If there’s one constant in life, it’s change.
We survived the dot com explosion.
We survived the 2008 economic downturn.
We survived the pandemic.
And now, we’re navigating the onslaught of AI.
As with all major disruptions, the key to navigating peacefully is knowledge and an open mind.
The more we learn about AI, the easier it becomes to leverage its potential.
The same is true of learning how to Recruit to Retain in the Age of AI.
One thing I hear repeatedly from my clients is, “We can’t find enough good talent.”
My response: “Where and how are you looking?”
Most recruiters rely on passive strategies: using generic AI sourcing tools, posting jobs, waiting for resumes, running auto searches on LinkedIn, or calling in an expensive recruiting agency.
However, what really works is a proactive approach that uses AI as a tool—not as a crutch. Human interaction still plays a crucial role in successful hiring.
Take a highly technical search that’s hard-to-fill, for example. Let’s look at finding an AI Engineer.
At first glance, this search seems impossible because the talent pool is small, the demand is high, and the technology is so new.
So, what’s the first step?
The savvy recruiter identifies the companies where these engineers are already working. Then, they use tools like LinkedIn or specialized databases to find the right people. Finally, they begin reaching out, whether through LinkedIn Recruiter, email, or calling.
But here’s the twist: Gen Z and Millennials prefer to be contacted via text. That is Lesson #1 – The Human Factor in a World of AI: Reach out to candidates in the way they want to be contacted. Email often goes unchecked, and many passive job seekers ignore LinkedIn messages. But a well-timed text? That gets their attention.
Once you’ve identified, contacted, and narrowed down the best-fit candidates, it’s time for the human factor to really take over.
One of the biggest complaints I hear from candidates is being “ghosted” after the first phone screen.
It’s essential to stay engaged throughout the process. At the end of your first interview, be clear about next steps, lay out the process, and let the candidate know when they can expect to hear back. And, most importantly, keep that promise.
Regular communication is key. A quick text once a week to update candidates on the status of their application keeps them engaged. If they’re a top contender, they’re likely interviewing elsewhere, so make sure you’re staying in the loop. Ask them where else they’re interviewing and if they’re in salary negotiations with other companies.
While we’re on the subject of the first interview, remember that the younger generations, Gen Z and Millennials, are pickier than ever when it comes to choosing where to work. These candidates are no longer just looking for a paycheck.
They want to feel aligned with the job’s purpose and the company’s mission. The people connection is critical.
During your interviews, go beyond the technical questions and ask about their previous work experiences. Find out about managers they truly respected and liked working with and why. Ask what kinds of projects inspire them and the type of companies they feel drawn to, be they large corporations or startups, and whether they prefer public or private organizations. Dig into the type of culture they thrive in, and then share how your company culture aligns with their preferences.
Recruiting is a Sales Job: Gone are the days when the hiring company had the upper hand. Today, you must actively sell your company and its culture. In this competitive market, your company’s mission and values matter just as much as the job itself. If candidates don’t feel connected to the role or the organization, they won’t hesitate to walk away.
In the age of AI, recruiting doesn’t have to be an impersonal, automated process. By combining the power of AI with the human touch, you can not only find top talent but keep them engaged throughout the entire hiring process. The key is to prioritize communication, personalize your approach, and recognize that today’s candidates are looking for more than just a paycheck. This is lesson one – the human factor in a world of AI.
This is just one of the key lessons I share in my new keynote, Recruit to Retain in the Age of AI, which is designed to help organizations adapt to the evolving talent landscape and leverage AI without losing sight of the human element. If you are interested in learning more, reach out!
In my next article, I dive into Lesson #2: Align with Purpose. Workers want alignment with your company’s mission, culture, and values. This starts during the Recruiting process and continues all the way through Retention.
If you are seeking a dynamic, fun & powerful keynote, learn more at: https://www.JaniceLitvin.com/Speaking.