Joost Heins (Randstad): ‘Talent Intelligence represents a critical evolution in talent management and recruiting’

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For Heins and Randstad, Talent Intelligence is far more than a buzzword. “To me, Talent Intelligence represents a critical evolution in talent management and recruiting”, he says in an interview with ToTalent. In all, Heins sees two key purposes: maturing talent practices and playing a role in helping HR become a strategic enabler. “Talent intelligence enables HR professionals to be more precise, focused, and diligent in their approach. By leveraging data and analytics, we can move beyond intuition-based decision-making to more evidence-based practices in recruiting and talent management.

“Connecting the dots between business goals, talent needs, and market realities elevates HR from a support function to a critical driver of business strategy and execution.”

“And, perhaps more importantly, talent intelligence is the key that unlocks HR’s potential to become a true strategic partner within the organisation”, Heins says. “Providing data-driven insights on workforce capabilities, market trends, and skill gaps, talent intelligence empowers HR to proactively shape their organisation’s future. Connecting the dots between business goals, talent needs, and market realities elevates HR from a support function to a critical driver of business strategy and execution.”

‘Early stages of a transformative journey’

Heins characterises the current state of Talent Intelligence as ‘nascent but rapidly evolving’. “We’re in the early stages of what promises to be a transformative journey in talent management and decision-making. While the potential of Talent Intelligence is widely recognised, its full implementation and impact are yet to be realised across the industry. The tools, data sources, and methodologies that underpin Talent Intelligence are still in a process of maturing. We’re seeing continuous improvements and innovations in this space.”

“The tools, data sources, and methodologies that underpin Talent Intelligence are still in a process of maturing.”

Meanwhile, some forward-thinking companies have begun to leverage data for talent decisions, offering us a preview of the potential that Talent Intelligence holds, according to Heins. “These early adopters are demonstrating the value of data-driven approaches in areas such as recruitment, workforce planning, and skill gap analysis.”

More benefits on the horizon 

Despite some early adopters, Talent Intelligence isn’t close to being considered ‘standard practice’ just yet, according to Heins. “Many companies are still in the exploratory or early implementation phases. There’s significant potential for growth. As companies become more adept at collecting, analysing, and acting on talent data, we expect to see more tangible benefits and ROI from these efforts.”

Randstad’s approach to Talent Intelligence

At Randstad, a leader in HR services globally, the hiring process is already advanced in its use of talent intelligence.  “We leverage data, analytics, and robotics throughout every step of the hiring journey”, Heins says. “Our scale allows us to continuously develop and refine our processes.”

“We’re continuously enhancing our intelligent hiring processes, aiming to make each step more efficient and effective through advanced technologies and data insights.”

“A key differentiator is our unique approach to talent marketing. This methodology, combined with our data-driven practices, sets us apart in the market. We’re continuously enhancing our intelligent hiring processes, aiming to make each step more efficient and effective through advanced technologies and data insights.”

Little differences across continents 

As an active company in so many countries, does the approach vary for each continent? “There’s relatively little difference in our Talent Intelligence approach across various markets”, Heins says. “Our team’s capabilities allow us to apply consistent methodologies, whether we’re measuring brand attraction in Kazakhstan or analysing success factors for female manufacturing talent in Latin America.”

“Our ability to maintain this consistency while adapting to local nuances is a key strength of Randstad’s global Talent Intelligence strategy.”

While data availability and quality can vary between regions, our overall approach remains largely consistent. This global consistency in methodology, combined with local data insights, allows us to deliver reliable and comparable talent intelligence across diverse markets. Our ability to maintain this consistency while adapting to local nuances is a key strength of Randstad’s global Talent Intelligence strategy.”

The winning approach in today’s labour market

Heins believes that a winning strategy in the current labor market involves recognising the varying importance and scarcity of different skills. “Not all skills are equally critical or scarce”, he says. “While the extreme talent crunch from two years ago has eased, demographic trends suggest that sustained tight labor markets are on the horizon — a reality for which many companies are underprepared.”

“You have to recognise that a one-size-fits-all approach is ineffective, as you prepare for sustained periods of talent scarcity.”

According to Heins, the key ingredients for success are fivefold. “It’s about identifying which skills are absolutely crucial for the organisation’s success. Then it’s about concentrating efforts on attracting and retaining these critical skills and growing essential capabilities within the existing workforce. Finally, you have to recognise that a one-size-fits-all approach is ineffective, as you prepare for sustained periods of talent scarcity.”

“Ultimately, the winning approach acknowledges that you can’t do everything”, he concludes. “Success lies in making informed, strategic choices about which talent to prioritise and how to secure it in a competitive landscape.”

Real-world impact of Talent Intelligence

Heins provides compelling examples of Talent Intelligence being effectively ‘weaponised’ for business success. One example he mentions is how companies use it for location strategies when hiring future talent. “It’s surprising that some organisations still base decisions for new plants or service centers primarily on real estate costs, when this is just a fraction of the overall cost if they struggle to find the right talent in that location.”

Another example is in strategic workforce planning. “Companies are using Talent Intelligence to forecast future skill needs, identify potential skill gaps, and develop targeted training and recruitment strategies. This proactive approach allows organisations to stay ahead of industry trends and ensure they have the right talent mix to drive innovation and growth.”

“Companies are using Talent Intelligence to forecast future skill needs, identify potential skill gaps, and develop targeted training and recruitment strategies.”

“More companies are now realising that access to talent is potentially the key to future success. They’re increasingly using talent intelligence to guide crucial business decisions, from facility locations to long-term capability development. This shift recognises that having the right talent in the right place at the right time can be a significant competitive advantage. These trends all illustrate how Talent Intelligence is being adopted to drive strategic decision-making and business success across various aspects of talent management.”

