{"id":205136,"date":"2026-10-21T15:44:36","date_gmt":"2026-10-21T13:44:36","guid":{"rendered":"https:\/\/factorial.com\/blog\/factorial-play\/videos\/the-role-of-technology-in-the-future-of-recruiting\/"},"modified":"2026-10-21T15:44:36","modified_gmt":"2026-10-21T13:44:36","slug":"the-role-of-technology-in-the-future-of-recruiting","status":"publish","type":"factorial_video","link":"https:\/\/factorial.com\/blog\/factorial-play\/videos\/the-role-of-technology-in-the-future-of-recruiting\/","title":{"rendered":"The Role of Technology in the Future of Recruiting"},"featured_media":0,"template":"","meta":{"_acf_changed":false,"_video_type":"highlight","_related_series":192403,"_related_episode":205122,"_related_season":0,"_video_source":"vimeo","_youtube_video_id":"","_vimeo_video_id":"1207313932","_speaker_id":204304,"_video_description":"In the evolving landscape of recruitment, Andreas Gabelsberger and Kerstin Markut emphasize the importance of augmented recruitment, where technology supports but does not replace the human touch. With the potential for hundreds of applicants, AI can efficiently scan resumes, but nuanced human judgment is essential for contextual evaluation. Gabelsberger highlights a critical leadership tip: instead of relying solely on emails, hiring managers should prioritize direct communication by calling candidates, fostering personal connections that reflect company values and enhance team management. This approach not only sets organizations apart but also aligns with candidates' career plans, making the recruitment process more engaging. According to Gabelsberger, the personal touch can significantly influence candidate decisions in a competitive job market. Don\u2019t miss more tips and insights on effective recruitment strategies in the full episode.","_video_transcription":"00:09 - Question number 2: What role will technology play in recruiting in the future?\n00:14 - A) Human-centered selection, B) AI-driven efficiency,C) Augmented Recruiting, or the Joker.\n00:25 - Here I go with answer C.I'm clearly going with C \u2014 Augmented Recruitment.\n00:34 - Here too, it was actually the same again.I found all three answers compelling.\n00:39 - When we think about how exactly recruiting works today \u2014 you often don't have just one open role, you have several running in parallel.\n00:47 - You don't just have one applicant \u2014 sometimes hundreds.\n00:52 - I still remember when I was in recruiting \u2014 I sometimes had 200 applicants for a single role, and sometimes I would have loved to have an AI supporting me.\n01:02 - I wouldn't have wanted to hand over the whole process, because I've always recruited in a very human-centered way \u2014 but that kind of support would be great. So if I were to say now, okay,I'll have an AI scan and screen CVs and make sure the AI really makes the decisions on who moves forward or not \u2014 then I'm already put off by that, because I know myself what it's like when your r\u00e9sum\u00e9 has a gap in it, or you changed jobs after a year, or maybe even left during probation \u2014 then an AI, which is not designed for nuanced judgment but purely for scanning what's in front of it \u2014 certain aspects could simply get lost that a human interviewer or a person would evaluate and contextualize very differently.\n01:41 - That's why I'm truly a fan of saying: I'm happy to be supported in the processes \u2014 but I don't hand the wheel completely over to AI.\n01:50 - My number one tip \u2014 and it's so basic, it couldn't be more basic.\n01:54 - You have a candidate who comes in through an application, or through whatever channel.\n01:59 - You're the hiring manager, TA \u2014 don't just send an email saying how great it is that they applied \u2014 let's talk.\n02:05 - Call them. Call the person.99.9% \u2014 communication tools today are text, email, maybe WhatsApp sometimes.\n02:17 - Nobody actually calls people anymore.Tell that to my team.\n02:22 - And again here \u2014 sales and recruiting are blending into each other.\n02:27 - But call the person, and they'll say: hey, that's something new,because all I get now are emails and invitations \u2014 no one actually calls anymore, and they appreciate it.\n02:37 - And with that you've already created that first emotional connection \u2014 setting yourself apart from the competition.\n02:42 - Which is probably also an important factor in the decision,because you'll definitely notice it too \u2014 good candidates today have multiple offers, and what tips the scale might not only be the fastest, most optimized process, but also the personal one.\n03:04 - Now for question number 3: At what point does it make sense to hire new employees?","_has_trailer":false,"_trailer_vimeo_id":"","_trailer_youtube_id":"","_video_duration":"","_video_thumbnail":""},"categories":[938],"factorial-categories":[],"class_list":["post-205136","factorial_video","type-factorial_video","status-publish","hentry","category-process-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - 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