Ryan Dull’s Post

In 2025, a balance must be struck—between technology and human connection, efficiency and personalization, flexibility and structure. Leaders who can blend data-driven insights with personalized strategies will position themselves to not only attract and retain top talent, but also achieve lasting business impact by mitigating risk with intentional action. * If mismanaged, AI can undermine the hiring process, but when used strategically and appropriately, it can add real value to the experience—for candidates, recruiters, and hiring managers. * When hiring for skills, start by focusing on roles that will drive the greatest business transformation, and then identify which skills are needed for these positions. * A strong culture attracts talent, but if it's not part of the employee experience, it can hurt retention. #VanderzeeSearch #TAISassessment #VanderzeeCoaching At #VanderzeeSearch our talent acquisition services are fully customized to meet the specific needs of each individual client: • Senior level positions (Director, VP, C-level) • Unique skill sets (e.g., industry/technical knowledge, global expertise, etc.) • Board of Directors opportunities For information, contact #VanderzeeSearch at #[email protected] https://krnfy.bz/48msBaC

Predicting Talent Acquisition Trends for 2025 After last year’s AI boom and the shift to skills-based hiring, many global enterprises were caught in endless planning. We get it—making the wrong move can be scary. But if you’re stuck in analysis paralysis, focus on progress, not perfection. Now’s the time to stop overthinking and start acting with purpose. But what are the key business drivers for talent acquisition (TA) in 2025? To find out, we asked more than 40 Korn Ferry experts and surveyed over 400 TA professionals worldwide. Here are the five hiring trends you need to know for 2025. #RGC #hiringtrend #consultant #management #business #OD #kornferry

Is Your Hiring Process Missing Out on Top Talent? We’ve all embraced technology to make recruitment faster and more efficient. ATS and AI have become the backbone of many hiring strategies, boasting the ability to sift through thousands of resumes in minutes. But have we stopped to consider what – or rather, who – might be slipping through the cracks? ✅ The Promise: AI and ATS streamline hiring, reduce manual work, and promise unbiased, data-driven decisions. They match candidates to roles with precision, flagging those with relevant skills and experience. Plus, they can predict retention rates and even improve the candidate experience through real-time updates and chatbots. ⚠️ The Reality: **Qualified candidates may be excluded because their resumes lack specific keywords. **Creativity, adaptability, and leadership potential are often overlooked by algorithms. **Bias still persists if AI is trained on flawed historical data. Human intuition is absent. Can an algorithm truly assess passion, curiosity, or interpersonal skills? Consider this: How many exceptional candidates have you missed because they didn’t tick the exact boxes your system was programmed to search for? Or worse, how much talent has been excluded because the AI unknowingly reinforced old biases? The truth is, technology is a tool—not a solution. It’s time to strike a balance. Let machines handle the grunt work, but let humans make the call on who’s exceptional, even if their resume doesn’t fit the mold. 🔍 Question your process: Are you optimizing for efficiency at the cost of missing out on game-changing talent? If your system can’t see beyond keywords, you might not just be filtering resumes—you’re filtering innovation, diversity, and future leaders. What’s your experience with AI and ATS in hiring? Let’s discuss. 👇

🚀 AI is Redefining Executive Recruitment: Faster, Smarter, and more Inclusive! Executive recruitment has always been a high-stakes game, where time, precision, and cultural fit are non-negotiable. But with traditional methods, finding the right leader can take months, costing companies valuable opportunities. AI-powered recruitment tools are changing the landscape, turning complex hiring processes into efficient, data-driven solutions. From automating candidate screening to assessing soft skills and predicting leadership potential, AI is making it possible to hire better, faster, and more inclusively. Imagine a world where: 💠 Screening for executive roles is swift and strategic. 💠 Bias is minimized, creating more equitable opportunities. 💠 Leadership hires align seamlessly with company culture. This is the power of AI. It’s not just transforming recruitment ➡️ it’s reshaping the future of leadership itself. ✨ Want to learn more about leveraging AI in your recruitment process? Let’s talk about how it can elevate your strategy. 💬 How do you see AI impacting the recruitment process in the next few years? Share your thoughts below! #ExecutiveRecruitment #AIinHR #intervu_ai #Ai #recruitment #FutureOfWork #Leadership #HRInnovation

