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The Role of Technology in the Future of Recruiting

The Role of Technology in the Future of Recruiting

In the evolving landscape of recruiting, Andreas Gabelsberger and Kerstin Markut emphasize the importance of a human-centered approach, even as technology like AI becomes integral. They highlight that while AI can aid in screening applicants—especially when dealing with hundreds of resumes—it shouldn't replace human judgment, as nuanced evaluations are crucial. A key takeaway is the power of direct communication; hiring managers should prioritize phone calls over emails to create emotional connections and differentiate themselves from competitors. This personal touch is vital, particularly as top candidates often juggle multiple offers. Leadership, effective team management (gestión del equipo), company values (valores de la empresa), and robust communication (comunicación) strategies are essential for successful recruitment and career planning (plan de carreras). According to Gabelsberger and Markut, embracing both technology and personal interaction is the way forward. Don’t miss more tips and insights on recruiting in the full episode.

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Andreas Gabelsberger & Kerstin Markut ·

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Transcription

00:09

Question number 2: What role will technology play in recruiting in the future?

00:14

A) Human-centered selection, B) AI-driven efficiency,C) Augmented Recruiting, or the Joker.

00:25

Here I go with answer C.I'm clearly going with C — Augmented Recruitment.

00:34

Here too, it was actually the same again.I found all three answers compelling.

00:39

When we think about how exactly recruiting works today — you often don't have just one open role, you have several running in parallel.

00:47

You don't just have one applicant — sometimes hundreds.

00:52

I still remember when I was in recruiting — I sometimes had 200 applicants for a single role, and sometimes I would have loved to have an AI supporting me.

01:02

I wouldn't have wanted to hand over the whole process, because I've always recruited in a very human-centered way — 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 — then I'm already put off by that, because I know myself what it's like when your résumé has a gap in it, or you changed jobs after a year, or maybe even left during probation — then an AI, which is not designed for nuanced judgment but purely for scanning what's in front of it — certain aspects could simply get lost that a human interviewer or a person would evaluate and contextualize very differently.

01:41

That's why I'm truly a fan of saying: I'm happy to be supported in the processes — but I don't hand the wheel completely over to AI.

01:50

My number one tip — and it's so basic, it couldn't be more basic.

01:54

You have a candidate who comes in through an application, or through whatever channel.

01:59

You're the hiring manager, TA — don't just send an email saying how great it is that they applied — let's talk.

02:05

Call them. Call the person.99.9% — communication tools today are text, email, maybe WhatsApp sometimes.

02:17

Nobody actually calls people anymore.Tell that to my team.

02:22

And again here — sales and recruiting are blending into each other.

02:27

But call the person, and they'll say: hey, that's something new,because all I get now are emails and invitations — no one actually calls anymore, and they appreciate it.

02:37

And with that you've already created that first emotional connection — setting yourself apart from the competition.

02:42

Which is probably also an important factor in the decision,because you'll definitely notice it too — 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.

03:04

Now for question number 3: At what point does it make sense to hire new employees?