In today’s fast-paced retail and hospitality environments, flexibility isn’t just a perk, it’s a competitive advantage. As organizations navigate labor shortages, one challenge is rising to the top: how to enable hourly workers to seamlessly move between nearby locations.
Imagine this: a barista working 20 hours a week at one café has availability to pick up shifts at another location just 10 minutes away. But due to disconnected systems, inconsistent policies, or lack of visibility, that opportunity is lost, for the worker and the business. The challenge becomes more complex with franchised organizations where multiple owners and entities operate individual sites in the same area.
This is the mobility gap in hourly hiring. And it’s costing companies in productivity, engagement, and revenue.
Why It Matters Now
Over 8.9 million people in the US have multiple jobs1. According to Deputy’s 2025 Big Shift Report, 5.4% of hourly workers now hold multiple jobs simultaneously, with younger women in hospitality leading this trend2. This rise in poly-employment, where workers stitch together income across employers, signals a broader shift: hourly workers want control, flexibility, and access.
Yet most employers are still operating with rigid, location-bound scheduling models. This creates friction for workers and inefficiencies for businesses.
The Business Case for Cross-Site Mobility
Organizations that enable cross-site labor sharing are able to achieve outcomes such as:
Reduce understaffing and overtime costs
Increase shift fill rates and labor utilization
Boost employee engagement and retention
Improve customer experience through consistent staffing
A Framework for Building a Cross-Site Mobility Program
Start with a five-part framework to help unlock the full potential of your hourly workforce:
1. Policy & Governance
Define eligibility rules for cross-site work
Establish compliance guardrails (e.g., max hours, breaks)
Align labor sharing with union and local labor laws
2. Technology Infrastructure
Implement centralized scheduling tools with visibility across locations
Enable mobile-first self-service for workers to set preferences and pick up shifts
Use geofencing and AI to match workers to open shifts
3. Shared Talent Pools
Create geographic labor clusters (e.g., within 10-mile radius)
Build internal gig marketplaces to allow shift swapping and cross-site scheduling
Track worker skills, certifications, and preferences to ensure fit
4. Manager Enablement
Train managers on cross-site scheduling protocols
Provide real-time data and communication tools
Offer support for conflict resolution and shift arbitration
5. Continuous Optimization
Monitor utilization, fill rates, overtime costs, employee satisfaction, and retention
Use data to refine scheduling algorithms and labor distribution
Benchmark performance across sites and regions
The Future of Hourly Work Is Modular
As Gen Z becomes the dominant hourly workforce, expectations are changing. Flexibility is no longer about remote work, it’s about modular participation: choosing when, where, and how to work2.
Organizations that embrace this shift will not only attract and retain top talent, they’ll build more resilient, efficient, and human-centered operations.
At AMS, we’re helping clients reimagine hourly hiring for the future of work. If you’re ready to explore how cross-site mobility can transform your workforce strategy, let’s connect.
With RPO 5.0, the age of Recruitment Process Orchestration is here. This new RPO model allows organizations to adopt a holistic orchestration approach to seamlessly integrate agility, innovation and business alignment in the ever-changing talent acquisition (TA) environment.
AMS’s AGILE framework communicates the seamlessness of RPO 5.0, enabling TA leaders to become talent architects as they adapt to dynamic environments, leverage data and technology, access expert advice and utilize a broad range of talent channels to drive success. In this blog, I’m excited to share with you how each AGILE element helps propel talent forward in an age of uncertainty and economic pressures.
Adaptive solutions
Every organization is different and has a unique set of goals and needs. That is why it is essential to work with scalable talent solutions that always keep your business interests in mind, especially at a time where economic shifts are constant and unpredictable. With an emphasis on adaptive solutions, the AGILE framework in RPO 5.0 puts flexibility and modularity at the forefront, allowing solutions to scale up or down based on your organization’s requirements. This adaptability extends to pricing, commercial models and the integration of artificial intelligence (AI) and automation, ensuring that solutions evolve with changing needs.
