The Future of Talent Acquisition: Balancing AI and Human Connection
There is much discussion about how automation will impact the HR function, with organisations at varying stages of adapting and capitalising on its benefits.
Last month, we turned our attention to how AI may affect Talent Acquisition and we welcomed TA Leader Douwe van der Leer to share his views at our TA networking event in Amsterdam.
Key takeaways from the session included the need for TA professionals to evolve into Talent Strategists. As automation reduces transactional tasks, Recruiters must use the additional capacity to deepen their understanding of the organisation and its business goals.
They’ll need to partner with business leaders and engage in detailed discussions around the future skills required to ensure organisational success, as well as strategies for effectively connecting with this talent.
The companies that will win the competition for top talent will be those that implement seamless automation, punctuated by highly personalised, human-centred interactions.
TA teams may become leaner as recruitment responsibility is shifted to hiring managers to run automated processes. Alternatively, they may evolve to encompass a more integrated approach to talent, including Onboarding, Talent Mobility, Internal Hiring programs, and Learning & Development - something we're already witnessing with several of our international clients.
Another interesting idea is the return of the ‘hidden talent market’. As individuals increasingly choose not to engage with messages on traditional platforms like LinkedIn, where many interactions will become automated, could we see a return of the old-style head hunter? These professionals were successful due to the strength of their network and their ability to engage with talent in more creative ways.
However, as the function evolves, those who do not embrace the benefits of AI whilst understanding where human connection can make a difference will surely find themselves left behind.
If you’re interested in discussing how your organisation can effectively navigate these changes in Talent Acquisition or if you’d like to share your own insights, please don't hesitate to reach out to Katie Insley, Director in our HR recruitment team in the Netherlands: [email protected]
More insights
Shifting Trends in HR Recruitment | EMEA Recruitment
The HR recruitment market has seen an interesting shift over the last year. The hiring frenzy that followed the post-COVID period has inevitably slowed, as businesses adopt a more cautious approach due to the unpredictable external factors affecting the economy.
However, businesses are still experiencing skills gaps in their organisations, impacting the ability to grow and evolve. As a result, we’ve witnessed an increased focus on developing internal talent, and with it an uplift in demand for Talent Management professionals able to bring a more integrated approach to employee development and fill key HR jobs.
Businesses are ensuring that the right conversations are happening by implementing a talent management framework. Many of our clients emphasise the importance of their performance management process in ensuring they manage and drive performance correctly. Implementing a robust succession plan and having a strong ‘bench’ is similarly high on the agenda.
If your organisation is facing similar challenges, or if you're looking to strengthen your talent management strategy, contact our HR Recruitment Team to learn how we can help you build a future-ready workforce and access top-tier talent.
AI in Recruitment: Enhancing Efficiency, Not Replacing Humans
As the prevalence of Artificial Intelligence increases, businesses are aiming to automate processes and improve efficiency, with the Recruitment industry beginning to tap into this. From talent identification to candidate updates, could AI significantly impact the future of recruitment specialists? We argue that AI is best considered a supporting tool and should not replace the role of specialist recruitment consultants.
HR and Talent divisions are already exploring AI tools to streamline administrative aspects of recruitment processes, such as writing job adverts and automating key processes. One potential benefit is that the introduction of AI frees up valuable time to be better invested in the end-to-end candidate, ensuring a more personalised approach from the recruiter or hiring manager. And, as AI continues to develop, it has the potential to eliminate human bias in the hiring process, ensuring greater diversity in the workforce.
However, talent attraction and hiring managers should not rely solely on AI during recruitment processes.
Impersonal approaches leave a negative impression on prospective employees and can lead to top talent being inadvertently rejected during the screening process. Whilst AI has huge potential, it's unable to currently replicate human understanding of cultural and 'soft-skill' compatibility that an experienced recruiter brings. The importance of a people-first approach will remain significant over time.
At EMEA Recruitment, we use AI-enabled tools to maximise reach in early-stage candidate search and, in doing so, spend a greater proportion of time focussed on delivering best-in-class candidate and client experience throughout the process. There’s no doubt that AI will continue to play a supporting role in our mission to be ‘the bastion of people-first recruitment’ - but it will never take centre stage.
To learn more about how we can leverage AI to support your talent needs, get in touch: [email protected]
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