Over the next five years AI is going to be seen to become a regular part of the workflow, with this will come a new need for adjustment within the recruitment industry, and recruiters’ will need to naturally change their skill sets in order to adapt to the new workplace.
The new recruiter skill set will include skills focused on both people and data.
People-focused social skills
A recent survey by Randstad found that while 91% of job seekers believe technology has made the job search process significantly more effective, 87% also believe it’s made the job search process more impersonal. As the method of employment becomes more efficient and automated through AI, there is going to be a bigger want and need for recruiters to add a human touch.
The ability to spot soft skills such as, creativity, critical thinking, and empathy, is going to become even more valuable as these skills are harder to assess using technology.
The talent acquisition leader of the future has been defined as “A trusted recruiting partner to the business who consistently delivers the best candidates in support of the business mission while continually improving the hiring process and candidate experience.” Their essential skills will include, solving recruiting problems through creativity, using business acumen to achieve better outcomes, and influencing both hiring managers and candidates.
Data-focused analytical skills
A Visier Survey found that there is already a demand for data-focused recruiters, with 70% of hiring managers believing that recruiting departments need to become more data-driven in order to improve long-term business impact.
Although recruiting has always been a data-heavy function, the data has mainly been used to create descriptive reports on metrics. It’s no longer enough to explain what happened, you need to explain why something happened along with a recommended solution based on your analysis.
The use of AI will require a lot of accurate data to be as effective as its human counterpart. The skill set of the data-focused recruiter that technology won’t necessarily have includes a scientific mindset for collecting and testing data, domain knowledge to properly interpret results, and business acumen to get buy-in to implement their recommendations.
This shift in skills may appear daunting, however with the right attitude and willingness to adapt, it can be a positive shift for recruiters, providing an excellent recruiting experience for both the hirer and candidate.