Authored by Linda Oh, Deputy Country Head South Korea, PERSOLKELLY. 

Recruiting is changing fast, with artificial intelligence (AI) and automation transforming the way we find and hire top talent. AI algorithms and powerful tools are making talent acquisition quicker and more efficient. However, the human element remains crucial in recruitment —emotional intelligence and human interaction are irreplaceable. This article explores how recruiters can leverage AI without losing their human touch, ensuring an effective and humane recruitment process. 

The Integration of AI in Recruitment 

AI is now a crucial part of modern recruitment strategies. By integrating AI, recruiters can analyse vast amounts of data quickly and accurately, identifying patterns and insights that were previously unattainable. AI-powered chatbots, for instance, can handle initial screenings of candidate profiles, freeing up recruiters to focus on more complex tasks. 

Embracing AI Without Losing the Human Element 

While AI offers numerous benefits, it’s essential to maintain the human element in recruitment. Emotional intelligence and the ability to connect with candidates on a personal level are qualities that machines cannot replicate. Recruiters should use AI as a tool to enhance their capabilities, not replace them. This balance ensures that the recruitment process remains empathetic and personalised. 

The Benefits of AI Integration 

The integration of AI in recruitment brings numerous advantages, such as: 

– Efficiency: AI can process applications and identify suitable candidates faster than humans, reducing the time-to-hire. 

– Accuracy: AI algorithms can match candidates’ skills and experience to job requirements with high precision, minimising human error. 

– Scalability: AI tools can handle a large volume of applications, making it easier for recruiters to manage extensive hiring campaigns. 

– Bias Reduction: Properly programmed AI can help eliminate unconscious biases, promoting fairer and more inclusive hiring practices. 

Powerful Tools for Modern Recruiters 

AI provides recruiters with powerful tools that streamline various aspects of the recruitment process. From sourcing candidates to scheduling interviews, AI can handle repetitive tasks efficiently. For example, AI-driven platforms can carry out tasks such as resume screening and matching candidates with job descriptions, saving time and reducing human error. By leveraging these tools, recruiters can focus on building meaningful relationships with candidates. 

Leveraging AI for Data-Driven Decisions 

One of the significant advantages of AI in recruitment is its ability to facilitate data-driven decision-making. AI algorithms can analyse vast amounts of data, providing data-driven insights into candidate suitability, market trends, and hiring success rates. This data-driven approach allows recruiters to make informed decisions, improving the overall quality of hires and enhancing the recruitment process. 

Examples of Data-Driven Recruitment 

Data-driven recruitment involves: 

– Predictive Analytics: Using historical data to predict a candidate’s future performance and retention likelihood. 

– Talent Mapping: Identifying potential candidates for future openings based on current market trends and data. 

– Performance Metrics: Analysing data from previous hires to refine job descriptions and recruitment strategies, ensuring better matches in the future. 

The Role of AI-Powered Chatbots 

AI-powered chatbots and virtual assistants are becoming increasingly common in recruitment. These chatbots can engage with candidates, answer queries, and even conduct preliminary interviews. By automating these initial interactions, recruiters can save time and focus on more critical aspects of the hiring process, such as assessing cultural fit and emotional intelligence. 

Enhancing Candidate Experience with Chatbots 

Chatbots improve candidate experience by: 

– Immediate Responses: Providing instant answers to candidate questions, improving engagement and satisfaction. 

– 24/7 Availability: Allowing candidates to interact with the recruitment process at any time, regardless of time zones. 

– Streamlined Scheduling: Automatically coordinating interview times, reducing the back-and-forth between candidates and recruiters. 

Focus on Building Meaningful Human Connections 

Despite the rise of AI, the importance of human connections in recruitment cannot be overstated. Building meaningful relationships with candidates is essential for understanding their motivations, aspirations, and cultural fit. Recruiters should use AI to handle administrative tasks, allowing them to dedicate more time to fostering these connections and ensuring a positive candidate experience. 

Human Interaction in Recruitment 

Human interaction remains vital as it allows for genuine connection and understanding between recruiters and candidates. This direct interaction fosters trust, clarifies expectations, and lets candidates present themselves authentically. Let’s explore on how it is vital: 

– Interviewing: Conducting face-to-face or virtual interviews to gauge a candidate’s interpersonal skills and cultural fit. 

– Onboarding: Providing a personal touch during the onboarding process to help new hires integrate smoothly into the organisation. 

– Networking: Building professional relationships through industry events, social media, and referrals. 

AI and Inclusive Hiring Processes 

AI has the potential to promote inclusive hiring processes by eliminating biases that often affect human judgment. AI algorithms can be programmed to focus solely on candidate qualifications and experience, ensuring a fair and objective assessment. This approach can help organisations build diverse and inclusive teams, fostering innovation and creativity. 

Implementing Inclusive AI Strategies 

By addressing the unique needs and challenges of underrepresented groups, inclusive AI can lead to more innovative and effective solutions. Here’s how to implement inclusive AI strategies: 

– Bias Audits: Regularly audit AI systems to ensure they are free from bias and discrimination. 

– Diverse Training Data: Use diverse data sets to train AI models, ensuring they can recognise and appreciate different backgrounds and experiences. 

– Human Oversight: Maintain human oversight to catch any biases that AI might miss and to ensure fair treatment of all candidates. 

Ensuring the Human Connection in Data-Driven Recruitment 

While data-driven recruitment offers numerous benefits, it is crucial to ensure that the human connection is not lost. Recruiters should use data as a guide, not a replacement for personal judgment. By combining data insights with human intuition and empathy, recruiters can make well-rounded decisions that benefit both the organisation and the candidates. 