From specialised field to core business component

Looking ahead, Heins believes Talent Intelligence has the potential to become a standard practice in organisations. However, he stresses that achieving this requires demonstrating its tangible impact on business outcomes. “To achieve widespread adoption, we need to demonstrate how Talent Intelligence can be effectively leveraged. It’s crucial that we position it not just as an additional data point, but as a driver of actionable insights and confident decision-making.”

“Ultimately, the goal is to integrate Talent Intelligence so seamlessly into business processes that it becomes an indispensable tool for organisations.”

“The future of Talent Intelligence depends on our ability to show its tangible impact on business outcomes. By proving its value in creating actionable strategies and informed decisions, we can move Talent Intelligence from a specialised field to a core component of business strategy. Ultimately, the goal is to integrate Talent Intelligence so seamlessly into business processes that it becomes an indispensable tool for organisations, ensuring they’re making the right talent decisions to support their overall business objectives.”

Join the conversation at the Global Talent Intelligence Conference

Joost Heins will share his insights at the upcoming Global Talent Intelligence Conference held in Amsterdam from September 23 to September 25. For those interested in staying ahead in the competitive talent landscape, this conference is a must-attend. Sign up now to gain invaluable insights from leading experts in the field and discover how Talent Intelligence can revolutionise your organisation’s approach to human capital management.

Isabel on Wednesday: The Human Touch in Leadership Hiring – Why Connection Trumps Credentials

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Here’s a thought-provoking idea: A leader who connects deeply with your team and culture can achieve more than a highly qualified individual who doesn’t truly fit in.

Leadership is, at its core, about people. It’s about inspiring, motivating, and guiding others towards a common goal. And this is where human connection comes into play. A leader who aligns with your company’s values understands the nuances of your culture, and can build trust with your team is far more likely to drive long-term success than simply checking all the boxes on paper.

Yet, many companies overlook this crucial aspect, focusing instead on technical skills and past achievements. The result? Leaders who might be competent but fail to truly resonate with the team, leading to misalignment, disengagement, and, ultimately, turnover.

To avoid this pitfall, shift your focus during the hiring process. Prioritize building trust and understanding the candidate on a personal level. Ask yourself: Can this person build strong relationships? Do they share our values? Are they someone the team will want to follow?

Ultimately, the most successful leaders are those who can connect, not just manage. By making human connection a cornerstone of your leadership hiring strategy, you’ll find leaders who fit your company’s present needs and help shape its future.

On a different note, my new baby, Talent to Match, has just gone live. Be sure to check out the website, www.talent-to-match.com, and find out how you can become an expert in attracting staff that truly matches your company’s DNA.

Share your ideas and questions with me so I can help you build the perfect team to take your company to new heights! I look forward to hearing from you.

Warm regards,

Isabel

AI Friday powered by RecruitAgent.ai – How Carv is revolutionizing recruitment

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The Recruiter’s new best friend

Imagine having a super-efficient assistant who never sleeps, never complains, and handles all your administrative tasks with precision. That’s Carv in a nutshell. This innovative platform is designed with one goal in mind: to let you focus on what you do best—building relationships and making great hires.

How Carv transforms your workflow

  1. Say goodbye to note-taking
    Carv joins your calls and interviews, capturing every important detail so you can give candidates your undivided attention. Imagine focusing entirely on your conversation, picking up on subtle cues and building rapport, knowing that Carv is accurately capturing every important detail for you.
  2. Instant documentation
    Post-call, Carv generates comprehensive reports, candidate profiles, and job requirements. No more spending hours typing up notes! What used to take up a significant portion of your day is now completed in moments, allowing you to move quickly to the next stage of your recruitment process.
  3. AI-generated content
    Need a job description or candidate presentation? Carv can draft these in seconds, saving you hours of work. Its AI understands the nuances of your industry and tailors the content to your specific needs, ensuring high-quality output every time.
  4. Seamless integration
    Carv fits into your existing ATS and processes, enhancing efficiency without disrupting your workflow. It’s designed to complement your current tools, not replace them, making adoption smooth and hassle-free.
  5. Prioritizing data security
    In an industry where data privacy is paramount, Carv takes security seriously. With ISO and SOC 2 Type II certifications, you can rest assured that your sensitive recruitment data is safe. Carv’s commitment to data protection means you can innovate without compromising on security.
  6. Continuous innovation
    Carv constantly evolves, adding new features to enhance your recruitment process. Watch Matthijs Metzemaekers explain all the exciting new capabilities in his latest update:
    Carv’s new release

Want to find out more?

Carv offers a free option to get you started so you can experience the benefits firsthand. Don’t let administrative tasks hold you back from being the stellar recruiter you are. If you scan the QR code, you can start today.

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6 Differences Between Men and Women in Job Interviews

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What was once a black box is becoming increasingly transparent. Where job interviews used to be a somewhat mysterious swamp or a ‘muddy pool of misinformation‘, there is growing interest in what happens in these interactions with candidates. With the help of AI and many conversation transcripts, a lot of interview intelligence is gathered around this process. For example, in the Netherlands, In2Dialog and Cammio are working on this, while in the U.S., BrightHire and Pillar are making significant strides. What does this yield? Among other things, these six insights into the differences between men and women:

#1. Women receive more questions and less time

As a female candidate, you receive an average of 20% more questions during an interview. At the same time, you are given 25% less time to answer these questions. This is especially true of male interviewers, according to Pillar CEO Mark Simpson, after analyzing over 1,000,000 job interviews. ‘This is a signal that male interviewers generally think that women need more time to prove their worth.’