Guided by intelligence
Data-driven decision making is central to RPO 5.0. In today’s technological age where organizations are using data to identify their improvement areas, understand global recruitment trends and predict future hiring needs, leveraging data has become crucial in driving business success. To optimize your TA strategies, the AGILE framework integrates your organization’s internal data with external market insights, such as demographic trends and compensation rates, to create a strong intelligence layer. This guides leaders and recruiters to make informed decisionsdaily through actionable insights, always giving your organization a competitive edge.
Integrated technology
Automation and AI are revolutionizing recruitment processes. If you want to enhance efficiency in hiring and other HR functions, then integrating advanced technology in your business processes is critical. The AGILE framework in RPO 5.0 advocates for seamless orchestration of technology at all different levels. By creating a plug-and-play ecosystem, it allows for the integration of various cutting-edge tech solutions, filling gaps in the organization’s tech stack and improving overall efficiency. This harmonization of technology also fosters a culture of innovation through testing, evaluating and integrating emerging technologies to stay ahead in TA.
Layered advisory services
Organizations face numerous high-stake decisions daily, especially in talent strategy, but how can you be confident you’ve made the right call? RPO 5.0’s AGILE framework offers layered advisory services to guide teams through strategic workforce planning, employer branding and channel mix optimization. These external insights act as a compass, helping leaders transit areas where they may lack deep expertise. By aligning these insights with broader business goals, organizations can make confident,forward-looking decisions that drive sustainable success.
Expanded talent channels
In an era marked by global labor shortages, strengthening the workforce and orchestrating TA across diverse talent pools is more critical than ever. The AGILE framework in RPO 5.0 empowers organizations to lead with a skills-first approach and access talent through multiple channels. Businesses are encouraged to use internal channels to develop their existing workforce with internal mobility and upskilling programs. The strategy also encourages access to contingent and permanent talent across global markets through external channels. This includes direct sourcing, gig hiring and Employer of Record solutions. It also expands the TA funnel for early professionals through campus recruitment and hire-train-deploy programs. By tapping into these varied sources, recruiters can achieve operational scalability and build a strong, adaptable workforce to meet future challenges.
With the AGILE framework anchoring Recruitment Process Orchestration, this new RPO model prepares organizations to face challenges head on while confidently driving long-term success. The five principles collectively enable RPO 5.0 to drive greater adaptability, intelligence and integration across TA processes, empowering businesses to achieve their workforce goals more effectively.
Ready to transform your TA strategy for the new age of talent? Read the report.
In my discussion with AMS’s Chief Growth Officer, Nicola Hancock, and Everest Group’s Practice Director, Sailesh Hota, during The next era of RPO: What’s ahead in TA? webinar, Nicola and Sailesh explain why a shift from outsourcing to orchestration is important to revolutionizing talent acquisition.
RPO 5.0 is transforming recruitment by moving beyond traditional talent outsourcing into an era of strategic orchestration.
But unlike traditional outsourcing, which focuses on transactional tasks and performance-based delivery, talent orchestration strategically integrates people, technology and processes to align recruitment with broader business objectives.
This holistic approach introduced in RPO 5.0 considers all aspects of the recruitment process and their interconnections, creating a seamless experience for both candidates and recruiters. Talent orchestration is inherently agile, allowing it to adapt to the numerous internal, external, geographical and political factors that continuously influence the recruitment sector.
In an ever-evolving talent ecosystem, our webinar emphasizes agile Recruitment Process Orchestration is essential to revolutionize your approach to next-generation talent acquisition.
Want transformative, future-forward solutions to talent acquisition? Download the report.
RPO 5.0 is setting a new standard in talent acquisition. It’s more than just the next phase of recruitment—it’s the transformation from traditional outsourcing to orchestration.
RPO 5.0 reflects a fundamental shift in how organizations approach talent through integrated advanced technologies, strategic insights and innovative solutions. This shift enables organizations to build an adaptable and future-ready workforce that is ready to grow with the business.
