0:00 - Opening clip

0:44 - Introduction

3:20 - Consent, lawful basis and DUAA: the UK foundations

11:29 - Being auditable, transparent and defensible

28:27 - Working with privacy and legal as partners

48:49 - TA Disruptor tips

TA teams are being pushed to move faster, automate more, and experiment with AI across the hiring journey. But regulators and courts are looking much more closely at how organisations use data and protect individuals' rights — and high-profile cases like the Workday and Eightfold ones in the US show just how important it is to get this right.

Meet Husna Grimes, a senior commercial lawyer and privacy leader with over 18 years' experience enabling organisations to use data responsibly. Husna has led privacy strategies for Channel 4, where she was the first in-house data protection lawyer, and ad tech company Permutive. She now co-leads Pure Privacy Consulting, helping companies find creative, compliant solutions that satisfy both regulatory standards and customer needs.

Join host Robert Newry and Husna as they discuss:

⚖️ Why consent is trickier than you think in recruitment: The power imbalance between candidate and employer means consent is rarely freely given. Husna explains why legitimate interest is usually a stronger lawful basis — and how to document it properly.

📜 What the Data Use and Access Act actually changes: Now in force, the DUAA introduces legitimate interest as a lawful basis for automated decision-making — but it's not a blanket exemption. Husna breaks down the conditions and safeguards you need to have in place.

📋 Why your DPIA should be a living document, not a tick-box exercise: It's your source of truth — mapping your hiring workflow, documenting risks, and demonstrating accountability. And the project owner should be the head of TA, not legal.

🔍 Vendor accountability: why you can't outsource compliance.

🛡️ How to build transparency into your process from the start.

🤝 How to work with legal and privacy as partners, not blockers: Come early, come prepared, and come with a clear use case and data flow diagram. Husna shares what a great brief from a TA team looks like — and the mistakes that slow everything down.

💡 Three things you can do next week: Map your hiring process and identify where AI and automation sit. Agree a short checklist with legal for onboarding new tools. And sit down with your team to define what meaningful human oversight actually looks like in your current systems.

Tune in to hear how to stay on the right side of the law while transforming your hiring process for the AI era. Don't forget to hit 'subscribe' to be sure not to miss more episodes of the TA Disruptors podcast.

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Thanks for listening, and here are some helpful links:

Connect with Robert on LinkedIn: https://hubs.li/Q0282KjJ0

Connect with Husna on LinkedIn: https://www.linkedin.com/in/husnagrimes124/

Sign up for the TA Disruptors newsletter — it's the easiest way to be updated with the industry's brightest ideas and the freshest need-to-know data — every week: https://hubs.li/Q0282H370

Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. For the innovators, the movers and shakers, and the TA leaders who will survive and thrive in this new era by moving quickly to future-proof their recruitment processes. Even when you're feeling overworked and overwhelmed, we'll help you keep up with the latest ideas from the industry's brightest innovators and the freshest need-to-know data from new research. TA Disruptors has got you covered.

All brought to you from the team behind Arctic Shores.

Hosted on Acast. See acast.com/privacy for more information.

How to rip up the hiring rule book without breaking the law | With Husna Grimes

TA Disruptors

How to rip up the hiring rule book without breaking the law | With Husna Grimes