#2. Women need to prove themselves more

Not only do women receive more questions, but they are also asked more frequently about their strengths (in 45% of the interviews compared to 33% for men), weaknesses (40% versus 31%), and failures (24% versus 18%). Additionally, women are more often asked why the organization should hire them (47% compared to 37%) and why they want the job (46% compared to 35%).

Women are more frequently asked why the organization should hire them and why they want the job.

‘Although these questions are not inherently negative, they focus on proving one’s value. The fact that men encounter these questions less often suggests that some interviewers view men as more capable,’ says Simpson. ‘Structured interviewing, where each candidate receives a similar set of questions focused on the skills required for the position, reduces the frequency of questions demonstrating one’s value by 42%.

#3. Women find it harder to discuss salary

Pillar’s analysis also examines how specific candidates react to different topics brought up during an interview. For example, it shows whether a candidate reacts positively or negatively. It turns out that women, in particular, experience discomfort when the topic of ‘compensation’ comes up.

Women experience increased discomfort when the topic of ‘compensation’ arises.

It’s hardly surprising—research has shown this before—but women exhibit measurable discomfort here, something pointed to as a significant explanation for the persistent pay gap. To address this, Simpson advises interviewers to ‘explain your company’s compensation structure and how it aligns with industry standards and internal policies. Encourage the candidate to ask questions about the compensation package and thoroughly address any concerns. Generally, this topic requires a thoughtful and respectful approach.’

#4. Men talk more to each other (about sports)

Perhaps not a huge surprise, but Pillar’s research shows that female candidates receive significantly less small talk and chit-chat during their interviews. Male interviewers and candidates, on the other hand, are more likely to find common ground through discussions about sports. ‘But this can lead to biases about how much you like someone (and how much you like their answers),’ warns Simpson.

‘Talking about sports can lead to biases.’

Men spend 32% more time on small talk when interviewing other men. In conversations with female candidates, however, such topics rarely come up. ‘While a bit of chit-chat is important for building a good rapport, inconsistent interview behaviour arises because interviewers do not behave the same way during interviews with men and women. A simple solution for this is to limit personal small talk,’ says the Pillar CEO.

#5. Candidates prefer a female interviewer

After interviews, female candidates report having had a better experience when interviewed by a woman. Sentiment scores, which measure the candidate’s experience, are typically 18% higher with female interviewers. Female interviewers also tend to ask more about ‘soft skills’, such as teamwork, communication, and conflict resolution. These questions appear 24% more frequently in conversations among women than with male interviewers.

Soft skills appear 24% more frequently in conversations among women than in conversations with male interviewers.

‘Although all candidates should have women interview women and men interview men, we recommend using a diverse panel,’ advises Simpson. ‘A diverse interview panel is much less likely to have biases than a single person or a team of “similar” people.’

#6. Women have longer conversations

This might also seem slightly noticeable, but it is certainly not necessarily bad, says Simpson. When women interview other women, the conversations tend to last 10 to 15% longer than when men conduct the interview. Simpson: ‘As long as the candidate has enough time to shine, this is not a problem.’

On average, candidates speak only 62% of the time, much less than the ideal 75%.’

Earlier, he showed that the ideal job interview (not a screening interview) lasts between 45 and 60 minutes. He says it is good if the candidate speaks 75% of the time. ‘Generally, interviewers talk too much. In all interviews on Pillar, we see that candidates speak only 62% of the time.’ According to him, this provides insufficient time for a thorough assessment of the candidate’s abilities, skills, and overall fit for the role. Although women do tend to have slightly more time for this than men…

Want to know more?

Do you want More Talent Intelligence? At the end of September, we will discuss this further during the second edition of Global Talent Intelligence. Buy your tickets here, or contact us for information on group tickets.

GTIC

How International Recruitment Can Be a Solution in a Tight Labor Market

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Tight labour market? Look globally, and you’ll find that there is, of course, plenty of talent. At Undutchables, we have been working with multilingual personnel for 28 years, both people already living in the Netherlands and those relocating from abroad, so we know the challenges and especially the benefits of employing an international workforce. This incredible talent source could be just the solution your company is looking for in the current job market. But how do you approach it? How do you get the most out of this underutilized talent pool?

3 Significant Shifts

First, let’s look at three significant shifts we currently see in the Dutch and global labour market:

#1. Scarcity: The shortage of skilled personnel is becoming an increasingly urgent problem. Economic growth combined with an ageing population creates a high demand for skilled workers, but while some companies find creative ways to tackle this problem, many others still struggle with dealing with the fact that they have more vacancies than available candidates.

#2. Laws and Regulations: Many governments have recently been paying more attention to their labour laws. This has already led to some policy changes in the Netherlands regarding requirements for temporary workers, work permits, and more, with further adjustments expected in the near future. Some of these changes open up recruitment options, such as work permits for freelancers or reduced financial requirements for start-ups hiring foreign workers. Other changes aim to improve the economy by creating clear policies and user-friendly systems.

Many governments have recently been paying more attention to their labor laws.

Of course, some changes, such as the proposed abolition of the 30% ruling for international employees or the tightening of permit requirements, can also create additional challenges. With all these political movements shaping the labour market landscape, it’s important to stay informed about current policies and upcoming legal changes to ensure you can easily navigate the complex landscape of labour regulations in the Netherlands and worldwide.

#3. A.I. and Digitalization: The rise of A.I. and digital technologies has recently caused a massive shift. This is also transforming job requirements. Some jobs are slowly being phased out as they are replaced by automation. Other jobs are being adapted or newly created to collaborate with digitized processes efficiently. At the same time, the use of machine learning in the workplace is increasing exponentially. This evolution in the types of jobs and tasks needed reinforces the need for a diverse talent pool.