In my recent discussion with colleagues during our The next era of RPO: What’s ahead in TA? webinar, Everest Group’s Practice Director, Sailesh Hota, explained how organizations can operationalize RPO 5.0 using AMS’s 4-P approach.
The 4-Ps—Platform, People, Process and Partnerships—form a comprehensive checklist to guide the implementation of RPO 5.0. They ensure enterprises adopt the right technologies and empower their teams to optimize workflows and strategically manage external collaborations.
The Platform aims to build a fully integrated, scalable and modular recruitment technology ecosystem, powered by artificial intelligence (AI) and machine learning (ML). This allows for enhanced flexibility in current capabilities while also enabling next-generation innovations.
The People aspect focuses on elevating the roles of talent acquisition (TA) teams, ensuring they are technologically trained and capable of leveraging new tools, such as AI-powered recruitment software. This allows for improved alignment of recruitment with business goals, strategic hiring and a focus on high-value tasks.
The Process involves transitioning from rigid, linear workflows to more agile, automated and technology-enabled processes. This enhances efficiency through robotic and intelligent automation while adapting to evolving roles.
Lastly, Partnership is about creating and managing strategic alliances to support scalability and agility. This ensures any potential issues are covered by aid of dedicated partners for all strategic needs.
Together, AMS’s 4-P approach plays a crucial role in operationalizing RPO 5.0 and driving competitive advantage in an increasingly complex global talent market.
What does it take to completely transform Talent Acquisition across 47 countries… during a global pandemic… in just six months?
That’s exactly the story shared last week at the HRCoreLab conference in Barcelona, where Carrier and AMS took to the stage to showcase what true partnership and agility look like in action.
When Carrier spun off from its parent company in 2021, they were starting from a blank sheet. There was no global TA infrastructure. No modern tech stack. No consistent process. Just a pressing need to build a function that could scale rapidly, deliver value, and support the business in a time of global uncertainty.
Originally, the plan was to build an in-house team — until COVID hit. In a matter of weeks, the strategy had to pivot. The hiring plan was pulled. The headcount disappeared. And the CHRO gave a new brief: find a way to build a world-class TA function — without increasing cost, and fast.
That’s where AMS came in.
From complexity to clarity
The TA landscape at Carrier was, in the words of TA leader Dan Fitzpatrick, “a mess.” Fragmented agency spend. Inconsistent processes. No data. No visibility. No candidate experience to speak of. The goal was clear: simplify, standardise, harmonise — and do it all at pace.
Why AMS?
As Dan explained on stage:
“All the RPO providers can offer similar services — sourcing, delivery, tech support. But AMS stood out because they listened. They didn’t just sell a standard solution. They heard what we needed, challenged our thinking, and built something bespoke around our vision.”
It wasn’t just about ticking boxes. It was about partnership with purpose — aligning not only on processes and tools, but on mindset, culture and ambition.
The result? A global transformation at scale.
✔️ A fully integrated TA function covering 47 countries
✔️ Workday Recruiting at the core, supported by a strong tech ecosystem
✔️ 24 languages supported
✔️ Globally standardised processes with local flexibility where it matters
✔️ Less than 10% agency usage
✔️ $21.9 million in savings delivered in just three years (versus a five-year $12 million target)
✔️ And an award-winning programme recognised across the industry
And perhaps most importantly — data-driven hiring
Before the transformation, local hiring managers relied on anecdotal input and invoices from agencies. Now, Carrier has real visibility: funnel metrics, time to hire, conversion rates, market insights — all powering better, smarter talent decisions across the business.
🔄 A repeatable blueprint for success
The success of the EMEA transformation became the blueprint for further rollout across APAC and the Americas — proving that when you get the fundamentals right, global scalability is not just possible — it’s powerful.
As Dan said:
“The RPO only works if you lead it well, empowering it and enabling its success — it’s about creating one team, one mission, one standard. That’s how you win.”
Huge thanks to Dan Fitzpatrick and the team at Carrier for sharing this incredible journey so openly on stage — and for being such a fantastic partner.