Balancing Data and Human Judgment 

Find the perfect harmony between leveraging data insights and harnessing human expertise to drive sustainable growth and innovation. To balance data and human judgment, consider the following steps: 

– Candidate Insights: Use data to gather insights about candidates, then apply human judgment to interpret these insights contextually. 

– Feedback Mechanisms: Collect and analyse feedback from candidates and hiring managers to continuously improve the recruitment process. 

– Personalised Approaches: Tailor communication and interactions based on data insights, ensuring a personalised candidate experience. 

The Future of Recruitment: A Harmonious Blend of AI and Human Skills 

The future of recruitment lies in a harmonious blend of AI and human skills. AI can handle routine tasks, analyse data, and provide valuable insights, but it is the human touch that brings empathy, understanding, and personal connection to the process. Recruiters must embrace AI as a powerful tool while maintaining their focus on building meaningful relationships with candidates. 

Cultural Fit and Emotional Intelligence 

Assessing cultural fit and emotional intelligence are areas where human skills excel. AI can identify candidates with the right qualifications, but it takes a human to determine if a candidate aligns with the company’s values and culture. Recruiters should use AI to narrow down the pool of candidates and then rely on their interpersonal skills to select the best fit for the organisation. 

Preparing for the Future 

To prepare for the future of recruitment: 

– Continuous Learning: Stay updated with the latest AI advancements and best practices in recruitment. 

– Training Programs: Implement training programs to help recruiters effectively use AI tools and develop their human skills. 

– Feedback Loops: Establish feedback loops to continually refine AI systems and human interactions, ensuring an optimal recruitment process. 

Conclusion 

AI and automation are changing the recruitment game, making processes more efficient and decisions more data-driven in this competitive job market. But even with these advancements, the human touch is irreplaceable. Recruiters should use AI to handle routine tasks and provide insights, freeing them to focus on building genuine connections with candidates. By embracing AI without losing the human touch, recruiters can create a more effective, empathetic, and inclusive recruitment process. 

If you’re passionate about blending technology with human interaction in the recruiting world, join our team! We embrace AI in our daily tasks while maintaining the human connection that makes our recruitment process truly exceptional. Be part of the future of recruiting and help us shape a more efficient and humane hiring landscape. Apply today! 

Weakening economy takes a toll on employment.

Continuing weakness in the domestic economy has seen the predictable labour market response, with fewer vacancies, slower jobs growth and rising unemployment.

New Zealand’s labour market has been relatively resilient in recent times, following a period of severe skills shortages in many sectors. But that is now starting to turn.

There is a weaker business outlook, and it’s anticipated that economic activity will be subdued for most of 2024.

The recent Budget reinforces this outlook – real GDP is forecast to contract 0.2% in the year to June 2024, and the unemployment rate is set to climb to a peak of 5.3% by the end of the year.

This report uncovers what’s happening across New Zealand, looking at how the workforce has been impacted, the challenges employers face in the current landscape and trends in national recruitment activity.

To access the report, simply fill in your details below.

Together, Programmed and PERSOLKELLY are the leading providers of staffing, operations and maintenances services across Australia and New Zealand – and one of the largest workforce solutions providers in the APAC region.

From market-leading staffing programs, to advanced people management, innovation and technology, we support your business to navigate and stay ahead of the rapidly changing world of work. 

Together, our experienced, capable team of problem-solvers will help you achieve more.

We are thrilled to announce that PERSOLKELLY and Programmed New Zealand, has officially been certified by Toitū – New Zealand’s Carbon Certification body for the prestigious Carbon Reduce certification. This achievement is a testament to our strong commitment to sustainability and environmental stewardship, as well as our determination to achieve our Carbon Zero 2030 objectives. 

Certification as a Commitment to Sustainability 

Programmed’s Toitū Envirocare Carbon Reduce certification showcases our responsible business practices and demonstrates our dedication to reducing carbon emissions. By obtaining this certification, we aim to lead the way in meeting growing market expectations regarding ESG and sustainability. 

What Does Toitū Carbon Reduce Certification Mean? 

Toitū is a renowned carbon certification body that offers three types of carbon certifications: 

1. Toitū carbon reduce certification: Which we have proudly achieved, measures greenhouse gas emissions and implements strategies to manage and reduce their impacts. Compliant with ISO 14064-1 or ISO 14067, it enables us to confidently make carbon claims in any market. We undergo annual independent verification to maintain our certification and demonstrate ongoing carbon reduction efforts. 
2. Toitū net carbon zero certification: Certification in accordance with ISO 14064-1 or ISO 14067, to net zero. 
3. Toitū climate positive certification: Certification for organisations who go beyond carbon neutrality to make a positive carbon impact. 

A Special Acknowledgment 

We extend a heartfelt congratulations to Paul Sacree, Jay Ferguson, the NZ HSE, and Operations teams for their unwavering dedication in obtaining this certification. Their hard work and commitment have brought us to this significant milestone, and we are proud of their achievements. 

Continuing Our Sustainable Journey 

This certification is not the end of our journey; it is just the beginning. We recognise the importance of continuous efforts to reduce our carbon footprint and drive positive change. Together, we will actively play a role in creating a greener, more sustainable future for all of us. 

Let’s delve into the significance of this certification and celebrate the efforts of our exceptional team. 

In today’s fast-paced environment, having the right team in place is essential for success. However, the recruitment process can be time-consuming and resource intensive.

At PERSOLKELLY, we understand the challenges businesses face when it comes to staffing – which is why we offer tailored recruitment solutions designed to save you time and money.

In this blog, we’ll explore the benefits of partnering with PERSOLKELLY – as well as how our flexible options can streamline your recruitment process, making it cost-effective and efficient.