Adding Diversity

With all these challenges, why add international and cultural diversity? Diversity, besides being a proven positive factor for business success, can also solve the difficulties of a tight labour market.

  • Diversity solves scarcity: By tapping into the global talent pool, you can creatively and effectively address the shortage of skilled workers in your local networks and help fill vacancies with great results. Not only will you increase the list of potential candidates, but you will also discover a diverse group of candidates who are already present in your backyard. Changing your search parameters and expanding your network can be a great way to gain an edge in a recruitment market that constantly complains about scarcity.
  • Better reflection of your target audience: A diverse internal team that reflects your customer base is better equipped to understand and meet the needs of your target audience. Your team will be better able to use their insights to improve processes that work better for your customers. This will enable team members to feel valued for their input while allowing your company to tailor products to customer needs better.
  • Broaden your customer base: Diversity also helps you resonate better with a broader audience. Besides better processes with target audience insights, reflecting the diversity of your customers internally and in your marketing efforts can help expand your reach. When more customers see themselves reflected in your brand and see that you are addressing their specific needs, they are more likely to use the products and services you bring to market. This is a great way to expand your business into new markets while improving your internal team culture.
  • More innovative ideas: Listening to different perspectives fosters creativity and ingenuity. A team of individuals with diverse backgrounds means more ideas due to how each person approaches a situation. This means you will see more out-of-the-box thinking, new angles, creative solutions, and more input and collaboration potential. This continuous innovation allows you to seize opportunities to improve current processes and add new methods that benefit your team (and results).
  • More revenue: Diverse teams can generate higher revenues through innovation and market expansion. With all the added creativity, market knowledge, broader customer base, and stimulating company culture that comes with a more diverse workforce, it’s no surprise that this will also increase your profit potential.

How to Benefit from This

‘International talent’ might sound like something you need a long boat or train trip (or at least an in-depth internet search). In reality, many great international candidates are already present in the Netherlands, but many companies are unaware of how to find and utilize this talent. The first step is knowing where to find these job seekers and how to ensure your job postings and company culture attract the talent you are looking for.

The key to becoming visible to international talent is: adapting your approach to this.

The key to becoming visible to international talent is adapting your approach. Branding initiatives that emphasize diversity and writing inclusive job postings are a good start. The strategy must go beyond just your exterior. A recruitment strategy that supports international job seekers and improves internal culture and processes to retain these employees once hired will help you get a grip on this part of the talent pool. But first, here are some tips to ensure your marketing strategy is aimed at the international target audience.

Tip 1: Dive into Your Target Audience:

The first step is always to get into the minds of your audience so you can understand their motivations, values, and needs. This can be extra challenging when reaching international candidates, as this target audience contains many variables. Thinking about some specific questions can set you on the right track. For example:

    • Where do they look? Discover which platforms and channels your target candidates use. International candidates, for example, might use country-specific alternatives to LinkedIn (such as Xing for Germany) or spend more time on platforms specifically designed for expats.
    • What are they looking for? Identify the key factors that attract them to an employer. This can again differ for international job seekers compared to local candidates as they may value a job where the company language is English or an employer that offers Dutch lessons as part of the package.
    • Why are they looking? Analyze their motivations for moving to a different country for work. Is it career advancement, a better work-life balance, or a specific industry not well-represented in their home country? These insights will help you craft a marketing message that appeals to their goals and aspirations.

Tip 2: Strengthen Your Employer Branding:

Adapting your employer branding to appeal to a diverse workforce will help you reach international candidates and support a diverse and inclusive internal culture. For example, a global audience may respond well to cultural sensitivity or diversity statements and feel reassured by efforts to promote diversity in the workplace. Even minor gestures like mentioning local accommodation support in job postings can make a big difference. Employer branding has a significant impact on recruitment. By ensuring your company’s values and branding align with the international audience, you make a stronger impression on potential candidates and ensure your company is seen as a welcoming and inclusive workplace.

Tip 3: Diversify Your Recruitment Strategies:

To reach international talent, you must be flexible and creative in your recruitment strategies. For example, you could partner with organizations specialising in global recruitment, attend international job fairs, or use social media platforms like LinkedIn to connect with potential candidates worldwide. By diversifying your recruitment strategies, you can expand your reach and attract a broader range of candidates.

Undutchables Recruitment Agency has extensive experience helping companies attract and retain international talent.

Undutchables Recruitment Agency has extensive experience helping companies attract and retain international talent. With 28 years of experience finding the best multilingual candidates, we can help you succeed in the dynamic labour market.

For more information on how we can help, visit our website or contact us directly. Whether you need help understanding the latest trends, adapting your employer branding, or implementing recruitment strategies, Undutchables is here to guide you.

By adapting your recruitment strategies, strengthening your employer branding, and deepening your understanding of the target audience, you can more effectively tap into the rich resources of international talent and overcome the current labour market challenges. And in doing so, you’ll position your company for sustained growth and success in a globally connected world.
How International Recruitment Can Be a Solution in a Tight Labor Market

Acquisition and Retention of Talent

Once your branding is ready, the real talent hunt can begin. Ideally, many job seekers will find you on their thanks to your new and improved marketing strategy. However, that’s not the only adjustment needed to onboard the right (international) talent. Your brand image is just the beginning. Fine-tuning your recruitment strategy to better appeal to international candidates and focusing on improving retention will make your efforts pay off.

1. Recruitment

When it comes to recruitment, you need to focus on making your internal recruitment process more inclusive and smoother and improving your job postings to be more attractive to the diverse audience you seek. This may require some adjustments, so we’ve added key points to consider as you redesign your recruitment strategy.