This is what great TA transformation looks like:
🔹 Vision
🔹 Pace
🔹 Challenge
🔹 Collaboration
🔹 And a partner who truly listens.
If you’re thinking about how to elevate your own Talent Acquisition strategy — we’d love to talk.
Every business experiences hiring peaks – periods of rapid surge when extra work demands additional talent to deliver results. However, finding this talent quickly is becoming increasingly challenging each day.
Sourcing an additional 200 or 1,000 employees for a specific project or period can be a real challenge and takes up precious internal resources. Moreover, in a constantly evolving market, talent demands can change quickly. The ability to scale up at speed is vital, as success in business hinges on agility.
Organisations in the APAC region are beginning to reassess the traditional ways of talent sourcing and are looking to outsourcing to fill the gaps. However, outsourcing can seem like a big leap, often requiring significant commitment and investment. Many business leaders also express concerns about relinquishing control of their talent function when outsourcing.
Fortunately, that need not be the case. There is a simple, less daunting step businesses can take before committing to outsourcing: Resource Augmentation (RA).
Isn’t RA the same as RPO?
There is a common misconception that RA is the same as Recruitment Process Outsourcing (RPO). While both provide outsourcing support from an external partner and involve resources who become fully immersed in your organization’s talent team and culture, they differ in terms of both resource management and scope.
With RPO, you have the flexibility to outsource either specific elements of your TA function that require support or the entire end-to-end recruitment process to an outsourcing partner. The extent of outsourcing depends on your specific business needs. However, regardless of the scope, an RPO partner takes on the management and accountability of the resources they provide.
With RA, you gain the specific resources needed, whether they are sourcers, recruiters, or other roles. The management of these resources remains with your own team, allowing you to retain control of the project and its direction while benefitting from the additional support. RA is typically deployed for short-term projects, focusing on specific skills and roles that are needed promptly.
Fundamentally, RA offers outsourcing with less commitment and reduced costs, while ensuring organizations can retain full control of their recruitment process.
Why should I consider RA?
Opting for a RA solution offers many benefits, which are driving more and more organizations to take their first step into outsourcing:
Expertise – Gain access to a group of talent professionals with deep knowledge of the market.
Scalability – Adapt quickly to fluctuating demands in the ever-changing market conditions while avoiding high talent attrition rates, which can negatively impact employer brand.
Control – Seamlessly integrate external talent with your existing TA function, while retaining control over the whole process.
Convenience – Require less commitment than a more holistic, multi-faceted RPO service, and is ideal for short-term needs.
Gain access to the best recruiting talent
The benefits of RA extend beyond businesses.
In today’s job market, many candidates are not merely looking for roles, they are searching for security. This can pose challenges in attracting top recruiting talent when offering short-term contracts.
That is where RA can make a difference. Most RA partner organizations provide future job opportunities for candidates when their initial contract comes to an end. This added job security enables them to attract the best people for your needs.
Resource Augmentation that goes further
While choosing RA to address your talent needs is a significant step, selecting the right partner to deliver it will truly set you on the right path.
AMS’ unmatched expertise enables us to provide resources that are tailored to your business needs. Partnering with AMS means having access to our deep knowledge bank built on decades of experience in the APAC talent market. We have worked with a wide range of organizations and industries, ensuring that we can meet your unique needs effectively.
Furthermore, our talent pool is constantly evolving.
AMS sets itself apart as a RA service provider by equipping its teams with exclusive access to our proprietary expert learning models. This innovative approach ensures that our teams are continually upskilled, enabling them to stay at the forefront of industry trends and advancements. Unlike traditional staffing organizations, AMS prioritizes ongoing learning and development, empowering our partners with the specialized skills necessary to effectively address and overcome the complex challenges of today’s dynamic business environment.
Our RA solution offers a simple, cost-effective, and convenient way to meet your short-term recruitment needs.
Take your first steps toward outsourcing today. Speak to AMS.