Flexibility and Customisation 

One of the key advantages of partnering with PERSOLKELLY is the flexibility we offer. We understand that every business has unique staffing needs, and a one-size-fits-all approach simply doesn’t work. That’s why we provide the option to outsource either specific aspects of the recruitment process or the entire process itself, depending on your requirements. Whether you need help with online advertising, telephone screening, or face-to-face interviews, we’ve got you covered.

At PERSOLKELLY, we offer a wide range of recruitment services that can be customised to meet your specific needs:

• Online Advertising: We create targeted job postings to reach a wide pool of potential candidates.
• Telephone Screening: Our team conducts initial screenings to identify the most suitable candidates.
• Telephone Interviews: We perform detailed interviews to shortlist the best candidates for your consideration.
• Face-to-face Interviews: We arrange and conduct in-depth interviews to ensure a good fit for your team.
• Reference Checking: Thorough verification of candidate backgrounds to give you peace of mind.
• Candidate Interview Coordination: Seamless scheduling and coordination to streamline the interview process.
• Ministry of Justice (MOJ) Checks: Comprehensive MOJ checks to ensure compliance and security.

Why choose PERSOLKELLY?

Partnering with PERSOLKELLY, you can enjoy the peace-of-mind that comes with knowing your staffing needs are in expert hands. Contact us today to learn more about how we can support your business and help you build a strong, capable team.

In the complex world of business, staying informed about key economic indicators is crucial for both job seekers and businesses.

Whether you’re searching for a job or managing a company, understanding these indicators can guide your decisions and strategies effectively.

Below, we will simplify these economic signals to help you understand their impact on job markets and industries. Plus, we’ll provide practical tips on how to use this information to your advantage:

Unemployment Rate

As of early 2024, the unemployment rate has declined to 4.7% – suggesting a tightening job market with increased competition for available positions (Bureau of Labor Statistics, 2024). This is a critical indicator for the overall job market.

Actionable Advice

A low unemployment rate doesn’t guarantee instant success in finding a job, but it does indicate a favourable environment. Use this time to refine your skills, network actively and pursue opportunities that align with your career goals. For businesses, a low unemployment rate can signal a competitive hiring landscape. To attract top talent, focus on offering attractive compensation packages, fostering a positive company culture and investing in employee development programs.

GDP Growth

The Gross Domestic Product (GDP) measures the economic activity within a country, reflecting the condition of the economy. The GDP growth rate recently reported a robust increase of 3.2% for the fiscal year 2024, indicating a vibrant economy (World Bank, 2024).

Actionable Advice

Job Seekers should pay attention to GDP growth trends to identify industries and regions experiencing an economic boost. Consider targeting your job search in sectors that are expected for growth and investment.

Businesses should use GDP growth data to plan strategic decisions about expansion, hiring and investment. A robust GDP growth rate may present opportunities to scale your business and capitalise on emerging markets.

Wage Growth

Wage growth indicates the increase in average wages of labour and its demand. Recent trends show a 5.3% increase in average wages across sectors in 2024, suggesting tightening labour conditions and a competitive job market (Bureau of Labor Statistics, 2024).

Actionable Advice

Job Seekers can focus on negotiating for competitive salaries based on market trends. Invest in skills development to enhance your value in the job market. Consider industries or roles experiencing higher wage growth for better earning potential.

Businesses must stay competitive by offering competitive wages and benefits packages to attract and retain top talent. Monitoring wage growth trends to anticipate changes in labour market dynamics can help in adjusting recruitment and retention strategies accordingly. Invest in employee training and development to ensure workforce productivity and satisfaction, contributing to long-term growth and success.

Conclusion

Navigating the economic indicators is important for informed decision-making in your career or business. By understanding and interpreting these signals, you can strategically position yourself to take advantage of the dynamic job market and economic conditions.

Remember, in the vast expanse of economic seas, knowledge is your compass, and foresight your guiding star. Arm yourself with insights, adapt to changing tides and chart a course towards success in the world of work and commerce.

Sources: Bureau of Labor Statistics, Federal Reserve Economic Data, World Bank

Recruiting new talent is a fundamental aspect of business growth and development.

However, the process of finding, vetting and hiring the right candidates is often resource-intensive and can place significant strain on a business.

By exploring the true cost of recruitment and the benefits of partnering with a recruitment agency, businesses can make informed decisions to optimise their hiring processes and mitigate operational pressures.

The True Cost of Recruiting

Recruitment isn’t just about posting a job ad and waiting for applications to roll in. It involves a complex and often costly series of steps:

1. Advertising and Job Boards: Posting on popular job boards and industry-specific sites can quickly add up. Premium listings, featured ads and sponsored posts increase visibility, but come with higher price tags.

2. Time Investment: The time spent by HR and management teams in crafting job descriptions, reviewing resumes, conducting interviews and communicating with candidates is substantial. This time investment translates directly into financial costs, as these hours could be spent on core business activities.

3. Screening and Assessment: Background checks, skills assessments and personality tests are essential to ensure candidate suitability. These services often require external vendors, adding to the overall expense.

4. Opportunity Cost: The longer a position remains unfilled, the greater the impact on productivity and, potentially, revenue. Delays in hiring can stall projects, overburden existing staff and lead to burnout and reduced morale.

The Strain on Business Operations

The recruitment process can strain a business in several ways:

• HR Overload: For smaller companies, the HR team may already be stretched thin – managing payroll, benefits and employee relations. Adding the recruitment process can lead to burnout and decreased efficiency.

• Management Distraction: Leaders and managers need to be involved in the hiring process to ensure candidates align with company goals and culture. However, this involvement can distract them from strategic decision-making and other critical tasks.

