You must run towards the tech

How many webinars and podcasts on AI and recruitment can a recruiter take?

I know. We are flooded with it!

I like to think this one is a little different.

From the perspective of a guy who was recruiting 16 years before the internet was invented! So, seen more change and disruption in recruitment than most (Probably more than anyone, to be fair)

But not an old school view. Quite the opposite. The advice is given from a viewpoint embedded in a need for AI, and what it can do

But also –  and this is the important part – what it should not do!

This webinar with Nicole Dodd from Redi Recruitment will challenge you to  “Run towards technology, understand it, then adapt what works for you.” With only 17% of agencies globally using AI, the opportunity—and the risk of being left behind—is massive.

Discover how to become a techno-empath: embracing tech without losing the human touch. Packed with fresh ideas, actions, and takeaways for anyone navigating the future of talent

Access the webinar here, or find the summary of key points below.

• We delve into the single most significant global shift observed in the past 2 years and explore what it signals for the next 2 years and beyond.
• AI and automation are the most significant challenges we have ever faced. That is what will decide winners and losers in Agency Recruitment. Leadership
• My message to all recruiters, in-house, and agency: What got you here will not get you there. Don’t hide. Run towards the tech!
• But beware: The world of AI is still full of hype and dominated by charlatans selling digital snake oil. Much of it isn’t even real!
• There is an army of AI experts, evangelists and so-called ‘thought leaders’. They have never implemented AI in a recruitment environment. All they are doing is amplifying the claims of the snake-oil AI vendors. Beware! Many products on sale now actually automate dysfunction.
• AI is slowing down recruitment, making it more cumbersome and adding more work. Candidates fabricate credentials, invent achievements, and match job specs with skills they don’t possess. Almost 50% of candidates have used AI to embellish or outright falsify their resumes. (Financial Times UK)
• Many legacy traditional HR tools, CRM and ATS products increasingly have flawed platforms. They sprinkle AI terminology and the odd AI enhancement on top of what is, in reality, a dinosaur system. It’s the ultimate ‘Band-Aid strategy’. They are selling cocktails at the bar of the Titanic after the iceberg hit.
• But, a huge warning. What I have said is accurate, BUT do not fall into an ‘AI Early rejection trap‘. We need to engage and understand. AI is changing substantively every 3.5 weeks. It will have a massive impact on recruitment. It will have an enormous effect on you.
• Recruiters cannot wait or stand idle. You need to pursue a nano degree and figure out how to maximise AI’s potential. Doing nothing is a disaster. Implementing mindlessly is a disaster.
• AI is quickly being entrenched into the recruitment process, but where do you draw the line between functional automation and damaging the process by being de-personalised
• ‘Resist change’ vs ‘Blindly automate’. Both wrong. Instead ‘reimagine and reinvent”
• AI claims that it will automate human judgment and influencing skills in recruitment. This is precisely the opposite of what is needed!
• The magic lies in understanding and implementing the marriage of art and science. What is needed is quality, effective, and innovative technology that eliminates unnecessary work and streamlines processes at every step, combined with highly evolved, deeply sophisticated human influencing skills that create outcomes that technology cannot.
• There is a significant distinction between recognising which aspects of the recruitment process can be automated, and understanding which ones should be replaced by AI and Automation (and, consequently, which ones should not). Don’t ask: ‘Will AI and tech replace recruiters?‘ Ask: ‘What parts of the recruiter’s job will be better done by tech, and what parts done better by humans?’
• The Recruiters’ real value. is selling…listening…advising…consulting… insights… influencing. So, AI will not destroy recruitment. But it may take many recruiters’ jobs. Because so many recruiters lack influencing skills, as they hide behind digital.
• The recruiting superpower for the AI age: The rise and dominance of the ‘TechnoEmpath”
• The critical question to ask about any new recruitment tech. How does it impact the candidate experience, the client experience, and the recruiter experience?

What do you think most recruitment firms and in-house talent teams are getting completely wrong right now, and what would you change immediately if you were running the show?

Doing nothing
Automating everything
Believing the hype
Not understanding the wave of change that is coming
Automating the human part of the job
Not ensuring human oversight at every stage
Making assumptions about AI quality
Buying AI tools on a hunch or knee-jerk reaction, or to ‘keep up’ without doing due diligence
Band-aiding ineffective AI tools on top of a flawed legacy ATS or crm
Not understanding which part of recruitment is routine and which parts are infinitely nuanced
Not doubling down on relationship building and trust
Not training recruiters for the new reality
Not understanding how AI can augment human intuition and influencing skills.

Not understanding that recruitment is the only industry where what you are selling can say “no”
Trying to automate empathy

Get the full webinar here

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