Can I replace myself with AI?

As a recruiter specialising in the Data & Analytics and Digital Transformation disciplines, I’m always on the lookout for innovative strategies to improve our hiring process and find the best talent.

In this digital age, where technology seems to rule every aspect of our lives, the concept of high-tech recruiting has always grabbed my attention but it’s important to emphasise the importance of striking a balance between utilising technology and maintaining a personal touch in our recruitment efforts.

One of Logical’s strengths is leveraging technology to streamline our hiring processes. From applicant tracking systems (ATS) to artificial intelligence (AI) tools, there’s no denying the benefits that technology brings to the table. By automating repetitive tasks, we can save time and resources, allowing us to focus on more critical aspects of the hiring process. I enjoy discovering the different technologies available and how to implement them effectively within our system.

However, what truly resonates with me is the emphasis on maintaining the human touch throughout the recruitment journey. Despite the rise of digital platforms, and perhaps because of them, candidates crave personal connections and meaningful interactions. It’s vital to take a human-centric approach, nurturing relationships, providing personalised experiences, and actively engaging with candidates. Combining the power of technology with genuine human interactions, we can create a great candidate experience.

A crucial aspect of my role is effectively utilising social media and online platforms to attract top talent. By strategically leveraging online networks, I can significantly expand our reach and attract a diverse pool of talented individuals. Once a candidate engages, our recruitment processes need to be optimised to ensure a smooth and efficient experience.  From crafting compelling job descriptions to implementing structured interview techniques, Logical provides step-by-step guidance to help both candidates and clients make data-driven hiring decisions.

Recruitment is not about “pitching” a job.  I invite candidates to discuss their motivations and what they see as their next career move. It takes some a little while to realise I’m after their “What’s in It for Me” angle and that I’m not just trying to fill one specific job. It’s also a time for honesty, if they are not right because their motivation doesn’t align with the expectations of the role, it’s a mutual decision not to proceed.

It’s evident that there is a need for a balanced approach that embraces technology while maintaining a personal touch. As Logical continues to grow, I am excited to implement the valuable strategies and insights from 25 years’ experience along with emerging technology to attract the best talent out there. I’m also pleased to say that I don’t foresee an AI version of me taking over just yet.