• Inconsistent Hiring Outcomes: Without dedicated recruitment expertise, the process can be inconsistent – leading to suboptimal hires. This can result in higher turnover rates, which, in turn, repeat the cycle of recruitment costs and operational strain.

Why Engage with a Recruitment Agency?

Partnering with a recruitment agency can alleviate many of the costs and pressures associated with hiring. Here’s how:

1. Expertise and Efficiency: Recruitment agencies specialise in identifying and attracting talent. Their expertise ensures a more efficient process, reducing the time to hire and increasing the quality of candidates presented.

2. Cost-Effective Solution: While there is an upfront cost to engaging an agency, it often pales in comparison to the cumulative costs of a prolonged, in-house recruitment process. Agencies streamline the hiring process, minimising downtime and lost productivity.

3. Access to a Wider Talent Pool: Agencies have extensive networks and databases of pre-vetted candidates.

4. Mitigation of Hiring Risks: Agencies often provide guarantees, offering replacements if a hire doesn’t work out within a certain period. This reduces the risk associated with recruitment and provides peace of mind.

5. Focus on Core Business Activities: By outsourcing the recruitment process, businesses can focus on what they do best – driving growth, innovation and serving their customers. This delegation can lead to better overall performance and employee satisfaction.

Recruitment is a critical but costly and time-consuming process. The strain it places on businesses can be significant, impacting productivity and growth. By partnering with a recruitment agency, businesses can leverage specialised expertise, reduce costs and ensure a more efficient and effective hiring process. In the long run, this strategic move can lead to better hiring outcomes, improved operational efficiency and a stronger, more focused organisation.

Plenty of winners but some losers in ‘back to basics’ Budget.

Key points

• Unemployment to peak at 5.3%

• Economy to contract in 2024 before strengthening in 2025

• Apprentice Boost eligibility narrowed

• Skills programs cut, infrastructure boosted

The first Budget of Finance Minister Nicola Willis has foreshadowed a period of severely constrained economic activity and higher unemployment.

The outlook suggests there will be difficult times ahead for the rest of 2024, before conditions gradually improve over 2025 and beyond.

The focus on achieving Budget savings has seen cuts to skills and training programs that were introduced by the former government.

Funds are going into areas such as transport, infrastructure and tax cuts, where it is intended that spending will boost economic activity.

To access our full budget summary, simply fill in your details below.

Unless stated otherwise, information was sourced from the Budget 2024 documents, ministerial statements, media releases and portfolio papers: budget.govt.nz/

This is general information only and should not be taken as constituting professional advice from Programmed. Programmed is not a financial adviser. You should consider seeking independent legal, financial, taxation or other advice to check how the information relates to your unique circumstances. Programmed is not liable for any loss caused, whether due to negligence or otherwise arising from the use of, or reliance on, the information provided.

Together, Programmed and PERSOLKELLY are the leading providers of staffing, operations and maintenances services across Australia and New Zealand – and one of the largest workforce solutions providers in the APAC region.

From market-leading staffing programs, to advanced people management, innovation and technology, we support your business to navigate and stay ahead of the rapidly changing world of work. 

Together, our experienced, capable team of problem-solvers will help you achieve more.

In an era defined by economic shifts and global uncertainties, job seekers are faced with unique challenges.

The PERSOLKELLY 2023-24 Economic and Employment Key Insights and Salary Guide is your job-seeking compass, guiding you through the intricate maze of career choices and salary landscapes.

Here are seven ways this comprehensive guide can be your ultimate tool for making informed decisions and securing the right job in a rapidly evolving employment market:

1. Navigating the economic waves

• Understand the impact of inflation and geopolitical instability on job markets globally.
• Gain insights into how these factors influence salary trends across industries, helping you align your expectations with the current economic climate.

2. Decoding the Australian and New Zealand job markets

• Explore the economic slowdown in Australia and New Zealand, and its direct impact on job opportunities.
• Leverage information on changing government policies to identify sectors with burgeoning job prospects.

3. Tailoring your job search strategy

• Uncover the challenges organisations face in talent acquisition and position yourself as the solution.
• Use our Salary Guide to align your skills with industry needs, making your job search more targeted and effective.

4. PERSOLKELLY’s 2023-24 Salary Guide: Your personalised resource

• Discover how the guide compiles salary data from industry experts, offering a detailed breakdown across various sectors.
• Access tips and tricks tailored for candidates, providing insider knowledge on securing the right job in a competitive market.

5. Industry insights for informed decision-making

• Gain a comprehensive understanding of salaries in your desired industry, enabling you to negotiate effectively during job offers.
• Utilise real-time statistics to benchmark your salary expectations against industry standards, ensuring you receive fair compensation.

6. Your job search companion: Tips, blogs and stats

• Explore the guide’s supplementary resources, including tips and tricks for acing interviews and standing out in the job market.
• Stay informed through blogs and statistical insights, empowering you with the knowledge needed to navigate the evolving landscape of employment.

7. Building your future with PERSOLKELLY

• Embrace the Salary Guide as more than just a tool – it’s your companion in making strategic career decisions.
• Utilise the guide’s holistic approach to understanding salaries, industries and job market dynamics, ensuring you’re well-equipped to shape your professional future.

Embark on your job search journey armed with the insights and resources provided by PERSOLKELLY’s 2023-24 Salary Guide.

From decoding industry salaries to mastering the art of job interviews, this guide is your key to unlocking opportunities and navigating the evolving world of work with confidence.

Your next career move begins now – click here to download our 2023-24 Economic and Employment Key Insights and Salary Guide, or speak with one of our dedicated consultants to get the process rolling!