  • Assess which skills are essential: It’s tempting to include all possible desired skills in the job posting, whether they are must-haves or just nice-to-haves. By focusing on the skills essential for the position rather than an exhaustive list of qualifications, you can attract a broader group of candidates. This allows you to review applications you might not have received otherwise but which may have the most valuable skills for the role.
  • Write a strong job posting: You want to write a job posting that clearly describes the role and requirements. While doing this, choose your words carefully to avoid unconscious biases and stereotypes in your job description.
  • Create a diverse interview panel: Ensure diverse representation in your interview panels. Invite employees with different backgrounds, nationalities, roles, and genders to participate. This helps eliminate biases in internal decision-making and makes candidates feel welcome, showing that the company truly believes in diversity.
  • Train your hiring managers: The first impression potential new employees get comes from the interviews they attend and the hiring managers they meet. Train your management and recruitment teams to prioritize diversity, so this is reflected in the interviews they conduct.
  • Get your entire organization on board: When diversity initiatives are encouraged and supported throughout the organization (not just by HR), it becomes natural to make this part of the recruitment process and create an inclusive environment for international talent. This requires evaluating your company culture and possibly making changes. Help your employees see the value of a diverse team. It always starts with the leaders in your company, so engage them first by outlining the many benefits of working with diverse talent.

2. Retention

Focusing solely on attracting talent in a tight labour market can be tempting. Unfortunately, this often means that once a candidate says yes, the next equally important stages are forgotten. Creating an onboarding plan and fostering a culture where international employees can thrive is essential for employee retention. This also means you’ll have fewer open positions and be spared much of the pain of recruiting in a scarce market. How do you do that?

  • Create an onboarding plan: Ensure your onboarding program is clear and useful for international colleagues. Ensure training is available in a language the employee understands and the mentors can reach out to reflect the diversity you are trying to build. Consider incorporating different perspectives into your onboarding strategy. This helps you cover all bases, providing a great introduction to the company for all new employees.
  • Integrate diversity into onboarding: Make diversity and inclusion an integral part of the onboarding agenda. Show interest in the new employee’s professional and personal talents and experiences. This is also a good opportunity to communicate your company’s values and goals regarding diversity.
  • Create an inclusive culture: Ensure your commitment to a thriving diverse workforce continues after onboarding. Promote an environment where everyone feels valued and knows they belong by fostering a culture that encourages diversity at all levels.
  • Regularly seek feedback: Continuously improve by seeking feedback from your international employees. No one can tell you better whether you are doing your inclusion initiatives right than the employees who feel like the most diverse team members. Let them know their voice is valuable and you are interested in improving based on their feedback.

Conclusion

The benefits of international talent are clear, from addressing labour shortages to boosting innovation and a broader customer base. By adjusting your marketing strategy, fine-tuning your recruitment strategy to attract international talent, and improving your internal culture and processes to retain these employees, you can position your company for success in an increasingly global market. Before you know it, you’ll be ten steps ahead, as while your competitors struggle to find talent in a saturated market, your multilingual team is already hard at work.

About the Author

Aubrey de Wilde is a Digital & Content Marketer at Undutchables, specializing in working with international talent. Get in touch to discover how they can help you leverage this valuable talent pool.

Want to Learn More?

In 2023, the first edition of the conference Internationalization of the Dutch Labor Market took place in Rotterdam. Along with OTTO Work Force, the second edition will be held on September 9 in The Hague. During this conference, participants will be inspired by the facts, context, practice, best practices, dilemmas, challenges, problems, and solutions. There are no sacred cows, just facts and practice. Problems and solutions. So register now:

Internationalization

AI Friday powered by RecruitAgent.ai: The Best Prompt for the Creation of a Boolean Search String

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This powerful prompt analyzes all the crucial elements of your job posting – from job title and required skills to company culture and location – and transforms them into an optimized search string. But that’s not all! You also get alternative strings for different target groups, tips for refinement, and even advice on measuring effectiveness.

Whether you’re looking for experienced professionals or emerging talent or want to focus on diversity – this AI tool has your back. It saves you valuable time and ensures you don’t overlook any potential top candidates.

Ready to take your sourcing game to the next level? Scroll down, copy the prompt, and let AI do the heavy lifting.

The prompt:

“Create an advanced, optimized Boolean search string for LinkedIn recruitment based on the job vacancy information provided below. The search string should result in a targeted and diverse pool of qualified candidates. Analyze and extract the following elements from the job posting:

  1. Job title: o Primary job title o Alternative titles or synonyms o Related functions (junior/senior level)
  2. Required skills: o Technical skills (minimum 5) o Certifications
  3. Experience: o Relevant industries or sectors o Specific projects or technologies
  4. Education: o Minimum required education level o Relevant fields of study
  5. Tools and technologies: o Specific software or platforms o Programming languages (if applicable) o Methodologies or frameworks
  6. Industry-specific terms: o Jargon or terminology o Abbreviations or acronyms
  7. Location: o Work location(s) o Remote work options
  8. Company culture and values: o Keywords reflecting company culture o Diversity and inclusion-related terms

Develop based on this analysis:

  1. Main search string: o A comprehensive Boolean search string combining all crucial elements o Use a logical structure with parentheses for optimal accuracy o Apply relevant Boolean operators (AND, OR, NOT) o Use quotation marks for exact phrases
  2. Alternative search strings (2-3 variants): a) Targeting highly experienced candidates b) For discovering emerging talent or high potentials c) Focus on diversity and inclusion
  3. Exclusion terms: o List of terms to exclude irrelevant results
  4. Refinements and expansions: Suggestions for further refining or expanding the search results

Deliver the following products:

  1. The leading search string, formatted for easy copy and paste
  2. The 2-3 alternative search strings
  3. A concise explanation of the logic behind the construction of the search strings
  4. A list of exclusion terms
  5. Suggestions for refinement and expansion
  6. Tips for optimally using the search string on different platforms
  7. Advice on how to measure and improve the effectiveness of the search string

Ensure that all search strings: · Include all essential elements of the job posting · Are flexible and adaptable · Strike a balance between specificity and breadth · Are inclusive and can yield a diverse candidate pool · Are easy to understand and adapt for recruiters.”

