AI-Powered Talent Acquisition

Emerging Departments: How AI is Transforming Organizations Transformation in light of AI isn't just about digital change—it's strategic, cultural, and organizational. Early results of organizational optimization with AI reveal that traditional structures are evolving into new, combined departments that break down silos and enhance collaboration. Here are some emerging trends: 1. Human Experience Department (Led by the CXO) Combines marketing, HR, and customer service to create a unified experience approach. Focuses on customer and employee experience as a seamless continuum. Example: Airbnb and Starbucks blending internal and external engagement for holistic experience design. 2. The Intelligence Function (Led by Chief Data & Intelligence Officer (CDIO)) Merges IT, data analytics, and AI strategy into a unified intelligence function. Enhances decision-making with data-driven insights and technology integration. Example: Microsoft and Amazon use intelligence functions to support strategy and innovation. 3. Integrated Growth Department (Led by the CGO) Combines Marketing, Sales, and Customer Success to create cohesive client journeys. Prioritizes growth by aligning customer interactions across all touchpoints. Example: HubSpot and Salesforce driving client experience continuity. 4. Strategic Innovation & Transformation Office (Led by Chief Strategy Officer or Chief Transformation Officer) Combines strategy, innovation, and transformation initiatives for continuous evolution. Fosters agility by integrating foresight and innovation into long-term strategy. Example: Tesla blending innovation with strategic growth planning. 5. Technology and Digital Transformation Department (Led by the Chief Technology & Transformation Officer) Integrates IT, digital transformation, and cybersecurity under one strategic role. Embeds technology into workflows while ensuring security and compliance. Example: Cisco and IBM streamlining their digital transformation efforts. 6. Resilience and Continuity Department (Led by the Chief Risk Officer) Oversees Risk Management, Business Continuity, and Strategic Foresight. Ensures organizational resilience in an increasingly FLUX world. Example: JP Morgan building resilience to mitigate risks and ensure continuity. 7. Ethics and Responsible AI Office (Led by the CEAO) Ensures ethical AI use and compliance with regulatory standards. Maintains trust and integrity as AI becomes central to business strategy. Example: Microsoft and IBM proactively building ethics frameworks for responsible AI. In sum, AI is driving fundamental shifts in how we structure our organizations. To thrive, leaders must think beyond digital transformation and focus on strategic, cultural, and organizational evolution. The companies that succeed will be those that break down silos, integrate their functions, and embrace transformation as a continuous journey.

Let’s face it - current headlines spell a recipe for employee stress. Raging inflation, recession worries, international strife, social justice issues, and overall uncertainty pile onto already full work plates. As business leaders, keeping teams motivated despite swirling fears matters more than ever. Here are 5 strategies I lean into to curb burnout and boost morale during turbulent times: 1. Overcommunicate Context and Vision: Proactively address concerns through radical transparency and big picture framing. Our SOP is to hold quarterly all hands and monthly meetings grouped by level cohort and ramp up fireside chats and written memos when there are big changes happening. 2. Enable Flexibility and Choice: Where Possible Empower work-life balance and self-care priorities based on individuals’ needs. This includes our remote work policy and implementing employee engagement tools like Lattice to track feedback loops. 3. Spotlight Impact Through Community Stories: Connect employees to end customers and purpose beyond daily tasks. We leveled up on this over the past 2 years. We provide paid volunteer days to our employees and our People Operations team actively connects our employees with opportunities in their region or remotely to get involved monthly. Recently we added highlighting the social impact by our employees into our internal communications plan. 4. Incentivize Cross-Collaboration: Reduce silos by rewarding team-wide contributions outside core roles. We’ve increased cross team retreats and trainings to spark fresh connections as our employee base grows. 5. Celebrate the Humanity: Profile your employee’s talents beyond work through content spotlight segments. We can’t control the market we operate in, but as leaders we can make an impact on how we foster better collaboration to tackle the headwinds. Keeping spirits and productivity intact requires acknowledging modern anxieties directly while sustaining focus on goals ahead. Reminding your teams why the work matters and that they are valued beyond output unlocks loyalty despite swirling worries. What tactics succeeded at boosting team morale and preventing burnout spikes within your company amidst current volatility?

