Glen Bird’s Post

We can all agree that AI is the next big thing (if you like it or not!). It's certainly where tech and IT are headed, so it makes sense that the UK would be trying to become a world leader in the field. Except... it's not. Not if you look at the roles out there. France and Spain are leading the world in AI recruitment, and the UK makes up less than 5% of roles in the Western world. How can we be an AI destination if there aren't any jobs? https://bit.ly/49pdD2A #AI #Recruitment #Staffing #ML

Personnel Today studies show that hiring managers are spending significant time battling through job applications in their search for the ideal candidate. 35 hours are the amount of hours that hirin professionals spend on recruitment. That's the major part of their week. 80% of roles with SMEs are hidden due to their old processes to fill a role. Dark vacancies are more common as you think. Spending huge amount on advertisement can't be done for everyone. In a momet where application overload and dark vacancies are up to date, AI is the solution. Trained AI can analyse exactly what you are looking for in a candidate and use this criteria to reduce hundreds of applications. Technological problems must be solved with better technology. If you want to know more about how AI can solve those problems, check the link below: https://lnkd.in/davrZP8N

Energized by this FT article that talks about how recruitment companies are embracing AI to identify candidates and boost efficiencies. Our CEO, Denis Machuel shares how AI is helping our recruiters “make better choices”, whilst still highlighting the importance of human touch and building relationships. Also exciting is the mention of our recent partnership with Microsoft to create a GenAI empowered Career Platform. Exciting times ahead!   Here’s a post the FT article on AI: https://lnkd.in/ecZqbpJh   #AI #GenAI #FutureofWork #GWOF #TAG #TheAdeccoGroup

Interesting article from the Financial Times after generative AI was such a big topic at the Big Data Belfast conference a couple of weeks ago. There are certainly a number of good AI tools out there helping recruiters improve processes and reduce admin related tasks to help increase the time available to build relationships with candidates and hiring managers. It is good to remember, though, that AI is only as good as the data being input, AI can be prejudice and candidate experience and negotiation requires empathy and active listening that AI is weakest with. #dunbarbrowngroup #ai #recruitment

Ever wondered how it feels to sift through 313 applications for a single role? Well, let me take you on a little journey that's become a staple in my recruitment career. 🌟 In the fast-paced world of staffing and recruitment, AI has become our silent partner, helping us navigate through the sea of applicants to find those precious few who truly fit the bill. Imagine receiving 313 applications in less than 24 hours for one position. Overwhelming, right? But here's where AI steps in, allowing us to quickly pinpoint candidates with the necessary experience. Yet, it's crucial to remember that titles barely scratch the surface of what our clients need. Here's a nugget of truth: it takes less than 30 seconds to apply for a role on LinkedIn, but reading the details? That's where the magic happens. Out of those 313 hopefuls, only 20 met the core qualifications, and just one was the perfect match. But here’s the kicker—I personally reviewed all 313 applications. Yes, you read that right. Almost half of them didn't align with the clearly stated job requirements, some were halfway there, and then there were the 20 who were almost spot-on. Six applicants were the dream candidates, making up a mere 2% of the total. (One got the job!) This wasn't a senior role, but I'm gearing up to dive into this process again for other positions. Why? Because ensuring that AI and I are in harmony is crucial. Amidst all the automation, the human touch remains indispensable. 🤝 So, here's the takeaway: AI in recruitment is a game-changer, but it's the human insight that makes the difference between a good fit and a perfect match. Let's not forget the power of personal touch in our rush to embrace technology. Got thoughts on balancing AI with the human element in recruitment? I'd love to hear your experiences or strategies. Drop a comment below or hit the like button if you found this insight valuable! #Recruitment #AI #HumanTouch #Careers

AI conundrum for #talentacquitition teams "If you teach AI to copy human preferences, it can replicate and augment human bias and unfairness. Inequality could increase.” We already know that many job descriptions and requirements are poorly thought out. In America 25% of the labor force changes jobs every year, that alone is the proof. Inspirante.io designing for the candidate first.

While AI holds immense potential to streamline processes and enhance efficiencies, job seekers are excited and weary of its capabilities in their job search. By striking a balance between AI-driven efficiency and the human touch, employers can build a hiring process that is fair, transparent, and responsive to job seekers' evolving needs.

Discover how cutting-edge AI-powered technology is revolutionising the hiring game, helping recruiters and hiring managers find top candidates faster and with unbeatable efficiency. Find out more about the future of talent acquisition with this must-read article from Forbes 🔗 https://lnkd.in/grVDSj5q #AIRecruitment #FutureOfHiring #InnovationAtWork #AI #TheSearchProject #Recruitment #futureofrecruitment #shareyourthoughts #forwardthinking #effectiveleadership

Misconnections, mischief and mayhem. That is what we will see with the increased use of AI in recruitment according to research and advisory form, Forrester. It predicts that in 2024: 😕 At least one well-known company will hire a candidate who doesn’t actually exist. 😕 At least one business will employ a real candidate for a non-existent job. The key for candidates is to "master their digital body language". In other words, understand and review their online presence and make usre that it is portraying the right impression - to humans AND machines. Your LinkedIn profile is a good place to start, as this often appears first in a Google search of your name & town or job title (try it). #recruitment #AI #digitalpresence

Generative AI in the recruitment process. How should it be best used?   Jobseekers and Employers will have their own views on this, but either way it will be a divisive subject in 2024. Keen to hear any thoughts on how you think it should be best applied, at what stage and how it will benefit TA teams .   #hiringprocess #airecruitment #recruitmentstrategy