Three Ways Recruitment Work Gets Done
Recruitment firms must restructure around three pillars: premium advisory work, extensive automation, and AI‑enhanced human tasks. Premium advisory positions recruiters as trusted hiring advisors, delivering high‑trust, high‑impact value. Automation handles repetitive functions like screening and outreach, freeing consultants for strategic work. The middle tier combines AI tools with lower‑cost talent to manage volume‑driven processes, creating a scalable, competitive model.
How AI-Washing Is Scamming Recruiters
A new article by Florian Fisch exposes how many recruitment vendors label legacy keyword‑matching tools as AI, a practice he dubs “AI‑washing.” He outlines seven common false claims—from “powered by AI” badges to bogus 99 % accuracy—backed by simple tests that...
Selling or Lying? There’s No Grey
The article breaks down the "DNA of a great recruiter," emphasizing a relentless hunter mentality and a near‑perfect fill rate—nine out of ten placements. It contrasts elite recruiters’ competitive drive and ethical rigor with average practitioners who settle for modest...
Be a Better Recruitment Leader
The recruitment sector is at a crossroads as AI accelerates and vendors flood the market with unproven tools. While technology promises efficiency, the article stresses that trust, judgment and relationships remain the core of a people‑focused business. Leaders who redesign...
Your Database Is Cheating on You
Recruiters are grappling with bloated, outdated candidate databases that often contain dead or irrelevant profiles. A recent statistic shows that 46% of hires come from candidates already in a firm’s own database, highlighting inefficiencies and wasted advertising spend. Leveraging generative...
Your Recruitment Business Model Is Dying
The podcast episode argues that the traditional contingent, multi‑listed permanent recruitment model is collapsing under AI pressure. AI shortlisting tools only achieve a 14% overlap, exposing resume inflation and inefficiencies. Retained and executive search models, which sell decision‑making rather than...
Why Do Clients Make Recruiters Compete?
Clients continue to issue contingent, multi‑listed recruitment orders, believing that a resume race yields better talent. The article argues this approach commoditises hiring, prioritises speed over quality, and shifts risk onto recruiters. It advocates moving to exclusive or retained briefs...
Does Your Hairdresser ‘Out-Recruit’ You?
The article argues that recruitment expertise hinges on self‑belief rather than formal training, likening recruiters to hairdressers who succeed by confidence in their craft. It stresses that recruiters must view themselves as the ultimate authority, regardless of the seniority of...