I've put together some data to help job seekers understand what the labor market (job market) looks like at the end of 2024 to help you plan for a smarter job search in 2024. YOUR CAREER MANTRA FOR 2025 💥 Take Control: Replace assumptions with data and focus on what you can control! The future of work is fast, complex, and evolving. Staying informed, adaptable, and focused on essential skills will set you apart in 2025. Executives are prioritizing key areas to stay ahead. 5 Key Changes Shaping 2025 (Source: LinkedIn Work Change Snapshot 2024) 1️⃣ AI technologies and tools 2️⃣ Economic uncertainty and geopolitical shifts 3️⃣ Upskilling and reskilling 4️⃣ Remote and hybrid work models 5️⃣ Multi-generational workplaces THE PACE OF CHANGE ◼ 70% of executives believe change is accelerating. ◼ 64% of professionals feel overwhelmed by how quickly jobs are evolving. ◼ 50% of all job-related skills will change in the next 5 years. Example: 68% of roles in LinkedIn’s “2024 Jobs on the Rise” didn’t exist 20 years ago! (Source: LinkedIn Work Change Snapshot 2024) 63% OF RECRUITERS USING AI (Source: Employ Recruiter Nation Report 2024) AI is transforming talent acquisition by improving: - Candidate matching - Intelligent sourcing - Automated communication via chatbots - Tailored job recommendations This helps recruiters focus on meaningful conversations while job seekers benefit from a smoother hiring process. However, challenges remain: 🔹 63% of recruiters report too many unqualified applicants (Source: iHire, 2024). 🔹 Job applications grew by 31% in early 2024 (Source: 2024 Workday Global Workforce Report) INCREASE IN SKILLS-BASED HIRING ✳ 87% of U.S. companies now embrace skills-based hiring—up from 71% in 2023 (Source: TestGorilla, 2024). Skills-based hiring is a recruitment approach that focuses on evaluating candidates based on their skills, rather than on their education or past work experience SOFT, HUMAN, ESSENTIAL SKILLS With the boom of AI tools used during the application process, emotional intelligence and soft skills remain critical: 92% of executives agree these skills are more important than ever (Source: LinkedIn Talent Blog, 2024). JOB SCAMS RISING With AI and remote work, scams are targeting both job seekers and recruiters: ❌ 20,000 task scams reported in 2024 vs. 5,000 in 2023 targeting job seekers (Source: FTC Spotlight). REMOTE vs In OFFICE WORK Employers are increasing in-office requirements: 🔸 34% of roles are now fully in-office (up 17% since 2023). 🔸 Hybrid work remains stable at 57% 🔸 Only 9% of roles are fully remote (down from 27% in 2023). (Source: Employ Recruiter Nation Report, 2024). The key to your career success is to stay informed, keep your skills fresh and tap into the power of human connections and conversations.

AI recruiting used to be a complete black box. Models were trained on mountains of data, then spat out answers with zero explanation. No visibility into why. No control over the output. LLMs have changed the game entirely. Now with Gem‎, when our AI ranks candidates, it doesn't just give you a match score – it tells you exactly WHY that candidate earned that score: - What specific aspects of their background led to the rating? - What criteria were met? When something's off, recruiters can adjust the criteria and get better matches next time. This explainability helps reduce bias, too. When AI is a black box, you have no idea if underlying biases are influencing results. With transparent reasoning, you can identify and eliminate those issues. Steve DeCorpo, Director of Global Talent Acquisition (Celestica), calls Gem's ability to narrow down and rank large numbers of applications with a click "a game changer" for identifying perfect candidates. Katie Durvin, Senior Recruitment Manager (Fingerprint), found that inputting job requirements resulted in applicants being scored perfectly, showing how well our AI aligns with recruiter expertise. That's why we're not trying to replace recruiters with AI. We're putting recruiters firmly in the driver's seat, creating an iterative loop where human expertise and AI capabilities enhance each other. The recruiter defines criteria, the AI explains its reasoning, the recruiter refines the approach, and the process improves with each cycle. Control. Visibility. Collaboration. That's the evolution of AI in recruiting.