Think about the last time you applied for a job. What stood out? Was it the polished Job description or the company’s website company’s, or was it the follow-up email that felt genuine, the recruiter who made a well-researched outreach message, or the thoughtful feedback after an interview?
For most of us, it’s the little things—those small, thoughtful interactions—that stick in our memory. These micro-moments define how candidates feel about a company, whether they’re hired or not.
What Are Micro-Moments in the Candidate Experience?
Coined initially in the context of consumer behaviour by Google, micro-moments are the brief, highly focused interactions where decisions are made or impressions are formed. In talent Acquisition, these micro-moments are those seemingly minor but highly meaningful actions that show candidates they’re valued.
They don’t require flashy campaigns or big budgets, but they do require intention and care. And in a world where so much communication feels generic, these moments can make all the difference.
A recruiter taking a minute to send a personalized follow-up after an interview.
Keeping candidates in the loop with timely updates instead of making them wonder.
Sending a proactive, personalized video message using tools like Hintro or Odro —a refreshing human touch in an age of mass AI-generated outreach.
Or even providing a thoughtful, constructive rejection that doesn’t just close the door but leaves it ajar for future opportunities via a Talent Community .
These moments, while brief, can shift a candidate’s perception from “just another applicant” to “someone this company values.”
Why Micro-Moments Matter
People remember how you make them feel. And for candidates, the hiring process can be a nerve-wracking experience. Micro-moments are powerful because they tap into emotional connections—a crucial driver of trust. According to Josh Bersin, trust is the cornerstone of any great employee or candidate experience. When candidates feel valued and respected at every step, they’re more likely to trust the organization, even if they don’t land the role.
Research backs this up. According to LinkedIn’s Global Talent Trends, 63% of candidates say their experience during the hiring process reflects how a company treats its people (source). And trust me, candidates are paying attention. Every interaction—or lack of one—contributes to the impression they’ll share with their networks or on review sites like Glassdoor.
Even more telling: a survey by CareerArc found that 72% of candidates who had a poor experience shared it online or with friends (source). Think about that ripple effect. A little effort to personalize your process goes a long way in avoiding a wave of negative feedback.
How to Make Micro-Moments Meaningful
Be Proactive with Updates Nobody likes to feel forgotten. A quick message like, “We’re still reviewing applications, and I’ll be in touch by Friday,” can turn silence into reassurance. Setting expectations is an act of respect—and it costs nothing.
Use Personalization to Stand Out Imagine receiving a short video from a recruiter, tailored just for you. They mention your skills or highlight why your background caught their eye. Personalized video outreach not only grabs attention but also feels authentic in a world filled with Mass produced AI generated emails.
Show Empathy Rejection is hard, but it doesn’t have to be cold. Providing feedback—even a brief summary—shows you recognize the effort candidates put into the process. It’s a simple gesture that can build goodwill.
Balance Technology with Humanity Automated tools are great for efficiency, but they’re no substitute for the human touch. Use AI chatbots and automated emails wisely ideally at the top of the funnel, ensuring they enhance—not replace—genuine connection. The more effort the candidate has gone to in the process the more important it is for the organisation to return the favour in closing the loop. For further information on this topic there are two fantastic deeper reads from my colleagues Craig Hunter and Ellen Cobb
Celebrate the Candidate’s Effort A little gratitude goes a long way. Thanking someone for their time and highlighting something specific they did during the process can turn even a rejection into a positive interaction.
The Bigger Picture
According to the latest Greenhouse 2024 State of Job Hunting report—a survey of 2,500 workers across the US, UK, and Germany—nearly half of US workers are actively job hunting. Yet, 79% of them admit to feeling heightened anxiety in today’s job market. One statistic in the report stood out as particularly troubling: 61% of job seekers reported being ghosted after a job interview, a figure that has risen by 9% since April 2024 (source).
Think about what this means in practice. These are individuals who’ve already cleared the initial hurdles of a crowded hiring process. They’ve dedicated time—often taking PTO, traveling, and showing up in person—to attend an interview. For many, it’s not just about answering questions; it’s about investing emotional energy and hope. The absolute minimum they should expect in return is closure, even if the news isn’t favourable.
