15 May 2024 · Recruitment

Future Proofing Your Recruiting Career or Business

I'm sure you've all seen the latest drop of functionality from OpenAI.

It actually sparked a kernel of fear in me about the future for knowledge workers.

I'm sure that fear has set up shop in a few people's minds already, but for me, there are still barriers to using AI effectively which have rendered it only partially useful.

It's clear from a mile off, those that lack prompting skills and churn out clearly AI derived content on social media, blogs, and CVs.

Moving forwards, that won't be the case.

So, with that in mind, where does that leave recruiters?

The Plight of Jobseekers

The public will have ubiquitous access to (almost) the same tech as massive businesses.

We're already seeing the proliferation of mass job application tools, which is shifting the power balance away from traditional recruiting channels like job boards and recruitment consultancies.

Consider Teal, which helps users to manage and boost job applications. It was built by a non-technical founder in 2019 using Bubble, a nocode tool. It raised $6.3m in first round seed funding on that basis.

Now, they are a no-code unicorn with some proprietary (coded) tech involved, but I hope it highlights the potential for disruption and the low barriers to entry in the careers space.

This is all great for jobseekers, right?

Maybe. I think there are short-term gains, but eventually, they are still lost in a sea of noise.

They'll be able to apply with greater volume, leveraging these tools, but when everyone has the same access, there is no advantage.

They will crave human connection, advice, and insight.

Where Recruiters Will Continue to Add Value

Trust Building

I trust AI more than most humans. I think it's more consistent, plays less status games and has clear motivations.

That's probably because I've worked and built with AI as a solopreneur, and have had human teams in the past.

I don't think people in general feel the same.

An AI or robot will never be trusted more than a human when people are being judged.

Candidates (and clients) want a repetition of personal interaction.

They want shared experiences and genuine connection.

They want to see and hear from a real person, with original input and ideas, even if they are imperfect compared to AI.

Trust building is paramount.

Complex Scenarios

This is a mixed bag, as I've used AI as a sparring partner for a while now. It helps me to navigate complex business problems with efficiency.

Still, I think there is an angle for consultants to stay ahead.

Imagine a scenario where a company is undergoing a major restructuring and needs to fill multiple leadership positions. This involves not just identifying the right individuals but could also involve navigating corporate politics, managing sensitivities about internal candidates, and/or ensuring alignment with the company culture post-restructuring.

A human consultant can provide insights derived from a profound understanding of the human elements at play, offer mediation, and manage the relationship dynamics that AI might not fully grasp.

How Recruiters Should Respond

The key is to evolve beyond transactional recruitment.

Focus on:

The recruiters who thrive will be those who position themselves as trusted advisors, not order-takers.

Image attribution: Photo by Samsung Memory on Unsplash