Training on Using Technology in Recruitment

I'm excited. I knew AI would change recruiting, but now I think AI workflows on top of existing systems are the future. We don't need more tools, just workflows that optimize the ones we're already familiar with. Let's use what AI is amazing at to create more time for what we as recruiters are amazing at. Example: I just leveraged AI to review 32 job applications in the time it usually takes me to get through 3. I built a custom workflow that pulls from Greenhouse, analyzes resumes with AI, and feeds results back. No new tool required. No resumes sitting stagnant because I ran out of time to be able to review new ones. No missing the great candidate who applied 3 days after the job was posted because I was buried in resumes. What I love: I can tune the prompts to focus on exactly what matters for each role. My evaluation criteria, not some generic algorithm. AI is great for this - far superior to keyword matching or selecting the filters one by one in the Greenhouse candidate review stage. What I love even more as a seasoned Head of Talent Acquistion: I didn't have to migrate systems or convince IT to approve another vendor. Building these custom workflows is becoming a huge part of what I do for clients. I see a future where recruiters spend 80% of time on strategy while admin tasks run automatically. Fair warning: Real learning curve, but the payoff is significant. Tech stack, learnings and approach in more detail in my blog. If you have pain points and want to discuss what's possible to solve them, let's talk. https://lnkd.in/gu4fgxCh #Recruiting #AI #TalentAcquisition #Automation

Think AI will steal your HR Job? Ignore AI and its capabilities and you'll create a self-fulfilling prophecy. Don't fear it, learn it. Here’s how AI is changing HR and what you need to do to stay relevant. 1. AI Is Revolutionizing Recruiting 📌 What’s changing: AI-powered tools are screening resumes, scheduling interviews, and assessing candidates faster than ever. ⚠️ What it means for HR: Recruiters who rely on outdated manual processes will struggle to keep up. ✅ How to stay relevant: Learn how to use AI-driven ATS (e.g., HireVue, Paradox, Eightfold AI). Use AI to reduce bias in hiring (but don’t trust it blindly—always audit AI decisions). Focus on candidate experience—AI can automate tasks, but humans build relationships. 2. AI Is Reshaping Employee Engagement & Retention 📌 What’s changing: AI can analyze employee sentiment, predict turnover risks, and personalize engagement strategies. ⚠️ What it means for HR: If you’re still guessing why employees leave, you’re behind. ✅ How to stay relevant: Use AI-powered surveys (e.g., Peakon, Culture Amp) to track engagement in real-time. Leverage AI to identify burnout risks before they become resignations. Balance AI insights with human connection—people don’t want to be managed by algorithms. 3. AI Is Streamlining HR Operations 📌 What’s changing: AI is automating HR paperwork, compliance tracking, and benefits administration. ⚠️ What it means for HR: If you’re spending hours on admin work, AI can do it faster. ✅ How to stay relevant: Learn AI-powered HRIS tools (e.g., Workday AI, BambooHR, UKG). Automate onboarding workflows to free up time for strategic HR. Shift from HR admin to HR strategy—let AI handle the paperwork. 4. AI Is Changing Learning & Development 📌 What’s changing: AI is personalizing training, recommending career paths, and predicting skill gaps. ⚠️ What it means for HR: Generic, one-size-fits-all training is dead. ✅ How to stay relevant: Explore AI-driven LMS platforms (e.g., Coursera for Business, LinkedIn Learning). Use AI to create tailored career development plans for employees. Focus on coaching and leadership development—AI can teach skills, but humans mentor. 5. AI Is Transforming HR Analytics 📌 What’s changing: AI can predict workforce trends, analyze DEI progress, and optimize workforce planning. ⚠️ What it means for HR: If you’re only looking at past HR data, you’re missing out on AI’s ability to forecast trends. ✅ How to stay relevant: Learn AI-powered HR analytics tools (e.g., Visier, ChartHop). Use predictive analytics to forecast turnover, pay gaps, and hiring needs. Partner with finance and operations—data-driven HR pros will lead the future. The best HR pros won’t fear AI, they’ll learn how to use it. Agree or disagree? ⬇️ ♻️ Repost to inspire change in your network. ➕ Follow Ricardo Cuellar for more content like this.

Recruiters, I want YOU to challenge your technical interviewing teams. Seriously. If they’re telling you they’re not building AI into their technical interviews, they are missing an incredible opportunity. Smart hiring teams will have their candidates use AI to get starter code and build out from there. This is a game changer. It means you can get to the good stuff in a conversation with a candidate much faster. Imagine how much more you get out of an interview when you can ask substantive questions that get to the heart of a candidate’s aptitude, skill and experience right away. Why did you make this choice and not that one? Did you consider the impact to security here? Now we’re going to change this variable. How would you rethink the approach? Spend more time conversing with a candidate. Not watching them stroke keys. Ask them to walk through the advantages and tradeoffs of their code. Inject new information to gauge their reactions. You will get so much more from that interaction and using AI allows you to be more real-world about the approach. Because devs use ALLLLLL the tools in their toolbox. And AI is a big one. #recruiting #talentacquisition #techjobs #technicalhiring #developers #hiring #jobs #candidateexperience