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Hi Recruiters,
Buy now, pay later services company Klarna has instituted a hiring freeze (outside of its engineering department), betting on AI to fill any talent gaps for the foreseeable future. Historically, company headcount correlates to business growth. Are we entering a time when that's no longer the case?
Never-ending headlines about tech companies trimming their workforces might make it seem that way. Ask any recruiters in sectors like healthcare, however, and the outlook for hiring is quite different (it looks more like this):
Improvements in AI are unlocking incredible productivity and helping teams everywhere do a lot more with less. This will only continue. Does it mean the way TA teams look and function will change? Well, that's already happening. Does it mean recruiting can be done without humans? In some cases, sure. But that's really nothing new. The tech to implement a mostly one-way hiring process has existed for years.
What is new is the opportunity for recruiters to get cozy with AI in order to bring value to the smaller, more efficient, hiring teams of the future.
If there's anything to be scared of, it's resisting change.
We've talked in previous issues about the decline in candidate experience over the last few years. While the average job seeker would probably agree that there are downsides to the technologies that make up the modern hiring process, much of what sways a candidate's decision to accept an offer comes down to the human-led qualities of their experience. For example, a study of over 400,00 job candidates found 42% decline job offers as a direct result of a bad interview experience. Computers: 1, humans: 0.
One could argue that the more we depend on technology, the more important the human element in our interactions become. It makes sense. For people to feel good in the world, they need to know they're among other humans.
With the help of technology, we can increase the speed and reach of our human qualities like never before. Not sure how to do this in your own recruiting practice? First, try thinking of what you can offer that AI cannot, and then how you can use AI to implement that thing at scale.
For example, In a recent podcast episode, our friend Jim Stroud shared an insightful sourcing strategy he's devised, called the Judge Judy Technique.
It goes like this: When lawyers defend their clients in court, they'll bring up an expert witness. Because there's usually a lot of money on the line, these experts are at the top of their game in their given field. As a recruiter, if you do a web search for a specific job role + "expert witness", you'll find websites that list these experts, which could be used as a new pool of "crème de la crème" passive talent.
At this moment in time, only a human can think creatively enough to come up with that sourcing strategy. To amplify the effectiveness of a unique strategy, they need only think about how to leverage tech when implementing it into their recruitment process.
We can't mention Jim Stroud without congratulating him on his new role as Editor at SourceCon. Jimmy, we're rooting for you and can't wait to see what you're cooking for the community.
As you're taking steps to improve your game, figure out a new industry, or jump into a new role, try to embrace change. There's plenty to be optimistic about, but I caution those who are hesitant to figure out how new technologies can help them stand out.
When in doubt, just remember your unique human qualities are what really matters. With that understood, think about it: how can you use tech to show those qualities off?
Kunwar Ishan Sharma here! There's a lot to look forward to (and be cautious about) in the coming year. We share predictions for 2024 in our recent blog, Recruitment Trends 2024: Maximizing Opportunities For Recruiters And Sourcers.
Additionally, you can hear what shifts in the market Steve Levy, Paul DeBettignies, Brian Fink and David Marr, CIR, CSSR are anticipating in the latest episode of Recruiter Therapy.
Thank you for being a part of the community, and we'll see you next week.
— Recruiters
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