Creating these moments isn’t about perfection; it’s about showing you care. Candidates understand that hiring is a busy, complicated process. They don’t expect constant communication or endless hand-holding. But they do expect respect and acknowledgment.
And as we have discussed earlier, candidates talk. The candidate who didn’t get the job today might refer their friend tomorrow because they were treated well. Or they might blast their bad experience to their network, or share the experience on growing sub Reddit’s like r/recruitinghell damaging your reputation. It’s in these small, seemingly insignificant moments that reputations are built or broken.
What’s Next?
If you want to stand out in a competitive hiring landscape, don’t just focus on the big stuff. Start small. Think about the touchpoints in your hiring process where you can inject a bit more thoughtfulness. A personalized note, a timely update, or even a short video message can be the difference between a candidate feeling like a number and feeling like they matter.
So, next time you interact with a candidate, ask yourself: What small moment of care can I create today?
Earlier this year AMS asked talent leaders across the globe their opinions on the ‘green skills’ crisis. Shockingly, 84% of respondents said something needs to be done urgently to address the green skills gap, but only 7% think something will!
I was expecting this headline to be part of the new whitepaper around green skills we have developed on the basis of our outreach and research, but actually seeing it brought to life through real data was certainly a sobering thought.
We also asked our respondents what the barriers are to bridging this gap and what needs to be done, to get to where we need to be. The insights that followed were fascinating and revealed that whilst a lot of work is required, optimism still remains among those tasked with creating the strategies for global talent in their organizations.I would encourage anyone who has an interest in talent strategies to help us achieve our sustainability imperatives to download the whitepaper here.
HR and talent leaders are uniquely positioned to be a powerful force in closing the green skills gap and supporting sustainability efforts and our whitepaper shines a light on some of the areas that could make a real impact.
We conclude our whitepaper with the following recommendations;
Embrace a long term mindset
Champion collaboration
Apply green skills with a fresh lens
Let your green show
Prioritize specialized training and development
‘Green skills’ apply to every industry in the global economy and all organizations will have to adopt a green skills talent strategy at some point in the near future. Those looking to secure a strategic competitive advantage will act now!
If we want to address the green skills gap, we need to understand that all future job roles will require green skills.
Figuring out what your next 6-12 month hiring roadmap looks like can be daunting. So many variables to consider, so many new technologies, you might feel pulled in various directions. The key is not to become overwhelmed by the array of twists and turns in the HR arena, but rather to lean-in to where you see your workforce in the future and plot the steps to get there.
With every industry showing unique needs and changes, here’s a snapshot of some of the interesting directions companies are headed in the coming months.
Energy, Engineering and Industrials
With a shift towards green energy, new legislation in this sector will promote more green skills as workforces evolves to become sustainable and decarbonized.
Investment Banking
As banks consider their internal structure, they are analyzing how technology will provide more agility to their hiring decision making. In highly regulated environments there is more of a hesitation around new technologies like AI. But some are interested in piloting technology and new tools to drive efficiencies where it is seamless to do so.
Construction, Healthcare, Retail
In high volume, hourly hiring – such as in the construction industry – there is a focus on leveraging a skills-based approach to determine the best fits for roles. Quality of hire remains supreme in this area of sourcing and recruiting.
Organizations will be looking to hire more contingent labor workers as they bounce back from lower hiring volumes. A continued uncertain economic landscape across many sectors is creating a greater focus on creating flexibility in their employee make-up.
Food and Hospitality
In California there has been a new minimum wage applied to the fast food sector, now at $20 per hour. An interesting development that will likely have consequences to other sectors and parts of the country. This presents an additional layer of complexity to an already evolving talent acquisition landscape.
Technology
Companies are exploring how to source talent for supporting and driving AI technologies. There has been an increasing interest in looking into the architect and planner roles involved in implementing and setting the stage for new AI technologies. Establishing a gameplan ahead of AI usage is a strategic step that is critical to ensure compliance is met and tools are utilized properly.