The AI Assessment Effect Candidates often tend to adjust their answers or behavior to match what they believe the “ideal candidate” profile looks like. A new study published earlier this month found that when candidates believe they’re being assessed by artificial intelligence, they emphasize analytical skills and downplay their intuitive and emotional skills. This so-called “AI assessment effect” stems from the widespread assumption that AI-based evaluations prioritize rational, data-driven attributes over human-centric abilities. Researchers warn that if job seekers tailor their behavior to what they think AI values, their true competencies and personalities may remain hidden, undermining the integrity of the recruitment process. In addition if most candidates assume AI favors analytical traits, the talent pipeline could become increasingly uniform, limiting diversity and reducing the variety of perspectives within organizations. The researchers recommend 1) Radical transparency: Don’t just disclose that AI is used in assessments—be explicit about what it evaluates. Clearly communicate that your AI values a range of traits, including creativity, emotional intelligence, and intuitive problem-solving. Share examples of successful candidates who excelled by showcasing these qualities. 2) Regular behavioral audits: Go beyond demographic bias checks. Look for patterns of behavioral adaptation: Are candidates’ responses becoming more homogeneous over time? Is there a noticeable shift toward analytical self-presentation at the expense of other valuable traits? 3) Hybrid assessment models: Combine AI and human judgment to ensure a more balanced and holistic evaluation of candidates. See research published in the June issue of the Proceedings of the National Academy of Arts and Sciences. https://lnkd.in/ebtD4HBd

AI can cut hiring time by 80% (McKinsey & Company), but at what cost? Automation is faster, smarter, more efficient, but if we’re not careful, it’s also more biased, less human, and dangerously flawed. As a result, HR leaders now hold a double-edged sword. + Use AI wisely, and it transforms recruitment.  + Use it blindly, and it reinforces the very problems we’re trying to solve. According to McKinsey, AI-driven tools have increased recruiting efficiency by 80%, yet 76% of job seekers say the hiring experience impacts whether they accept an offer. Speed matters.  But so does fairness.  So does trust. Because efficiency means nothing if candidates feel reduced to a data point. AI is only as fair as the data it learns from. And if that data carries bias? AI will replicate it, at scale. I still remember an instance from two years back: a candidate with an unconventional career path, a late-degree switch, a few gaps, non-traditional experience was filtered out by an AI-automated software. On paper, they weren’t a fit. In reality, they were exactly what the company needed. But imagine how many great hires are being lost because no one is watching? AI can analyse resumes, predict job fit, and streamline hiring like never before. But it cannot replace the human judgment, emotional intelligence, and ethical responsibility that recruiters bring to the table. So, how do we use AI without losing the human element? ✅ Train AI to spot bias, not amplify it: AI learns from past data. If that data carries bias, AI will replicate it. Audit algorithms. Diversify data sets. Ensure AI isn’t just fast, but fair. ✅ Use AI to enhance decision-making, not replace it: Predictive analytics can tell you who to interview. But only humans can assess cultural fit, build trust, and make final hiring decisions. ✅ Create transparency in hiring: Candidates should know when AI is evaluating them. If an algorithm rejects someone, recruiters should intervene, not blindly trust the machine. ✅ Prioritise candidate experience: Chatbots and automation can provide instant updates, but real conversations build relationships. The best hires don’t just want a job, they want to feel valued. AI isn’t the future of recruitment. Humans + AI is. The goal isn’t to replace recruiters, it’s to empower them to be better, faster, and fairer. Because at the end of the day, great hiring isn’t just about efficiency. It’s about people. #aiinhr #ethicalhiring #hrleadership Puneet Chandok, Navnit Singh, Rishi Khandelwal, Shailja Dutt

