“There are decades where nothing happens. And there are weeks where decades happen”- This quote, attributed to Lenin, perfectly encapsulates my perspective on the revolution that AI has sparked in recruitment. Throughout my career, I’ve witnessed some incredible advancements: when I began, the office didn’t even have computers, and CVs arrived by post or fax.

Then came email—a true game-changer that streamlined communication, enabling us to connect with candidates faster. Job sites soon followed (and, of course, LinkedIn), making it easier for job seekers and recruiters to connect directly. Each wave of new technology felt revolutionary, enhancing our speed and efficiency without compromising the human touch at the heart of recruitment.

Now, we’re in the age of AI, and if you’re not already using it in your recruitment strategy, you soon will be. Algorithms analyse CVs in seconds, predictive analytics help identify top talent, and AI-powered tools match candidates to roles more accurately than ever before. AI is automating time-consuming tasks—everything from resume parsing to candidate engagement, to writing job descriptions, interview questions, and creating assessment plans.

**Here is how I’ve used it recently:**

1. **Creating a Job Description for a Programme Director:** Using AI, I generated a job description that was both tailored and inclusive, embedding relevant skills, experience, and cultural fit criteria. The AI helped the hiring manager shape the language, ensuring it resonated with potential applicants while staying aligned with the company’s mission.

2. **Crafting an Advert for the Role:** The advert’s language was dynamically adjusted to appeal to the ideal candidate profile, improving the chances of attracting high-quality applicants. This approach saved time and offered targeted insights on phrasing to enhance reach.

3. **Developing a Search Plan for the Role:** AI assisted in mapping out potential talent pools, narrowing down specific industries and fields where Programme Directors thrive. This allowed us to design a focused search strategy rather than casting a wide but less effective net.

4. **Creating a List of Target Organisations:** AI’s data aggregation capabilities identified organisations where top-tier candidates were likely to be found, taking into account factors like industry growth and talent density. This list provided an efficient starting point for talent outreach.

5. **Drafting an Approach Strategy:** AI-generated insights informed the tone and structure of initial candidate engagement messages. It suggested best practices in messaging, helping create a compelling narrative that would capture candidates’ attention and interest.

6. **Designing Key Competencies and Assessment Questions:** With AI’s support, I developed a competency framework specific to the Programme Director role. It also suggested competency-based questions that aligned directly with the role’s demands, which streamlined the assessment process and ensured consistency.

Now, picture these capabilities integrated seamlessly into your ATS. Well, you don’t have to imagine—that future is already here.

And yet, even as technology transforms every aspect of our industry, one thing remains essential: the human connection. Technology is an enabler, making the recruitment process faster and more efficient, but people remain at its core. The human touch is irreplaceable—it’s where true understanding, empathy, and relationship-building happen.