Authored by See Yang Foo, Managing Director & Country Head, Singapore.

In recent years, the recruitment world has undergone a significant transformation following the emergence of AI-powered tools. AI recruitment tools are becoming increasingly common in the hiring process, from screening candidates to conducting initial interviews. While this AI technology enables an effective hiring process, it also raises questions about the future of human recruiters.

Will AI recruitment systems eventually replace human recruiters altogether?

While AI tools bring undeniable advantages to the recruitment process, it’s crucial to pinpoint which aspects of hiring we can efficiently automate. To improve AI and human recruiters’ collaboration in hiring, we must identify tasks suitable for technology and those needing human involvement.

Therefore, what are the main recruitment tasks that we can efficiently automate?

Our connections on LinkedIn have provided us with insights into the hiring processes that could benefit from AI enhancements. Some of these processes include:

The Rise of AI in Hiring

The existence of AI technology in hiring marks a significant shift in how organisations seek, identify and select potential candidates for job openings. Artificial Intelligence has rapidly evolved to become a game-changer in the recruitment landscape.  

The desire for faster, more cost-effective and fairer hiring processes has driven this technological evolution. Traditional recruitment methods frequently led to extended hiring cycles, missed opportunities and, occasionally, unintended biases. AI aims to address these shortcomings by taking advantage of its ability to analyse huge datasets with unmatched speed and precision.

They identify patterns, extract meaningful insights and make data-driven decisions in real time. Additionally, they excel at identifying top talent, predicting candidate success and optimising the hiring process from start to finish. The move towards AI recruitment isn’t just a trend – it’s a strategic step towards a more efficient, data-driven and fair hiring future.

Four Roles of AI in Recruitment

As AI keeps changing the recruitment industry and altering how recruiters fill job openings, it takes on several important roles in helping organisations and human resources find talent.

Here are four of them:

Enhancing Job Descriptions and Visibility

AI uses advanced natural language processing to create better and more inclusive job descriptions by studying successful previous listings. This can attract a broader range of candidates. Its tools find keywords and phrases, making job postings more visible on different platforms and easier for candidates to find.

Streamlining Resume Screening

AI has significantly improved the initial screening of resumes and job applications. Traditional methods of screening candidates usually involve manual sorting, which is slow and can be unfair. AI-powered applicant tracking systems can quickly review and filter many applications, identifying the best candidates according to set criteria.

Improving Candidate Assessment

Another key area of AI is its creation of predictive analytics tools that assess how well candidates match job titles based on their skills, experience and alignment with the company’s culture. These tools use past hiring data to find trends and connections, assisting recruiters in making informed choices during applicant screening.

Optimising Candidate Sourcing

AI algorithms can search online platforms and databases to find potential candidates with the skills and experience that the offered jobs require. This automation streamlines the sourcing process, enabling recruiters to focus their efforts on building relationships and conducting in-depth interviews.

The transformative power of AI in recruitment is undeniable. It has changed how organisations find their ideal candidate and connect with them, from making job descriptions more inclusive to making the initial screening process more efficient.

Three Advantages of Recruiting with AI

While AI’s involvement in hiring brings many benefits, it’s essential for us to explore the specific advantages it has to offer.

Let’s look at how AI can significantly impact talent acquisition through these three points.

Efficiency

AI is incredibly fast at handling large volumes of data, making the process of finding and hiring qualified candidates much quicker. This efficiency saves recruiters a significant amount of time and resources. They can focus on strategic aspects of talent acquisition as AI can handle data tasks quickly and accurately.

Cost Savings

Automation in recruitment delivers significant cost savings for organisations. It helps save money on advertising by reaching the right candidates efficiently and reduces administrative costs through task automation. In essence, it streamlines recruitment processes, leading to overall cost-efficiency and resource optimisation.

Improved Candidate Experience

AI chatbots and automated emails in recruitment make the candidate experience better. They provide quick updates and feedback, keeping candidates engaged and satisfied. Chatbots answer questions instantly, while automated emails acknowledge applications and offer initial feedback – showing professionalism and care.

Humans and AI: A Cooperative Approach

While AI technology has the potential to enhance and expedite the recruitment process, it’s unlikely to replace human recruiters entirely. Human touch is important for evaluating soft skills, cultural fit and other qualities that AI struggles to assess. Recruiters also play a crucial role in building relationships with candidates and ensuring a positive candidate experience.

The ideal approach is a cooperative one, where AI accommodates the abilities of human recruiters. By automating everyday tasks, AI allows recruiters to concentrate on more important activities like conducting a thorough interview process – be it through in-person or video interviews – and offering personalised support to candidates.

Conclusion

As explored in this blog, AI recruitment is a powerful tool that can potentially transform the hiring process. It can help companies save time and resources by automating repetitive tasks like resume screening and candidate matching. However, as powerful as AI is, it cannot replace the human element in recruitment. Human recruiters play a crucial role in assessing qualities like communication skills, cultural fit and emotional intelligence, which cannot be measured by algorithms alone. 

The future of recruitment is one where AI and human recruiters work together in a complementary way. AI can help automate low-level tasks, freeing up recruiters’ time to build relationships with candidates and clients and assess the intangible qualities that make a candidate a good fit for a role and a company. 

At PERSOLKELLY, we believe that the future of recruitment is a team effort between AI and human recruiters. Our team is leading the way in creative recruitment solutions that leverage the power of AI while valuing the expertise and insight of human recruiters. We invite you to join us on this exciting journey and explore the possibilities of the dynamic world of AI-powered hiring. Connect with us today and learn how you can become a part of shaping the future of recruitment.

If you’re looking for a change to a challenging yet rewarding job, then a role in recruitment could be the perfect move for you. You never know where it’ll take you.

