The Conference, The Insights, The Future: Key Takeaways from ATC2024
And just like that, ATC2024 has come and gone. The agenda was jam packed with the good stuff and frankly I have no idea how to incorporate it into a short and pithy blog – so hold on to your skirts, there is some serious learning to be had….
- AI and Automation: Tools for Efficiency
AI was a hot topic at ATC 2024, with a clear message: AI and automation are meant to enhance, not replace TA roles (looking at you, ScottyAI – but bygones #IYKYK). Automating repetitive tasks like resume screening and interview scheduling will free up recruiters to focus on relationship-building and personalised engagement.
To stay competitive, TA teams should embrace AI-driven tools. If you missed MBA’s masterclass on using ChatGPT for sourcing, you need to find someone that went, pin them down and don’t let them go until you have absorbed the witchcraft that kept a room full of TA people stunned and silent!
- Data, data, data
We know data analytics is critical for strategic recruitment, now tech is finally catching up to help us! If you don’t already, start collecting and interpreting recruitment data to predict hiring needs, optimise sourcing channels, and improve candidate experiences. Predictive analytics can help us stay ahead of hiring demands by anticipating workforce needs. I have personally used ChatGPT to analyse 3-years of recruitment data and identify the top 10 things I need to solution for. AI will never be worse than it is now, so get your head around and get it working for you. Think smarter, not harder.
- Candidate Experience: Personalisation is Key
We know this, we are recruiters. But we get busy and we can prioritise the wrong things – candidate experience should not be one of them. ATC speakers stressed the importance of personalised, seamless interactions throughout the hiring process. Candidates want more than just a job offer—they want a positive experience at every stage, from application to onboarding. Check out the ATC Vendor list, do some research and start thinking big (and small) about what you could do differently. I suggest you start from scratch with a blank page, without reference to your current recruitment process.
- Skills-Based Hiring
A growing trend in TA is skills-based hiring, which focuses on a candidate’s competencies rather than their credentials. This approach broadens the talent pool by considering those without traditional qualifications but with the right skills. As work evolves, so too must hiring processes. Learn about implementing skills-based hiring here. Planning is critical here, don’t just jump in. Find partners to work with you and be prepared to be in it for the long-haul.
- And is Kevin Wheeler a doomsday evangelist?
The verdict is out on this… But he is bloody brilliant. And based on the amount of fan-girling around him on Tuesday (I might have photo-bombed one or two photos #sorrynotsorry) – he’s probably someone to listen to when he lays out the 8 stages of recruiter evolution and tells us exactly what is coming next. Needless to say, Talent Acquisition Excellence has kit my Kindle!
Final Thoughts
ATC 2024 provided valuable insights, mind-boggling new information and the opportunity to connect with our talented peers. With a focus on AI, data, candidate experience, and skills-based hiring – where will you start?
My key takeaway from ATC? It doesn’t matter where you start, just start!
Things that caught my attention this week:
Kevin Wheeler’s fearless forecast
Have a watch of Kevin’s 2024 Fearless Forecast and be prepared to be slightly terrified. Once you have recovered, think about how you can be agile in your career moving forward.
ATC2024 photos and wrap up
A few pictures are already up and there’s a few key takeaways to think about from a few sessions. Can you see yourself in the crowd?
Anything LLM
Caveat: I’ve just started playing with this after MBA’s session. Using your data offline hopefully keeps the data protection nightmares away. Craft, Refine, and Template away.