Also read:

 

AI Friday powered by RecruitAgent.ai: ChatGPT vs. ChatGPT Plus vs. ChatGPT Teams: Still worth the investment?

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The new dynamics between ChatGPT and ChatGPT Plus

Previously, a subscription to ChatGPT Plus for $20 per month was a clear choice when this was the only way to access GPT-4. With the announcement of GPT-4o, which brings premium features to all users, you might wonder: is a subscription still worth the money?

In May 2024, OpenAI introduced GPT-4o, making advanced AI features accessible to everyone at no cost. Free users now enjoy previously exclusive benefits such as the GPT Store for customized bots, a memory function for conversations, and the ability to upload images and documents for discussion. But why would you still choose Plus?

When is ChatGPT Plus the Right Choice?

  1. More frequent access needed: While free users have access to GPT-4o, they are limited in the number of messages they can send. As a frequent user, with ChatGPT Plus you can send up to 80 messages every three hours, compared to about 15-16 for free users.
  2. Continuity in Quality: Free users are switched back to GPT-3.5 once their limit is reached. With Plus, you continue to have access to GPT-4, even if you exceed your GPT-4o limit.
  3. Reliable Image Generation: Although technically possible for all users, Plus offers more advanced and reliable image generation capabilities.
  4. Faster and Exclusive Access: Plus users also get early access to new features, such as the ChatGPT desktop app for macOS.
  5. Advanced Data Analysis: Want to create interactive charts and tables? These advanced features are exclusive to Plus, Team, and Enterprise users.

When does the free version of ChatGPT suffice?

  1. No Monthly Fees: If you are not willing to pay, the free version now offers many of the previously exclusive Plus features.
  2. Occasional Use: If you use ChatGPT only occasionally and do not exceed the limits of GPT-4o, the free version is more than sufficient.

When is ChatGPT Teams the Right Choice?

For businesses and collaborative environments, OpenAI has introduced ChatGPT Teams. This option is tailored for professional use, offering a suite of features designed to enhance productivity and team collaboration.

Benefits of ChatGPT Teams

  1. Collaborative Environment: Teams allows multiple users to collaborate on projects, sharing insights and generating content collectively. This also allows users in the same Teams environment to have access to a GPT that can’t be used outside of this environment.
  2. Enhanced Security and Compliance: With enterprise-level security measures, Teams ensures that your data is protected and complies with industry standards. An important benefit for a department like Talent Acquisition when managing confidential data.
  3. Customizable Roles and Permissions: Manage team members with customizable roles and permissions, ensuring that everyone has the appropriate level of access.
  4. Higher Usage Limits: Teams plans come with significantly higher usage limits, accommodating the needs of large teams and frequent users.

Conclusion
Choosing between ChatGPT, ChatGPT Plus, and ChatGPT Teams depends on your usage needs and budget. For occasional users, the free version with GPT-4o might be sufficient. However, frequent users and professionals may find the advanced features and higher usage limits of Plus or Teams more beneficial.

 

AI Friday powered by RecruitAgent.ai: Exploring the potential of AI in Recruitment with Braintrust AIR

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Today, we’re looking at their promises. We’ll be covering:
  • Job descriptions: Writing job descriptions within minutes
  • Candidate screening: Finding the right match
  • AI interviews: Candidate vs Bot
  • Ethical questions: The challenges ahead

Transforming Job Descriptions

Imagine starting with the task of writing a job description for a new UX designer role. Instead of interviewing the hiring manager and spending hours crafting the perfect post, Braintrust AIR automates this process. You simply input the job title and a small description, and the AI generates a detailed, tailored job description. This is something we’re seeing more and more, with tools like RecruitAgent as well. However, we’ve learned that the quality of these descriptions can vary depending on the initial input and the AI’s understanding of specific roles. The more detailed input, the better the job description.

The world’s first AI recruiter

Streamlining Candidate Screening

Once the job is posted, applications start rolling in. In this state Braintrust AIR assumes you will be sifting through hundreds of resumes to benefit from their candidate screening. Braintrust AIR then steps in to analyze these applications quickly, filtering out so called ‘unsuitable’ candidates and highlighting the most promising ones. It promises that recruiters are able to focus on high-potential candidates rather than getting stuck in initial screenings. However, this fully depends on the quality of the candidate to write a decent resume that is plain to read. Especially a challenging topic with all the different types of resume templates I come across.

The promises of Braintrust AIR

AI-Led Interviews

The AI interacts with candidates sounding like a natural, conversational manner, asking relevant questions about their background and qualifications. However, in my eyes there is one large hurdle right now: the candidate talks to a logo with a voice. I would say that this does not come across ‘personal’, especially in a difficult labor market. Not taking the time to talk to a candidate directly could affect their performance and perception of the company.

An example of an interview with Braintrust AIR

Career coaching for silver medalists

When a candidate does not make the cut, Braintrust AIR serves as an AI career coach. After interviews, candidates receive feedback on their performance, including advice on improving skills and presentation. I like the idea of this feedback mechanism helping candidates prepare better for future opportunities and enhancing their overall experience. A big thumbs up for Braintrust AIR here from my side.