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We’re always on the hunt for great people to join our team. If you’re confident and caring, proactive and passionate, smart and resourceful, and want to kick-start or continue your career in helping others achieve their career goals, then we’d love to hear from you.

To register your interest in a future with PERSOLKELLY, visit our careers page.

By Sonny Subhan, Deputy Country Head PERSOLKELLY Indonesia.

The demand for digital talent has been consistently high in recent years, given the increasing importance of technology and digital solutions. Companies from various sectors depend on employees with digital expertise to drive innovation and develop solutions that enhance efficiency, improve customer experiences and deliver new products and services. 

This high demand is fueled by a significant shortage of digital talent across the globe, with slow talent development and a lack of talent mobility among the contributing factors. To solve this problem, everyone needs to work together – schools, businesses, organisations and the government.  

Our research on LinkedIn aimed to uncover the qualities that future digital talent will prioritise when searching for employment opportunities. With the current shortage of digital talent, these qualities are becoming increasingly valuable and highly sought after.

This article helps business leaders find highly-skilled talent for their digital transformation needs. We believe that understanding candidates, and investing in attracting and retaining them, are the key factors in achieving this goal. Here are seven tips to attract and retain digital talent:

Tip 1: Work on Career Development Strategy and Training Programs

Developing a robust talent acquisition strategy is instrumental in attracting and retaining talent. To find the best talent, it’s important to use more than just the usual methods for hiring. It is crucial to have well-thought-out succession planning in place. Organisations can prevent leadership disruptions and ensure a smooth transition by planning ahead for succession.

Equally, digital professionals value organisations that invest in their growth and development. Talent development programs that focus on new technologies, artificial intelligence, digital technology, industry trends and professional skills help develop employees and demonstrate the organisation’s dedication to staying ahead in the digital world.

Tip 2: Provide Mentorship

Providing mentorship is a powerful tool for retaining digital talent within an organisation. By offering mentorship programs, employers demonstrate their commitment to supporting the professional development of their employees. Mentors can guide and provide valuable insights, helping employees navigate challenges, acquire new skills and expand their knowledge. This personalised guidance fosters a sense of belonging and investment in the organisation, making employees more likely to stay long-term.

Tip 3: Push Employee Development

A common trait in digital professionals is their ambition. They value organisations that can offer professional development opportunities for career path growth and advancement. Companies can attract motivated individuals who want to improve their skill development and knowledge by offering clear paths for career advancement. By actively supporting and investing in the professional development of their digital talents, organisations will increase employee satisfaction and retention rates, attract top-notch individuals and foster a sense of loyalty and commitment.

Considering these factors can be beneficial in the long term and serve as a wise investment for a business. To compete for talent, leaders must take charge and be proactive with their strategies.

Tip 4: Work on Employer Brand

Companies must develop a good reputation as an employer to attract and maintain a diverse workforce in the digital industry. One way is through staff advocacy, an overlooked but essential strategy. Employers must highlight the purpose and interests behind jobs to attract qualified candidates and improve retention. Satisfied employees become enthusiastic advocates, sharing positive experiences through social media and online reviews. This virtuous cycle of staff advocacy creates a strong employer brand that stands out in a competitive marketplace.

Tip 5: Competitive Salaries, Compensation or Benefits

In the competitive digital market, talented professionals are in high demand. So, organisations need to offer good pay to attract them. Employees who receive fair compensation for their work are more likely to feel valued and motivated. In addition, organisations should provide benefits like health insurance, retirement plans, and generous vacation time, allowing employees to take time off to recharge and spend time with loved ones. Organisations can also offer wellness programs or gym memberships, encouraging employees to prioritise their physical and mental health. By providing these benefits, companies can help employees maintain a better work-life balance and ultimately lead happier, healthier lives.

Tip 6: Emphasise Diversity and Inclusion in the Recruitment Process

In today’s world, embracing diversity and inclusion when recruiting new employees creates a positive company culture. When organisations prioritise diversity and inclusivity in the work environment, they can attract a larger range of talented individuals and create a more innovative and creative environment. Inclusivity cultivates a sense of belonging, where individuals feel valued and confident in contributing their unique skills and ideas. Ultimately, prioritising diversity and inclusion in the recruitment process is a win-win for both the company and the employee, leading to a more fulfilling and rewarding career experience.

Tip 7: Revamp Workplace Culture to Fit Digital Transformation by Embracing Modern Technology

Today’s digital professionals thrive in dynamic, tech-forward environments that foster innovation, collaboration and agility. Organisations can create this appealing work culture by utilising digital tools. They can also allow remote work and offer flexible work arrangements that simultaneously lead to a positive workplace culture.

These strategies are particularly attractive to the majority of digital employees. Implementing modern technology and automation streamlines the hiring process and allows digital talent to work more efficiently and creatively.

Conclusion

Talent shortages are a big problem for leaders and organisations worldwide. Hiring people is becoming increasingly difficult – especially for IT and digital jobs, given continuous and rapid technological advancements.

The responsibility lies with all parties to ensure the development and acquisition of new talent in the relevant areas. Hiring Managers must know what job seekers care about to attract and keep them by utilising this knowledge and investing in long-term strategies to entice and hire talented individuals.

How can PERSOLKELLY help you meet the challenge of digital skills recruitment?

We can effectively assist in meeting the challenge of digital skills recruitment through our specialised expertise and comprehensive resources. As a renowned talent solutions provider, we deeply understand the evolving digital landscape and the specific skills required in various industries.

Ready to break the barrier of digital skills recruitment? Please reach out to us today and unlock a world of talent to drive your organisation’s digital success.

