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]

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.

Companies are fully aware that we are in a candidate-driven market, with a shortage of good quality candidates to fill their hiring requirements.

As a result, businesses are trying to hold onto as many strong employees as possible, causing an increase in counteroffers.

Since the start of the year, the Finance & Accountancy market has seen employees being offered an uplift of €10,000-20,000 - in some cases over €25,000 - to stay with their current employer.

If you’re currently thinking about changing roles, you should expect to receive a counteroffer if you hand in your notice. Whether you’ve been working at your company for six months or several years, they will do more than ever before to keep you.

Prior to looking for a new role, here are some questions you should be asking yourself:

• On a scale of 1-5, how happy are you in your current role?
• What is the real reason for wanting to leave?
• What conversations can you have with your current employer?

What should you be thinking when the counteroffer arrives?

• Why is your employer only realising your value now?
• Will you be a trusted member of the team moving forward?
• What if you accept the counteroffer? What if you decline it?

But, most importantly, revisit these simple questions:

• On a scale of 1-5, how happy are you in your current role?
• What is the real reason for wanting to leave?

Always think about the real reason you are looking to approach the market in the first place.

Did you know that a high percentage of people who take a counteroffer re-approach the market within a few months?

Does being counteroffered actually make you feel good? Does it make you feel like a valued member of the company, or does it make you feel the opposite in reality?

Think about whether the counteroffer provides a genuine benefit to you or to the employer. For example, keeping you on board means they won’t have to train someone new, pay potential recruitment fees, etc.

If you’d like more advice on managing a counteroffer, either as a hiring manager or candidate, please get in touch with David Harper, Associate Director: [email protected]