Insights

AI in Recruitment: Enhancing Efficiency, Not Replacing Humans

AI in Recruitment: Enhancing Efficiency, Not Replacing Humans

As the prevalence of Artificial Intelligence increases, businesses are aiming to automate processes and improve efficiency, with the Recruitment industry beginning to tap into this. From talent identification to candidate updates, could AI significantly impact the future of recruitment specialists? We argue that AI is best considered a supporting tool and should not replace the role of specialist recruitment consultants.

HR and Talent divisions are already exploring AI tools to streamline administrative aspects of recruitment processes, such as writing job adverts and automating key processes. One potential benefit is that the introduction of AI frees up valuable time to be better invested in the end-to-end candidate, ensuring a more personalised approach from the recruiter or hiring manager. And, as AI continues to develop, it has the potential to eliminate human bias in the hiring process, ensuring greater diversity in the workforce.

However, talent attraction and hiring managers should not rely solely on AI during recruitment processes.

Impersonal approaches leave a negative impression on prospective employees and can lead to top talent being inadvertently rejected during the screening process. Whilst AI has huge potential, it's unable to currently replicate human understanding of cultural and 'soft-skill' compatibility that an experienced recruiter brings. The importance of a people-first approach will remain significant over time.

At EMEA Recruitment, we use AI-enabled tools to maximise reach in early-stage candidate search and, in doing so, spend a greater proportion of time focussed on delivering best-in-class candidate and client experience throughout the process. There’s no doubt that AI will continue to play a supporting role in our mission to be ‘the bastion of people-first recruitment’ - but it will never take centre stage.

To learn more about how we can leverage AI to support your talent needs, get in touch: [email protected]

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HR Recruitment 2024: Organisational Culture and Transformations

HR Recruitment 2024: Organisational Culture and Transformations

In Keely Straw's previous article, she delved into Organisational Culture & Recruitment Excellence, including the importance of fostering a strong and positive organisational culture. Such approaches not only contribute to employee satisfaction and retention but also serve as a crucial factor in attracting top-tier talent. This notion remains at the forefront of HR recruitment discussions looking ahead into the year.

Building on this theme, in March 2024 we hosted a successful networking event in Basel, bringing together local HR professionals to discuss and address current challenges within the current landscape.

The event served as a platform for meaningful conversations on both a professional and personal level, with guests exchanging insights and experiences, many of which further emphasised the importance of nurturing a positive working environment to attract and retain talent. It became evident that the predominant topics of discussion revolved around Organisational Culture & Transformations, as attendees delved into the nuances of shifting mindsets towards novel work methodologies, particularly emphasising the significance of hybrid working.

We received overwhelmingly positive feedback from guests. If this mail was forwarded to you, do please get in touch, as we will inevitably hold more events in key cities and would be happy to have you join us to network with your peers.

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How to manage the counter offer

How to Manage the Counteroffer

Companies are fully aware that we are in a candidate-driven market, with a shortage of good quality candidates to fill their hiring requirements.

As a result, businesses are trying to hold onto as many strong employees as possible, causing an increase in counteroffers.

Since the start of the year, the Finance & Accountancy market has seen employees being offered an uplift of €10,000-20,000 - in some cases over €25,000 - to stay with their current employer.

If you’re currently thinking about changing roles, you should expect to receive a counteroffer if you hand in your notice. Whether you’ve been working at your company for six months or several years, they will do more than ever before to keep you.

Prior to looking for a new role, here are some questions you should be asking yourself:

  • On a scale of 1-5, how happy are you in your current role?
  • What is the real reason for wanting to leave?
  • What conversations can you have with your current employer?

What should you be thinking when the counteroffer arrives?

  • Why is your employer only realising your value now?
  • Will you be a trusted member of the team moving forward?
  • What if you accept the counteroffer? What if you decline it?

But, most importantly, revisit these simple questions:

  • On a scale of 1-5, how happy are you in your current role?
  • What is the real reason for wanting to leave?

Always think about the real reason you are looking to approach the market in the first place.

Did you know that a high percentage of people who take a counteroffer re-approach the market within a few months?

Does being counteroffered actually make you feel good? Does it make you feel like a valued member of the company, or does it make you feel the opposite in reality?

Think about whether the counteroffer provides a genuine benefit to you or to the employer. For example, keeping you on board means they won’t have to train someone new, pay potential recruitment fees, etc.

If you’d like more advice on managing a counteroffer, either as a hiring manager or candidate, please get in touch with David Harper, Associate Director: [email protected] 

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Q2 2023: Finance Recruitment Market Update - Switzerland

Q2 2023: Finance Recruitment Market Update - Switzerland

As we concluded 2022, we experienced normal market conditions across Switzerland. And, as predicted, an extremely high volume of hiring started from January onwards. 

