Read the article →The real cost of a bad hire in the UK (2026 figures)
The DOL's 30% floor and SHRM's 50–150% ranges, applied to real UK salaries, plus why the leading cause of early exits is mismatch on the employer's side of the table, not candidate incompetence.
Read the article →How candidates use AI to cheat hiring assessments (and how to catch it)
38.5% of a 19,368-interview sample showed AI-cheating signals, and Gartner predicts 1 in 4 fake candidate profiles by 2028. The four levels of AI-assisted applying, why detectors and proctoring fail, and what detection actually requires.
Read the article →Why candidates ghost employers (and why it's rarely about them)
65% of applicants now disappear mid-process. The real, data-backed reasons (slow scheduling, silence not rejection) and why an asynchronous first step fixes the largest single cause.
Read the article →UK salary transparency in 2026: what candidates expect
89% of candidates are more likely to apply when a salary range is listed. What UK and EU law actually require, official ONS gender pay gap data, and why delaying the salary conversation is the expensive option.
Read the article →Structured vs unstructured interviews: what the research says
Schmidt & Hunter's landmark meta-analysis: structured interviews are nearly twice as valid as "gut feeling" interviews at predicting job performance. Why, and what it means for how you screen.
Read the article →Why new hires quit in the first 90 days
30.3% of new hires who leave within 90 days cite misaligned expectations, not skills: the leading cause, ahead of culture fit and onboarding quality combined.
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