Authored by Brian Sim, Managing Director & Country Head Malaysia, PERSOLKELLY.

In today’s rapidly changing world, where technological innovation and digital transformation are pertinent, the way companies hire new employees is also changing. The combination of technology and the fourth industrial revolution has brought about a new era in hiring. One such instance is ChatGPT, a large language model powered by artificial intelligence (AI) that is becoming crucial in this shift towards digital recruitment.

AI tech improves recruitment, enhances customer experiences and positions agencies as top job search engines. For example, businesses can put this cutting-edge tool on their websites to quickly respond to common questions.

Adding ChatGPT as a ChatBot on a company’s website gives job seekers quick and interactive help. This makes the website easier to use and more attractive, simplifying the job search and giving valuable information. It can check resumes quickly, helping professionals find the right skills and qualifications making business processes more efficient.

As technology advances, we wonder: How exactly can ChatGPT make recruitment processes easier?

To learn more about the benefits of this AI-powered tool in the hiring business, we asked our LinkedIn connections for their thoughts in a survey.

Here’s what we have discovered:

 

The Evolution of ChatGPT in Hiring

Employers and job seekers now have different expectations because of the ever-changing job market. The hiring process has changed a lot. Now, people are using AI technologies like ChatGPT, which utilise deep learning.

These large-scale emerging technologies are replacing traditional methods such as manual resume screening, phone interviews and in-person meetings. While the traditional methods have their own benefits, they are often time-consuming, resource-demanding, and liable to human biases. They also fail to meet the expectations of modern candidates. These candidates are tech-savvy and prefer standardised and quick interactions with employers.

The emergence of ChatGPT as a hiring tool marks a departure from these conventional practices. Its advanced natural language processing capabilities allow it to understand and respond to candidates’ inquiries and comments in real-time. This not only enhances the candidate experience but also addresses the growing demand for efficient communication, especially among younger job seekers.

The 4 Pros of Using ChatGPT in Recruitment

ChatGPT can be a valuable tool in the recruitment process as it offers several significant advantages.

Here are the four pros of using ChatGPT in recruitment:

24/7 Availability

ChatGPT is available 24/7, answering candidates’ questions outside of regular work hours – therefore improving a company’s customer service. This availability makes sure candidates get answers when they need them and influences the company’s visibility and appearance.

Being available 24/7 and quickly answering candidate questions has several benefits. It improves customer service, increases company visibility and saves recruiters’ time. This is because it allows for addressing inquiries outside of normal work hours. Integrated with systems like Applicant Tracking Systems (ATS), it streamlines paperwork and enhances overall efficiency.

Time Efficiency

A big advantage of using ChatGPT is that it saves a lot of time, especially at the beginning of hiring. The system can communicate with multiple people at the same time. This saves recruiters from repetitive tasks. It also allows them to focus on more important parts of the hiring process, like thorough screening.

ChatGPT makes screening more efficient, improving hiring quality and speeding up the process by allocating resources effectively. Using resources efficiently speeds up hiring, improving quality and fairness, enhancing candidate experience and boosting the company’s reputation.

Consistent Screening

Using ChatGPT for consistent screening not only guarantees a fair and uniform process but also improves the overall candidate experience. Using impartial automated screening makes the company look good to job candidates. This matches the goal of giving candidates the best experience.

Enhanced Candidate Engagement

ChatGPT significantly boosts candidate engagement, directly leading to reduced recruitment costs. It does this by using data from past conversations to automate first interactions and answer common candidate questions. This lessens the requirement for human effort and improves resource distribution.

The 4 Cons of Using ChatGPT in Recruitment

ChatGPT helps us in recruitment, but we should also think about its disadvantages – especially since it’s a new technology.

Let’s look at them through these four arguments:

Limited Understanding of Context

ChatGPT often has trouble understanding conversations, especially when the questions are a bit tricky. This can affect candidate’s experience as they won’t be getting accurate answers. In times like this, recruiters may have to step in to fix things and strategise on ways to harmonise with ChatGPT.

Lack of Personalisation

ChatGPT typically provides standardised responses and lacks the personal touch that human recruiters can offer. This can possibly affect the long-term relationship with candidates as they often appreciate a customised approach during the recruitment process. They prefer feedback tailored to their skills and experiences. ChatGPT may not be able to deliver this level of personalisation, potentially leading to a less engaging candidate experience.

Inability to Assess Soft Skills

ChatGPT can assess candidates based on their information but struggles to evaluate soft skills such as communication, teamwork, and problem-solving. These skills are often crucial for job performance and cultural fit within a company. Depending too much on ChatGPT for candidate evaluation may cause the company to miss out on candidates with excellent social skills. It could also result in hiring individuals who do not fit well with the company’s culture.

Lack of Emotional Intelligence

ChatGPT lacks emotional intelligence, making it unable to understand the emotional state of candidates during most interactions. In contrast, human recruiters can frequently detect candidates’ stress, enthusiasm or need for reassurance and can adjust their approach accordingly.

These drawbacks shed light on the importance of integrating ChatGPT with human touchpoints at important parts of the hiring process. Recruiters can step in for more emotionally sensitive discussions, such as providing feedback on rejection or discussing complex circumstances. This way, candidates get the care and support they need – making their whole experience better.

Conclusion

While AI tools are beneficial in improving the recruitment process, they have their limitations. These include difficulty understanding context, lack of personalisation, difficulties in assessing soft skills and a lack of emotional intelligence.

To overcome these limitations, integrating this AI model with human recruiters is essential. Recruitment agencies that use both AI and human knowledge find a good mix. They give job seekers personal and emotionally smart help, which makes the experience better. The combination of efficient AI tech and a people-focused approach allows for a more interesting and successful hiring process.