Ready to take your recruitment strategy to the next level? 🚀 Only two days left to register for our informative webinar on November 13th at 11 AM ET: "Revolutionizing Recruitment: Leveraging Conversational and Generative AI for Smarter Hiring." Click here to create your free HR.com profile and secure your spot ➡️ https://lnkd.in/gjHjwGKh Join Gopi Polavarapu, Chief Solutions Officer, and Swapna Oundhakar MS,MBA, VP of Product Management from Kore.ai as they dive deep into how #AI can: ✅ Boost the candidate experience ✅ Minimize bias in hiring ✅ Transform talent acquisition Don’t miss your chance to revolutionize your hiring process and stay ahead of the curve. #GenerativeAI #GenAI #AIinRecruitment #HR #Hiring #TalentAcquisition #FutureOfWork #CandidateExperience #Recruitment #HRWebinar #RevolutionizeRecruitment

Recruitment is broken. Yep, there’s a statement. ❌ Job openings you’re unable to close, because you’re looking for perfection instead of potential. ❌ Candidates feeling ignored, left wondering where they stand. ❌ Companies missing out on talent because processes are slow and disconnected. Where does it go wrong? Unrealistic expectations, poor candidate experiences, rushed decisions that fail to create real matches. Let’s face it – recruitment can be stressful. With fast developments in AI, change is closer than ever. AI tools are already helping recruiters: ✅ Find better matches faster, by analyzing skills and potential beyond the CV. ✅ Create a smoother candidate experience, with instant feedback and transparency. ✅ Make hiring fairer, by reducing bias in the selection process. On Magnet.me, we’re embracing these changes to make recruitment smarter, faster, and more human. Think about enhanced sorting features where the most relevant candidates show up first. And the ability to reach out to job seekers with messages created by AI that fit your company tone of voice. 💬 Do you agree that recruitment is broken? What’s your biggest challenge in recruitment? #talentacquisition #recruitment #AI #hr

How can AI help hiring managers find top talent? (Without looking through any resumes 👀) First understand this: Skills don’t equal a good hire. Step 1: Team fit is more important! ↳ It's about more than skills; ↳ personality fit plays a role too. Step 2: → Leverage AI to assess important personality traits. ↳ Measures factors like Teamwork, Interpersonal Dynamics, Leadership. Step 3: → Understand current team members strengths ↳ identify commonalities among top talent We use these as a foundation to understand what works well in each specific company. Step 4: → Find new candidates that match top talent → jobworx.ai provides all of that in one platform ↳ understand current employees & find new ones! ↳ without having to look through 100’s of resumes. When employees compliment each other ↳ they perform better ↳ when they perform better → they succeed ↳ when they succeed → feel less of an incentive to leave! Have you ever had a good talent hiring but their personality fit caused problems? #ai #artificialintelligence

I’ve been interviewing TA leaders and CPOs to understand their views on how AI might impact the way they staff their teams. So far my convos have illuminated a nuanced take on AI in TA: 🤔 There’s a mix of intrigue and skepticism. Most skepticism seems directed at the feasibility/viability of the technology in practice (“does it actually work?” vs reluctance about the idea in principle). 👀 There’s a sense of cautious optimism, hinging on whether the tech can handle human-needed edge cases, like an RC handling a last-minute reschedule or a complex interaction with an interviewer or EA. 🤖 While automation promises cost savings and efficiency, change management and cultural resistance are hurdles to prioritizing this “today” (if #2 were solved). 💰 Across the board, leaders are open to automation if it provides a significant cost advantage (e.g., cutting costs by “50-60%” compared to human headcount). Most view this level of savings to outweigh the cognitive and cultural costs of implementation. 🌱 There’s a desire to evolve admin-heavy roles (like RCs and sourcers) into more strategic or specialized positions like recruiting operations or face-to-face recruiting. I’m in research mode for the next few months and want to spend more time sharing my learnings on LI. Like or comment if you find info like helpful - I can use the motivation to make it a habit :)

Check out what jobworX AI is doing. “Bring technology to your hiring”

Creating Connections: How AI and VAs Redefine Recruitment Success 🤝 In today’s hiring landscape, AI offers speed, but it’s your Virtual Assistant who adds the vital human touch. Together, they elevate your recruitment strategy 🧑🤝🧑 While AI quickly identifies top talent, your VA builds genuine relationships, ensuring candidates feel valued. Their personalised approach not only guides candidates with confidence but also helps them align with your company culture from the start 🤖 By blending technology and human insight, you can create a hiring strategy that nurtures talent and fosters a thriving workplace 💼 #VirtualAssistants #WorkplaceCulture #TalentAcquisition #Recruitment #AI #Leadership #LVA