At EMEA Recruitment, we analyse market data so that we can understand trends and skills shortages to provide factual evidence to our candidates and clients. Some of this data - and feedback from companies that were recruiting during Q1 - has been used to produce the following overview:

German-speaking region

  • Over 100% increase in directly advertised Finance roles during January to March 2023 compared to the same period of 2022
  • Many roles seen in January were re-advertised in March, as they failed to attract the desired audience
  • Companies requiring fluent German language skills experienced the greatest difficulties in hiring
  • Significant increase in roles advertised by Swiss-owned international companies compared to those with non-Swiss ownership

French-speaking region

  • Similar volume of vacancies during January to March 2023 as we saw in the same period of 2022
  • Slight reduction in roles advertised by Swiss-owned international companies, but a corresponding increase in roles advertised by non-Swiss-owned international companies

Hybrid thoughts

  • Requiring 4-5 days’ attendance in the office does impact the diversity of candidates attracted to the role
  • We have seen very little evidence of fully remote roles being offered

Job-seeking process

  • Candidates are happy to look at attractive opportunities, but those in work are being selective about the roles they consider and are less likely to apply directly to advertisements given the limited amount of information available through that method
  • Given the high volume of roles available and the difficulties companies expect when replacing staff, top talent is being recognised more and more by their current employers - therefore, they are more selective about the roles that they would consider externally

What do we expect in Q2?

Business sentiment is still positive, so we expect to see a very busy quarter again for Finance recruitment. We also predict continued pressure on salaries as the battle for talent remains fierce.

Having access to current market information, whether you are job-seeking or recruiting, is more important than ever before.

If you would like to discuss your own career situation or hiring into your team, we would be happy to speak with you. Please reach out to Mark Robinson, Insight & Optimisation Director, for a confidential discussion: [email protected]

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The Importance of the Employee Experience

The Importance of the Employee Experience

Katie Insley, Associate Director, explores the second quarter of the year and discusses the uplift in HR opportunities across the Netherlands.

There have of course been significant challenges in some industries, but many have reported growth plans, especially in the second half of the year.

We continue to be in a candidate-led market where the competition for talent is still significant. Businesses must place attention on their employee value proposition in a bid to keep their best people, ensuring they have a working culture and environment that responds to their employees' needs, such as hybrid/flexible working and employee wellbeing initiatives. 

We also continue to see an investment in Compensation & Benefits functions, as rewarding employees in a competitive and attractive way remains a key tool to retain top talent.

A good number of organisations have gone through reorganisation activities, and - while this has led to decreases in some traditional HR roles - it has caused an increase in the positions more aligned to the future of HR and where it can add the most value to a business.

These have included roles focused on talent and HR intelligence, where businesses are looking for individuals who are great with data, but who can translate this information into meaningful stories that allow for better decision making.

A focus on HR technology continues, but through the lens of employee experience. How can a business have seamless processes enabled by tech that make an employee’s interactions with HR as easy as possible? This again requires a different skillset, where individuals must not only be great at system optimisation and process improvement but must be able to focus on the user experience, too.

If you’re interested in finding out more about the current recruitment landscape, please reach out to me at: [email protected]

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The Key to Success in Today's Recruitment Market

The Key to Success in Today's Recruitment Market

Thomas Powell, Recruitment Consultant, takes a look at the Finance and Accountancy recruitment market in the Netherlands and shares the key to success...

In today’s recruitment market, demand for talent is heavily restricted and continues to be candidate driven across the junior to senior level.  

To be at the top of the competition, it is crucial for you, as the hiring manager, to offer the candidate the right opportunity with clear plans of progression - not a sidestep where they are doing the same role for more reward.

We are noticing that the biggest motivation to move in today’s market falls to the following:

  • Lack of responsibility in their current role - in turn, looking to move to take on more responsibility and have each day be a new challenge where they learn and add value to a company
  • Looking for progression, wanting the step up - candidates in the mid to senior market are constantly looking for the step up in their career and will rarely make the sidestep for additional compensation

How can you do this when recruiting into your team?

First, what profile are you looking for? If you have a strong desire for a particular level of experience in local reporting, you know this is non-negotiable for your business.

However, think about why someone who does this role already would move to your company to do the same role. Think of ways this person can progress and move up in the company.

To retain the best talent in your company, this is what you need to be outlining. This is where you sell yourself to the candidate.

As recruiters, we hear, “This role will have progression opportunities” all the time. Be direct about what progression opportunities are available and ask the question of why the candidate should move.

Secondly, identify a success story. If you have a profile that may fall slightly below the criteria - maybe they don’t hold enough Dutch GAAP or don’t have enough payroll processing experience - offer the training and development to the candidate.

While this can take time, look at how attractive your role becomes and look at the success story you can create in your company. You as the manager have achieved this and, in turn, this profile is likely to stay with your business in the long term, given the time and value you have invested in them.

This is where EMEA Recruitment can add value. We are a candidate-driven business and skilled in mapping the candidate’s motivation to the right business, where they will add value to your organisation and thrive.

If you’d like to speak to me about how we can assist you in your search for talent, please get in touch with me at [email protected]

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EMEA podcasts

The EMEA Recruitment podcast welcomes guests from across our network and beyond to share their career journeys, advice, and inspirational stories. 

EPISODE 167

We were proud to welcome René Behr, Chief People Officer at IWC Schaffhausen, onto the EMEA Recruitment podcast. “True success lies in shaping a future where people and business grow in tandem,

30 Oct 2024

We’re delighted to welcome Kathy Magee, Co-Founder, President and CEO of Operation Smile, to the EMEA Recruitment podcast. “You're changing a child's life, but you're also changing this world t

10 May 2024

We were delighted to welcome Terhi Nori, Global Lead for Project Workstream at ABB, onto the EMEA Recruitment podcast. “We create our own journey and our own story… it’s just a

30 Oct 2023

Executive Interviews