Player/Coach TA Leadership

I always kind of want to start this off slightly different because we get lots of guests on here now.

And the questions have changed over the years.

But I am curious, now we're kind of at this intersection where AI is really here and there's so much happening around the world.

What do you think is the biggest challenge from your perspective that recruiters are going to need to overcome in the next three years? It's a really great question.

And I knew we couldn't talk

without saying those two letters, AI.

I knew it wasn't going to be possible.

I was going to try and hold back as much as I could.

You know, I could talk to you for 10 hours about AI, the good, the bad, and everything in between.

I think from the perspective I'm seeing things right now and the challenges we're going to face, there's a lot of unknown there.

out there you know is ai going to become a superpower for us is it going to enable us to do things as recruiters we couldn't do before or didn't have the time to do before and that's probably what i'm seeing more now is it taking away some of the grunt work some of the admin tasks that we maybe don't love as much as spending time with candidates and hiring managers and, you know, building really awesome experiences and processes, etc.

So I am seeing that more now.

So I'm seeing very much the positive of it.

I'm also aware that there are other directions that it might Take us in, you know, both from a job market perspective, but also from a kind of candidate experience perspective and what we're all going to come to expect from AI as part of the hiring process in a big way or a smaller way.

I think one of the challenges is, we're seeing at the moment, though, is noise.

Is AI creating a lot of noise, especially on the inbound side of things? I have already started building agents and putting things together with AI, but there are people out there who are far smarter than me, far more advanced with that than me.

And they're able to apply for 50 jobs in a minute with bespoke applications, bespoke CVs.

They've Their agents probably dug into the back end of our ATS or whatever and worked out which words to put in to really hit the marks that we're looking for.

So I think we have to be smart about how we approach that.

We can also leverage AI to help us to filter through some of that noise.

But I think it also means we have to train ourselves to understand that.

even more clearly than before, what we're really looking for.

I don't mind if a candidate uses AI.

I mean, that's demonstrating capability on the one hand, but I think we just have to be careful about listening to everything that we see and not being able to filter effectively.