When it comes to the hiring process, using ChapGPT can definitely be complicated. While it may seem like a convenient option, it requires a significant amount of time and effort to use effectively. On the other hand, we can provide a hassle-free process where we take care of everything for you.

Let us help you optimise your hiring process, saving you valuable time and resources.

Authored by Thammaiah BN, Managing Director & Country Head, PERSOLKELLY India.

‘Boomerang employees’ is a phrase that refers to people who leave a company but later return to work there again. This trend has become more popular recently, primarily because of the COVID-19 pandemic which has caused numerous changes in the workforce.

Previous data reveals almost 20% of workers who resigned from their jobs during the pandemic have now re-joined their former employers This is a big opportunity for companies as a significant number of them want to rehire their old employees and are still connected with their ex-employees who had left on good terms. However, this phenomenon could pose a challenge for companies aiming to retain their recently hired staff. These recent hires might want to leave and go back to their old jobs, making it tough for employers to keep their skilled workers.

We have recently conducted a poll on LinkedIn to further explore the motivating factors behind most employers’ decisions in rehiring a boomerang employee.

The chart below represents the results:

 

Should You Become One? – The Pros and Cons

The Harvard Business Review found that a notable 28% of ‘new hires’ were actually people who had left their jobs at the same company in the last three years.

This number raises the question of whether employees should consider becoming one of them. Let’s explore the pros and cons of being a boomerang employee.

The Pros

Immediate Skill Application

Going back to a previous company means that you have the important company knowledge and skill set that can be used right away. This can be beneficial for both you and the employer, as there is no need for an extensive training period that is usually conducted during the onboarding process. Leveraging your acquired knowledge of the company’s systems and processes can greatly cut down costs and time for the organisation.

Efficient Adaptation

As you come back to a company as a returning employee, the process of fitting in and adapting is easier following your previous experience with the company. This will not only speed up the process but also motivate you to channel enhanced output and efficiency without needing excessive training. Additionally, your acknowledgement of the company’s environment and cultural gratitude helps keep things steady and strengthen the values everyone shares. As a result, the team works better together – leading to overall success for the company.

Strong Professional Network

Rejoining your former employer provides you with the unique opportunity to tap into the network of professional connections you have already established during your previous tenure. This network can prove to be valuable in various aspects of your career.

Career Growth Opportunities

When you return to a former employer, it gives you a strong chance to move up in your career – especially if the company values your skills and what you have done before. Even more so when you have a growing understanding of the related industry and insights into the competitors from your prior engagements. They might be able to see your potential and give you more important roles or interesting projects that can be a good fit for you.

Reduced Job Search Uncertainty

During times of economic uncertainty and strong job market competition, going back to a previous employer can provide a comforting sense of stability and security. This becomes even more relevant during the ‘great resignation’ trend, where many people are leaving their jobs. Returning to a workplace you already know well, with its dynamics and culture, can reduce the stress of changing careers.

The Cons

Stagnation and Growth Limitation

While rejoining a previous job can bring immediate benefits like familiarity and comfort, it may also pose the risk of stagnation if the company lacks clear pathways for vertical or horizontal advancement. Without new challenges and opportunities, you might find your career growth limited – potentially hindering your professional development and long-term aspirations.

Residual Issues

Returning to a former employer could mean facing the same problems that made you leave previously. If the company has not fixed issues like management, workplace culture, or other problems, you might feel unhappy again. This can affect how satisfied and engaged you are with your work.

Perception by Peers

When you come back, your coworkers might think you are not very committed or ambitious – as they might believe you did not have better choices somewhere else. This idea could change how you get along with your colleagues, work together as a team and even stop you from getting leadership roles or additional tasks.

Negotiation Power

When rejoining your former employer, you might face challenges in negotiating your terms of employment – including compensation and benefits. The company may assume that your eagerness to return will lead you to accept less competitive offers, potentially putting you at a disadvantage in salary discussions and negotiations.

Adjustment Challenges

Despite your previous experience with the company, returning after a period of absence can still present adjustment challenges. The workplace might have undergone changes, such as new team members, updated policies, or shifts in the company’s structure. Integrating seamlessly back into the work environment may require flexibility and open-mindedness to navigate these changes successfully.

Ultimately, deciding to go back to a previous job depends on your personal situation, what you want for your career and the details of the company’s offer. Considering the pros and cons can help you decide if returning to your old workplace matches your future career goals.

What You Should or Shouldn’t Do as a Boomerang Employee

If you find yourself considering the prospect of becoming a boomerang employee and returning to your former employer, it’s essential to approach this opportunity with a thoughtful and strategic mindset. Reconnect with your former colleagues and bosses, and use these connections for collaboration and support. Make sure to be open to changes and show enthusiasm for returning. Share your outside experiences for fresh ideas and always aim for career growth by expressing your ambition to advance within the company.

Don’t dwell on past issues; focus on making a positive impact in your current role. Adapt well to new team dynamics and follow updated company policies. Expand your network by connecting with new employees to promote a sense of belonging and create growth opportunities. Following these guidelines will help you make the most of your boomerang experience and achieve your career goals in your former organisation.
 

Conclusion

Boomerang employees are on the rise, showing a big change in the professional world. Although being a boomerang employee can offer unique benefits: 

• It is also crucial to weigh the potential drawbacks before making a decision. As you contemplate going back or trying something new, think about your goals and the company’s situation.
• Be open to changes and growth to ensure a fulfilling career journey. Remember, your choice should match your goals and help you improve at work.

Is being a boomerang employee in your future? Are you still uncertain about your next step? Head over to our career page for a fresh and new opportunity with PERSOLKELLY.