Lina Edinborough-Read’s Post

AI vs Jobs I am a positive kind of guy. My default is to air on the positive side of things, sometimes to my detriment... I have been through a lot of advances in technology but possibly none as seismic as AI\Machine Learning but the evidence is pretty strong... Job Boards (b. c1997) were foretold as the nail in the coffin of recruitment businesses. Who would need recruiters if everybody had access to job boards? LinkedIn (b. 2003) it was suggested on a number of occasions that why would recruiters exist if everybody could get directly in touch with each other through LinkedIn. AI, reading some of the articles that have been written about AI, if they came from a point of fact, we all might as well give up now and go home, because what's the point. Nobody is going to have a job in 2025, let alone a career. Yes, jobs will change, some jobs will disappear. Since 2008, the number of recruitment companies in the UK, which were going to disappear in 2003, has grown of average by 27% year on year. Source: https://lnkd.in/de9XSSwc In my opinion, AI, in recruitment will enable good recruiters doing what they do best, getting on the phone and making connections. Which, surely, can only be a good thing. #ai #artificialintelligence #machinelearning #recruitment #staffing

One of the hottest topics at the minute is AI and what impact it will have on jobs. Yes, there are some careers this will effect but The World Economic Forum concluded in October 2020 that while AI would likely take away 85 million jobs globally by 2025, it would also generate 97 million new jobs in fields ranging from big data and machine learning to information security and digital marketing I personally see AI in Talent Acquisition as something that can help make our days more productive, taking away the monotonous tasks and allow us to do what we do best... speak to people and build relationships. Hiring Managers, Talent Acquisition or Recruitment Consultants may find the below article beneficial and it might take away the negative stigma of AI and show some of the benefits. #ai #artificialintelligence #aiinrecruitment #machinelearning

The future of recruitment is changing. Well, it’s always changing, especially in this digital world. 💻 But one of the biggest game-changers is AI. 🤖 Hiring managers are seeking out AI-savvy candidates, and job postings mentioning AI have seen a 17% greater application growth over the past two years. The future of recruitment demands a multifaceted skillset that extends far beyond the traditional realms of sourcing and screening. We need to be data-driven detectives, capable of uncovering insights that lie buried beneath mountains of information. It’s amazing to see how much has changed over the years, AI was something that once belonged in films and now it’s something we’re seeing more of in job adverts. Where do you think the future of AI will take us next? #Recruitment #AI #Tech

Are you worried about the impact of AI on your recruitment career? The great news is that according to renowned AI specialist Mark Minevich, jobs that involve 'ideating, relating to people, and making complex decisions will be the hardest for AI to replicate'. Being successful in Agency Recruitment requires a high level of emotional intelligence, being able to understand and relate to people, and exercising flexibility in your conversations. For example, you may be calling to take a reference check, but you will also not waste the opportunity to qualify the referee as a potential client or candidate, obtain valuable market gossip, or plant a seed for a future professional relationship. I think that we are pretty safe from being superseded by AI - or many of the web-based platforms that have popped up from time to time! Good luck with building your network and personal brand within your market! Link to article in comments. #rec2rec #recruiterlife #artificialintelligence

Our world has evolved so much technologically speaking. They say that #ai is so powerful it justified laying off thousands of people across many industries especially in entertainment. But it still hasn't reached the point where it can scrape data on people to determine who would be capable of fulfilling job functions which still require people to fill the roles without a traditional resume process? I mean I know artificial intelligence has been created with the explicit goal of eliminating human labor in "mind," but perhaps this is an antiquated way of going about it. The social media profiles of candidates are already used by hiring managers (whether they're legally supposed to or not) so what really is the difference? In reality, it would be much faster if I could get noticed by the right person within a company, exemplify their values with my thoughts and have a hiring manager reach out to chat and charm. If we get along, why go through the process of reviewing a CV at all? I mean, perhaps it should be part of the mix, but there are so many parts of a person and their experience in life to consider outside of what roles they previously held. Especially as the past few years kept a lot of us out of traditional jobs or roles in companies. Or for me having had a business of my own consulting for almost a decade, and never having been asked to take an on-site role at a giant company, it doesn't mean I am incapable of doing that. Perhaps the human side of hiring should exert itself over the technological vetting anyway, even in the tech sector. Just a thought...

While upwards of 80% of employers are likely leveraging some type of AI technology in their hiring process, fact remains that the tech is fairly underdeveloped, and its efficacy still questionable. But that doesn't really help a job seeker when you're investing significant time into applications and waiting to hear back about that *perfect fit* of a role. A rising complaint, both among my clients and job seekers as a whole, has been a frustratingly high lack of response to opportunities they feel were exceptionally aligned with their skills and experience. So why employ a flawed technology that often results in an inability to connect with high-value talent? Too many applications to sort through, need for efficiency, cost savings, time savings, etc. But here's the problem with that: "We’ve seen proof that [the technology] is very efficient and saves a lot of money. We haven’t found a lot of evidence to prove that it finds the most qualified candidates, or that there is less bias," says Hilke Schellmann, author of "The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired and Why We Need to Fight Back Now." AI is not going away - it already plays a weighty role in recruiting, and (hopefully) we're going to see it evolve in ways that positively impact *both* candidates and employers. A great interview to read if you want a true insider's take on how AI is impacting the job market and the recruitment process. https://lnkd.in/exnnwib2 #AI #recruitment #hiring #careers #resumes #jobsearching #hr