In recruitment, AI can be a double-edged sword. ✅ Speed & efficiency - AI analyses thousands of resumes in seconds. - It can cut recruitment times by as much as 75%. - In fast-paced markets where talent competition is fierce, this is invaluable. ✅ Reduced bias - When properly programmed (and more on this later), AI removes unconscious biases. - This levels the playing field for underrepresented candidates.  ✅ Data-driven - AI can aggregate data from various sources to predict candidate success. - This ensures hires that align with long-term business goals. BUT ❌ Bias in, bias out - If AI is fed biassed data, it will perpetuate those biases at scale. - 60% of hiring managers report concerns that AI could unintentionally reinforce discrimination. ❌ Human touch is irreplaceable - Recruitment is more than just matching keywords. - There’s a balance in assessing soft skills, culture fit, and intangible qualities. - AI lacks the EQ needed to evaluate these nuances. ❌ Over-reliance on algorithms - Leaning on AI can result in missing out on "non-traditional" candidates. - These candidates may not tick all the boxes but bring immense value through creativity, adaptability, and drive. ❌ Ethical concerns - AI raises questions about privacy and consent. - How much data is too much, and where do we draw the line? My verdict in the comments!

AI is fundamentally reshaping our workforce, but the impacts are nuanced. The latest report, “Potential Labor Market Impacts of Artificial Intelligence: An Empirical Analysis,” by The White House Council of Economic Advisers, provides critical insights for leaders that will impact everyone's future.. 📊 Key Findings: ✅ 𝐆𝐫𝐨𝐰𝐭𝐡 𝐢𝐧 𝐇𝐢𝐠𝐡-𝐂𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲, 𝐀𝐈-𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐑𝐨𝐥𝐞𝐬 Roles requiring advanced AI skills have increased by 30% over the last five years. Positions such as AI ethics officers and data scientists are on the rise, indicating a shift toward more complex, creative work. Occupations that integrate AI effectively are growing twice as fast as average, suggesting AI's role in complementing human skills rather than replacing them. ❌ 𝐇𝐢𝐠𝐡 𝐑𝐢𝐬𝐤 𝐨𝐟 𝐉𝐨𝐛 𝐃𝐢𝐬𝐩𝐥𝐚𝐜𝐞𝐦𝐞𝐧𝐭 𝐢𝐧 𝐋𝐨𝐰-𝐒𝐤𝐢𝐥𝐥 𝐑𝐨𝐥𝐞𝐬 40% of current jobs are at risk due to high AI exposure but low skill requirements, particularly in administrative and routine manual tasks. These jobs are declining at a rate of 2% annually. Sectors like customer service and data entry are vulnerable, raising concerns about job security and economic stability in these fields. 📍 Regional Disparities: ✅ 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐢𝐧 𝐓𝐞𝐜𝐡 𝐇𝐮𝐛𝐬 Tech-centric regions like Silicon Valley show a high concentration of new, AI-driven job creation, reflecting significant economic opportunities for those regions. Urban centers with strong tech clusters are emerging as key players in AI employment, driving innovation and growth. ❌ 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐟𝐨𝐫 𝐑𝐮𝐫𝐚𝐥 𝐚𝐧𝐝 𝐒𝐦𝐚𝐥𝐥𝐞𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐢𝐞𝐬 Rural areas and smaller towns are facing increased risks of job losses due to AI, without comparable opportunities for new AI-driven roles. This geographic imbalance could exacerbate regional economic disparities. 👉 Here are my questions for Leaders: 1️⃣ Are we ready to leverage AI’s potential while minimizing risks? How are we preparing our teams for a future where AI enhances human capability? 2️⃣ What is our reskilling strategy? With 40% of jobs potentially vulnerable, how are we investing in upskilling our workforce to transition into growth-oriented roles? 3️⃣ How can we balance geographic and economic disparities? Are we focusing enough on regional strategies to ensure inclusive growth? As leaders, our role is to harness AI's potential to foster a resilient, inclusive, and dynamic workforce. Are we ready to lead this change and shape the future of work?

