AI, DIY and how to choose a recruiter

AI is coming – and it’ll change how you recruit.

With effective screening processes, slicker communication, no bias; finally – that ‘top talent’ will be all yours.

You’ll be so self-sufficient – and the best part? No more need for us pesky recruiters.

*laughs in villain* 


It’s been a while since I wrote some stuff, but lucky for you I have a wee break right now in between ‘just chucking ads on SEEK’ – so I thought it might be a good time to share some insights.


Firstly - AI - is already here (and has been for some time).

Even in the clunky, slow moving, beige world of recruitment we’re engaging ChatGPT, more advanced ATSs, video interviewing software, automated reference checking etc.

It helps us find people more easily.

Yes…there will likely be an impact on jobs in our sector – but rather than remove us from the picture, it’ll allow us to do what we do, better.

Without those admin heavy tasks – we’ll have time to focus on the ‘human’ part of the process, doing something AI will never be able to do for you*.

Creating strong, genuine relationships with real people. At a time where society craves authentic interaction more than ever.

Yeah, see - you forgot about the ‘attraction’ part in your plan to destroy us.

Cos, funnily enough, not every hire is made reactively from a SEEK ad, and candidate attraction is something not every business has the time, expertise or manpower to do - or do well.

And not every brand is as recognisable or sought after to work for as Google.


Personal Brand v Employer Brand


Now I know for a fact there have been times where I’ve been the less obvious choice for a recruiter. But the client still chose me.

... Why?

Because - me. My personal brand. And the info I presented when we met.

In my case (generally) I’m likeable, I don’t bullshit people and I make a point of trying to position myself differently from others.

So the ‘fit’ comes from the alignment of my personal brand, and their employer brand.

I deliver what I say - to the best of my ability and do my best work with/for people whose values mirror my own.


The same alignment needs to be considered of candidates when they’re considering their next employer.


It’s the marked difference that turns a passive candidate into an active one. Someone who doesn’t need a new job, but could be talked into wanting one. They’re the ones your SEEK ad won’t find.

You see, it doesn’t matter how much tech you invest in, in terms of AI for your recruitment processes.

In the end, it’s going to very much be about ‘you’.

Your brand, your reputation, your EVP, your comms.

How you market yourself and your roles.

And whether what you say, is the same as what the candidates see, as they meander through your process.

You might think you’re good at spotting a bullshitter, but I can assure you, a lot of candidates are equally as adept.


Ask them. But pick one.


Right, we’re all doing AI… and we’ve established loosely how the attraction piece works.

You’ve agreed not to cut us out of the family photos (yet).

So, how do you go about making sure that when you do opt to engage with a recruitment agency, they’re the right one for you?

How do you establish the one who can convey all the facets of your brand and your vacancies to the market, and convey it with finesse?



Ask them.


Ask them about their ads - ask to see examples.

Ask them how they invest in or present themselves on social channels.

Ask what they do to network and stand out. Cos if they stand out, you stand out.

Ask about recommendations from clients they work with - ask if they’d be happy for you to speak to them in person.


Ask about placements they’ve fought hard to get over the line.

Ask how they’ve won over a candidate who isn’t ‘in’ the market.

Ask them what they do differently, or better – and what they can do for you that you can’t do yourself.

Ask them what makes them such a good recruiter.


Our individuality and points of difference as consultants should now become crystal clear - blowing the divide between the good, the bad and the ugly to pieces.

If what they say feels beige and cookie cutter? Run.

But, if they make you feel optimistic, and convey information that make you feel energized about growing your team… imagine how that translates to a potential hire.

And remember, working with recruiters (especially ones you didn't brief properly) isn't a numbers game.


So... ask them. But pick one.


*I actually am a bit scared by AI and can’t promise that it won’t do this in future…


If you'd like a chat about how recruitment can be done with that finesse we spoke about, contact Carrie @ Love Monday.