🚨 NEWSFLASH: AI is coming for your job! ...or is it? 🤔 Here's a trip down memory lane: • 1995: "Email will kill recruiting!" • 2000: "Monster.com is the final nail in the coffin!" • 2005: "LinkedIn? Game over, recruiters!" • 2024: "AI is the recruiter apocalypse!" Spoiler alert: We're still here. 😎 Why? Because recruiting isn't just about tech – it's about PEOPLE. Sure, AI can scan resumes faster than I can say "You're hired!" But can it: • Read between the lines of a candidate's body language? • Sense the cultural fit that isn't on paper? • Negotiate with the finesse of a seasoned pro? Nope, nope, and definitely nope. The truth? Tech doesn't replace recruiters. It supercharges them. 🚀 Great recruiters are like fine wine – they get better with time (and maybe a little LinkedIn stalking). So next time you hear "X will kill recruiting," remember: People hire people. And last I checked, AI can't shake hands... yet. 😉 What's your take? Has tech made your job easier or just... different? Drop a comment below! 👇 #RecruitingAintDead #AIHype #HumanTouch

Is this AI vs AI !!?? I have read multiple articles praising the advantages of incorporating AI into the recruitment process; highlighting its potential for efficiency, time savings, objective screening, etc. However, I have yet to come across an article that weighs the real-life scenarios and considers the fact that job seekers are also leveraging the power of AI equally. On average, a recruiter spends around 10 to 15 seconds perusing a resume to match key skills for shortlisting it. AI has the potential to expedite this process, accomplishing it within a matter of seconds with not to mention better efficiency. However, on the other hand, job seekers are equally harnessing AI to construct resumes with right keywords which are aligned with the applied jobs. NOW the big question that begs to be answered is whether this mutual utilisation of AI is beneficial to any?? 🎯 For job seekers, widening the interview pool may seem advantageous, increasing their chances of securing a job in today's competitive landscape. However, applying for roles that do not align with one's skill set can prove to be a pitfall, diverting effort and energy away from the right opportunities. 🎯 For recruiters, while the initial screening process may become significantly more efficient with AI, ironically resulting in fewer rejections at this stage, the subsequent stages will require more effort and time. Is the time saved worth it, or has it led to a potential waste of resources and time in the next stages? AI is transformative and there is no denying it, but the ethical responsibility lies on us in its utilisation. To all job seekers, I urge you to formulate a strategic approach: 🌟 Focus your energies on preparing meticulously for a select few interviews, showcasing your skills to the best of your abilities 🌟 Leverage AI to customize your cover letters and resumes, but ensure that your genuine interest and qualifications for the specific job are authentically conveyed Let's all make the best and judicious use of AI !! #Career #JobSearch #ProfessionalDevelopment #Networking #Leadership #Entrepreneurship #Business #Success #Workplace #Motivation #PersonalGrowth #JobHunt #JobInterview #ResumeTips #JobSeekers #CareerAdvice #DiversityAndInclusion #remotework #recruiters #recruitmentprocess #research #resumewriting #ai #airecruitment #aibuiltresumes

As technology continues to evolve, AI auto-apply platforms are starting to gain popularity among candidates. While these platforms promise efficiency and convenience in the job application process, there are hidden consequences that we must address. What's the problem? Candidates can now apply for jobs in automation, which may seem like a dream come true, but it's turning into a nightmare for talent acquisition. Here's why: Quality over Quantity: AI auto-apply platforms often prioritize quantity over quality. Candidates may blindly apply to countless jobs they are not genuinely interested in, flooding recruiters with irrelevant resumes. Impersonalization: Automation can strip away the personal touch in job applications. A well-crafted cover letter and tailored resume can be replaced with generic submissions, making it harder for recruiters to gauge a candidate's genuine interest. Missed Opportunities: The rush to process high volumes of applications can lead to qualified candidates being overlooked. The perfect candidate may not make the right keywords, leading them to miss out on opportunities they're qualified for. Diverse Talent Neglected: Auto-apply platforms may inadvertently perpetuate biases by relying on historical data. This can result in a lack of diversity and inclusion in the candidate pool. Job Seeker Burnout: Candidates who are taking the time to research positions and roles may experience burnout from applying for jobs and receiving multiple rejections. This can negatively impact their mental health and overall job-seeking experience. What's the solution? 1. Recruiters and companies should maintain a human touch in their hiring process. 2. AI should complement, not replace, the recruitment process. 3. Embrace diversity and inclusion by actively seeking out a diverse talent pool. 4. Provide constructive feedback to candidates to improve their job-seeking experience. Let's Find the Balance AI can be a powerful ally in the hiring process, but we must use it responsibly. To ensure a bright future for talent acquisition, we need to strike a balance between automation and the human touch. I'd love to hear perspectives from both candidates and TA professionals on this topic - let me know your thoughts! #AIinRecruitment #TalentAcquisition #HiringTrends #AutoApplyIssues