Pharmaceuticals and Life Sciences
Organizations are looking to their location strategy to reduce cost and drive scalability/agility – with India being an area of interest for some employers.
An important thing to think about on your talent road ahead is what your destination will look like. With every hiring destination looking a little different, each industry is going to require different TA needs and will need to adjust to the changing economic and technological landscape differently.
Artificial Intelligence (AI) is revolutionizing the TA landscape, promising increased efficiency, reduced costs, and a more nuanced approach to hiring. A McKinsey & Company study states that 40% of recruiting tasks could be automated, while current estimations suggest as much as $5,000 to $10,000 per hire could be saved using Generative AI (Gen AI). This transformation will allow TA and HR professionals to focus on strategic business issues, enhancing the quality of hires and building better teams. However, AI is difficult for companies to navigate, and many companies are still establishing their AI policies.
Speed of AI adoption is unprecedented
The rapid adoption of AI technologies underscores the public’s readiness to embrace intuitive and versatile technology. Gen AI, subset of AI technology that can generate new written, visual, and audio content by using datasets it is trained on. Gen AI also offers dynamic problem-solving capabilities and heightened personalization.
Current AI capabilities in TA
Gen AI is already enhancing efficiency and candidate experiences in several areas:
Create targeted job descriptions
Create online advertisements
Write copy for candidate outreach emails
Summarize feedback after an interview
Conduct interviews with candidates
These AI applications allow TA and HR professionals to focus on more impactful work. We believe AI will unleash a productivity boom, freeing recruiters from time-consuming repetitive tasks so they can focus on what they do best – building connectivity with candidates.
Barriers and challenges to AI adoption
The fluid regulatory landscape poses challenges for AI adoption. Laws such as the NYC Bias Audit Law (effective July 2023) mandate independent audits of AI in decision-making, creating constraints for companies. Multinational firms face additional complexity with varying regulations across regions.
Enterprises buy new technology slowly. The necessary rigor around the deployment of AI tools in companies clashes with the start-up culture of the Silicon Valley. Implementing this new AI technology in organizations takes time. There is a lag between AI capabilities and when companies and their employees are willing to embrace the new technology.
Responsible AI is crucial
Responsible AI is the practice of developing and deploying AI in a fair, ethical, and transparent way. Companies have a responsibility to ensure that AI systems are aligned with human values and do not harm individuals or society. The use of AI in talent acquisition raises ethical challenges around bias, discrimination and transparency that must be carefully monitored and addressed.
How companies are implementing AI
Companies have three primary approaches to adopt AI
Buy AI Solutions: Fast implementation but limited customization and bespoke features.
Build AI Solutions: Full customization but high development costs and maintenance responsibilities in perpetuity.
Outsource AI Solutions: Cost-efficient with expert support but less control over the AI development process.
Partners with global reach and ongoing investment in AI capabilities can provide on-demand access to advanced AI tech, helping organizations navigate the evolving landscape. Companies that decide to build their own AI tools will need AI engineering capability and integration resources. As AI tech evolves, continually testing for bias performance and other issues will also be required. Any company contemplating building AI tech in-house should be prepared for this level of commitment and expense. For most firms, this is impractical as their primary business endeavors consume most of their tech resources.
Future state
The future of work will be digitally driven, beginning with TA. AI will enable new ways of working, improving efficiency and candidate experiences. TA and HR leaders must prepare for a future where AI is integral to TA processes, ensuring their organizations remain competitive and attractive to top talent.
AI’s transformative power in talent acquisition is undeniable. TA and HR leaders must act now to implement AI strategies or risk falling behind. Partnering with AI experts can provide the necessary support to navigate regulatory challenges, manage ethical considerations, and realize AI’s full potential. By embracing AI, organizations can enhance their TA processes, driving success and innovation in the digital age.
We believe AI will unleash a productivity boom, freeing recruiters from time-consuming repetitive tasks so they can focus on what they do best – building connectivity with candidates.