Ethical Considerations and Challenges

While Braintrust AIR aims to reduce biases through data-driven decisions, it’s essential to continually adjust and monitor the AI to prevent perpetuating existing biases in the training data. Transparency in how decisions are made is crucial for building trust with candidates and hiring managers alike, as well as being in accord to the EU AI Act. Additionally, balancing the efficiency of AI with the human elements of recruitment, such as assessing cultural fit and team dynamics, remains a significant challenge in my eyes.

Looking Ahead

Braintrust AIR will of course continue to evolve in the coming years. I think it will fase a lot of challenges, especially with the EU AI Act in mind. However, it is a promising tool and I am curious about where it will transform into in the near future.

Conclusion

Braintrust AIR offers a glimpse into what is possible with AI in recruitment, combining efficiency with data-driven decision-making. However, addressing ethical considerations, maintaining transparency, and balancing AI with human judgment will be key to its long-term success. My belief is that a personal touch is still a necessity for recruitment, especially with scarce profiles.

Stay tuned for the latest developments in recruitment, recruitment marketing and HR technology. Tune in next week for a new AI Friday, where we will explore another groundbreaking AI-tool that can enrich your recruitment process.

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2023 turned out to be a bad year for recruiters worldwide – and LinkedIn a growing threat

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For about 10 years, the ATS makers of Top Echelon have been conducting worldwide surveys among thousands of recruiters. However, the results of the State of the Recruiting Industry Report have never been as grim and depressing as they are this year. Less than a quarter of the approximately 20,000 respondents said they did better in 2023 than in 2022, and a total of 55.3% said 2023 was actually a worse year. Of those, more than half even reported seeing their revenue drop by more than 25% (while only 8.3% saw an increase of more than 25%). Although 2022 might have been a particularly good year, the researchers add.

Increasingly Dependent on LinkedIn

What stands out most in the extensive survey is the enormous – and still growing – dependence on LinkedIn among the respondents. When asked which media generated the most responses for job vacancies, former giants like Monster, CareerBuilder, and ZipRecruiter together didn’t even reach 5%. Indeed managed only a meager 17.1%, while LinkedIn stood head and shoulders above the rest with 39.8% of the votes.

“LinkedIn has been slowly gaining momentum and has grown stronger in recent years,” according to the researchers. When asked where they found the best candidates in 2023, even 41.4% responded with LinkedIn, far ahead of referrals (24.9%), the internal database (17.1%), and cold calling (5.5%). The fact that the latter method is still successful is evident from an earlier question in the survey, where cold calling was named by no less than 35.4% of agency recruiters as the primary source for marketing their services.

Priority: More Clients

The changing market is evident from the question about the priorities of the surveyed agency recruiters for 2024. Only one clear goal emerged: acquiring more clients and securing more assignments. A striking 47.2% named attracting new clients as their top priority, followed by getting more assignments from existing clients (22.7%) and finding new revenue sources (14.9%). Finding highly qualified candidates? This is now only the fourth priority for the surveyed recruiters, at 13.8%.

And what do they see as the biggest threat to their profession? Unsurprisingly, it is primarily a severe recession. Additionally, a substantial portion is so optimistic that they claim to see no threats at all (yet), and more than 1 in 5 also fear the rise of Artificial Intelligence.

“Never thought I’d say it, but LinkedIn has a monopoly on the industry, and they know it.”

But what is particularly striking about this question is the threat many recruiters now perceive from their heavy reliance on LinkedIn. “Never thought I’d say it, but LinkedIn has a monopoly on the industry, and they know it,” responded one of the participants. “LinkedIn has shamelessly raised its prices, and they don’t care about their customers at all. We recruiters fervently hope that another platform emerges to disrupt their monopoly, just as TikTok did to Facebook.”

 

Recap: Future of Talent Retreat 2024 (by Kevin Wheeler)

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The challenges and talent shortages are universal. Whether I am in the US, Asia, Australia, or Europe, the skill shortages are acute in tech firms, health care, aged care, and the trades. Many sectors, including mining and retail, face an aging workforce.

With birthrates below replacement and an aging population, talent shortages are expected to grow unless significant investment is made in upskilling and finding ways to employ the retired, semi-retired, and those who do not want full-time employment.

Learnings:

  1. Unemployment is still very low, and there are talent shortages as elsewhere.
  2. ChatGPT and other AI apps are widely used personally but not specifically for recruiting. This is also true in the US and elsewhere. It will be 2-3 years before we see widespread adoption of AI making a difference in recruiting. This may be further delayed in the EU due to the recently enacted EU AI Act.
  3. The EU AI Act will classify as “High Risk” recruiting apps and “AI systems used for specific purposes, such as employment and HR systems, employment evaluation or recruitment systems, biometric identification systems, educational and vocational training or evaluation systems, etc. The use of “high risk” AI systems will be strictly regulated…”
  4. This act is controversial, as you can imagine, and no one knows exactly how it will be applied to recruiting apps. However, there is no doubt most companies will not adopt tools until they have a clear view of risks and potential penalties.
  5. We had a few discussions about Netflix’s CEO’s proposed concept of talent density. Is it just another name for Quality of Hire? Is it something that can be measured objectively? Is it just one more HR/recruiting fad? What do you think?

Recruitment Leaders Network

The Recruitment Leaders Network (RLN) was established to bring together like-minded professionals responsible for recruitment and hiring strategies, including budget allocation. The Future of Talent event exemplifies this mission. RLN provides a warm and welcoming environment where knowledge and best practices are freely shared, valuable connections are made, and collective efforts elevate the standards for talent acquisition and employer branding. Click here for information about the Recruitment Leaders Network.

