Strategic consultant for recruitment managers
This is the most important shift. Instead of being the "receiver of orders" from professional department heads (HM), the recruitment department (TA) now plays the role of advisor.
- Update standards instead of emotions: HM often makes "superhuman" requests but with "moderate" salaries. TA uses data to refute: "The current market only has X% of personnel with this skill, the expected salary is Y. We should focus on skill A instead of requiring both A and B".
- Decoding real needs: Sometimes HM requests to recruit more people because they see the team is overloaded, but TA strategy will analyze: "Can we use AI to optimize the current process instead of recruiting new ones?".
- Establish standard expectations: TA helps HM understand the profile of candidates - people who may not have excellent degrees but possess extremely high adaptive skills.
Bridge of faith
According to Anphabe Company, 15.1% of candidates "fall" due to disruptive information and lack of trust. In this "confidence problem", TA plays the role of experience leader:
- Transparency in positioning the employer's brand: TA is not only about salaries, bonuses and benefits, but also about "translating" the corporate values (organizational culture, development opportunities, leadership, work-life relationships) into the language that candidates are most interested in.
- Personalize the candidate's journey: Instead of sending sample emails, TA uses AI to personalize messages based on each person's skill profile. A timely attention will help eliminate 80% of candidates' distance.
Skills Analyst
Skill-based recruitment trends are replacing degree-based recruitment. At this point, TA becomes a "data scientist" about competence:
- Analyze neighboring skills: If you cannot find someone with 100% of the required skills, a strategic TA will identify candidates with neighboring skills with high conversion ability.
- Forecast capacity gap: Based on the company's business orientation in the next 2 years, TA will forecast in advance: "We will lack Data Analysis skills next year, we need to start building a Talent Pool from now on".
The value of human connection
When AI finishes manual labor, our human skills surge in value: Relationship development skills are 54 times more important; professional communication skills are 13 times more important.
Portrait of the person who made TA "ready for the future
To undertake these new roles, the TA team needs to "upgrade" themselves with 3 competency pillars:
- Data thinking: Know how to read market reports, know how to use data to persuade leaders instead of saying "I feel...".
- Business acumen: Understand how the company makes money, who the competitors are, and which talents will help the company win in that market.
- Master AI: Proficiently use AI tools to optimize productivity, turning AI into an "assistant" instead of considering it a competitor.