People know people, #data know patterns! Tapping administrative labour market data has considerable potential to support the #matching of unemployed and vacancies. We are working on it. ⚒ In a new IAB-Discussion Paper, Sabrina Mühlbauer and I develop a large-scale algorithm-based application to improve the match quality in the labour market. We use comprehensive administrative data on #employment biographies in Germany to predict job match quality in terms of job stability and wages. The models are estimated with both #MachineLearning and common statistical methods. This exercise reveals that #AI performs better for pattern recognition, analyses large amounts of data in an efficient way and minimises the prediction error in the application. 💻 Good matching needs good job quality and good chances: We combine our results with algorithms that optimise matching probability. This provides a ranked list of job recommendations based on individual characteristics for each job seeker. The long-term goal can be to support caseworkers just as job seekers and employers in expanding their job search strategy: the strength of people and data combined ✔✔. In addition to the technical machine building, this has important social, ethical and practical perspectives.

𝗬𝗼𝘂𝗿 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗦𝘂𝗿𝘃𝗲𝘆 𝗶𝘀 𝗟𝘆𝗶𝗻𝗴 𝘁𝗼 𝗬𝗼𝘂 𝗮𝗻𝗱 𝗛𝗲𝗿𝗲'𝘀 𝗪𝗵𝘆 👇 Only 30% of employees are engaged? That’s not a statistic – it’s a leadership failure. After advising 100+ companies, I’ve found most "engagement strategies" miss the mark completely. 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 𝘁𝗿𝘂𝘁𝗵... Free pizza Fridays don’t fix disengagement. 𝗥𝗲𝗮𝗹 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗰𝗼𝗺𝗲𝘀 𝗳𝗿𝗼𝗺 𝗱𝗮𝗶𝗹𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗵𝗮𝗯𝗶𝘁𝘀 1️⃣ 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗧𝗵𝗮𝘁 𝗪𝗼𝗿𝗸𝘀 Most managers give feedback like bad weather reports – unpredictable and unpleasant. 𝗧𝗿𝘆 𝘁𝗵𝗶𝘀 𝗶𝗻𝘀𝘁𝗲𝗮𝗱... 1 observed behaviour 1 business impact 1 suggestion (No "constructive criticism" nonsense) 2️⃣ 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗧𝗵𝗮𝘁 𝗥𝗲𝘀𝗼𝗻𝗮𝘁𝗲𝘀 "Good job" emails go straight to trash. Specificity is currency: "Your solution on X saved us Y hours/Z dollars" = 💎 3️⃣ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗧𝗵𝗮𝘁 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝘀 The #1 engagement killer? "All-hands" meetings where leadership talks 90% of the time. Flip the script – make it 70% Q&A. 4️⃣ 𝗗𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻 𝗧𝗵𝗮𝘁 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝘀 Stop assigning tasks. Start curating growth opportunities: "This project will stretch your X skill – how can I support you?" 5️⃣ 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝗧𝗵𝗮𝘁 𝗥𝗲𝘁𝗮𝗶𝗻𝘀 Emotional intelligence isn’t soft – it’s your retention strategy. 📍 Pro tip: Learn how each team member prefers to be recognised. 6️⃣ 𝗚𝗿𝗼𝘄𝘁𝗵 𝗧𝗵𝗮𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀 Development opportunities" ≠ promotions. Micro-learning (15 mins/day) outperforms courses 3:1 for engagement. The brutal reality? 🔴 Disengaged teams bleed 34% of payroll in lost productivity 🟢 Teams with these habits see 59% less turnover But here’s the good news! You don’t need HR initiatives. Just one committed leader 🤝 So I’ll ask what your last survey didn’t... What’s one "engagement tactic" your company uses that actually makes people roll their eyes? 🙄