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AI Friday powered by RecruitAgent.ai: How AI is going to determine the future of Talent acquisition

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The power of AI-TA

The rapid advancement of Generative AI in particular, offers recruiters unprecedented opportunities. As Matt Alder’s report highlights, AI can offer organisations real-time insights into skill for the future, salary benchmarks and competitor recruitment activity. This information enables companies to proactively adjust their strategies and act quickly to gain a competitive advantage. However, it is important to check the data carefully, as for now it is still largely unreliable. But this will only improve in the near future.

Dynamic Talent Pools

AI can create dynamic talent pools, as described earlier in this article, by identifying internal and external candidates who can be recruited quickly. By mapping skills and using automated sourcing, companies can build real-time talent pipelines. This enables recruiters to always have the right skills in place, whether for internal mobility, hiring permanent staff, or engaging freelancers and interim talent.

Smart recruitment marketing

Another powerful use of AI is smart recruitment marketing. AI can predict where job ads are most likely to be seen by the intended candidate. This optimises ads based on real-time performance and dynamically allocated budgets to maximise ROI and CPA. Parties like Radancy and Jobmatix are good at this. Thereby, language models like Facebook’s LLaMA can continuously personalise ads based on the behaviour of different audiences.

Process automation and personalisation

AI offers a unique opportunity to personalise the recruitment process at scale. By communicating with candidates 24/7 via chatbots like Scotty and virtual assistants, recruiters can give candidates continuous updates and guide them through the application process. This significantly enhances the candidate experience, making the process more personal and responsive.

Smart Selection

AI can match and rank candidates based on patterns in large amounts of data, making the screening and assessment process more efficient and less biased (in theory). This expands the talent pool and increases the chances of the right match between candidate and vacancy, ultimately leading to better performance in the workplace.

Facts and Figures

According to Gartner, 68% of CIOs and technology leaders expect AI-related technologies to be their top priority, more than any other technology. In addition, 63% of CEOs and executives are engaged in discussions about Generative AI during board meetings. These figures underline the growing importance of AI in strategic decision-making and operational efficiency.

Onboarding

AI can improve the onboarding process by tailoring it to the needs of each new employee, enhancing their initial experience and integration into the team. This can be especially valuable for hard-to-fill positions or in situations where there is intense competition for talent.

Starting now is winning later

To harness the full potential of AI, recruiters must start now to understand, use, test and learn from it. Gartner predicts that by 2026, as many as 80% of companies will have implemented Generative AI. That means a lot of new talent needs to be recruited, reskilled and people trained. This highlights the need for recruiters to start understanding AI now, and perhaps much smarter… integrating AI into their recruitment strategies.

 

What sets recruiters apart the most is… curiosity

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It’s an exaggeration to call recruiters a unique species. However, there are a few traits that set recruiters apart from other professions. Which traits are these? Recent research by The Selection Lab, which also looked at consultants and lawyers, revealed at least one clearly distinguishing characteristic: curiosity. Recruiters turn out to be as much as 15% more curious than all other applicants on average.

nieuwsgierigheid

Enthusiasm is also a trait that relatively many recruiters possess: compared to candidates in other categories and professions, the average recruiter is even 8% more enthusiastic. However, according to the research, recruiters score significantly lower on accuracy (-24%) and organization (-14%). Though, the recruiters who are ultimately hired do score higher on these two factors than those who also undergo the assessments but are ultimately rejected.

Intelligence is also important

Intelligence is also positively correlated with a hiring decision for recruiters, according to Joeri Everaers-Welten, who conducted the research on behalf of The Selection Lab. “The data shows that the average hired recruiter scores 15% higher in abstract reasoning, 12% higher in verbal reasoning, and 16% higher in verbal reasoning compared to the average non-hired candidate. When recruitment agencies objectively measure the intelligence of their applicants, they are more likely to hire the more intelligent candidates. However, numerical intelligence is the least influential factor in a positive hiring decision.”

Wat onderscheidt recruiters van andere beroepsgroepen? Uit onderzoek blijkt dé factor gevonden te zijn: nieuwsgierigheid, op de voet gevolgd door: enthousiasme. In organisatievermogen en accuratesse blinkt de gemiddelde recruiter dan weer minder uit.

The Selection Lab aims to examine the predictors of success for various roles in similar research on a quarterly basis. (Agency) recruiters were fortunate to be featured in the first edition. It turns out that not only curiosity and enthusiasm are distinguishing characteristics of this profession, but their adaptability is also praised. This, of course, closely correlates with curiosity, as the researchers also note. “By seeking out curious candidates, recruitment agencies can find adaptability, support a growth mindset, and enable equal opportunities within their organization.”

Lower in self-confidence

According to the research, the recruiters ultimately hired, on average, score lower on two characteristics: self-confidence (6% less than the other candidates) and ability to cope with stress (32% less than average). “This fits the description of an insecure overachiever,” says Everaers-Welten. “As someone who consistently tries to exceed expectations in search of more self-confidence, this insecure performer is a goldmine for their employer.”

“You don’t have to be Jane Austen to know that too much pride comes with prejudice.”

According to him, there is also another explanation for employers’ preference for a candidate with less self-confidence: “An abundance of self-confidence could, for example, suppress accuracy, honesty, or responsibility. And you don’t have to be Jane Austen to know that too much pride comes with prejudice.”

Among the hired and non-hired applicants at recruitment agencies, there appear to be several notable differences. Hired recruiters seem to prefer more stable, structured, and results-oriented cultures. Moreover, they value enjoyment as part of their job 15% more than the average non-hired applicants. Additionally, the hired candidates are 13% more compatible with a culture that functions like a “well-oiled machine,” and as much as 22% with a culture characterized by stability.

More information

Read the entire research 

Research