Where do recruitment organisations need to improve on the corporate side?
Recruitment organizations need to focus on creating more streamlined and efficient processes. This includes leveraging technology to automate repetitive tasks, improving candidate experience through better communication, and ensuring diversity and inclusion in hiring practices. Additionally, there should be a stronger emphasis on data-driven decision-making to identify and address any gaps in the recruitment process. Collaboration between recruitment teams and other departments with the aim to create a partnership structure, is also crucial for aligning talent acquisition with corporate goal.
What would be the one lesson you would share from 2024 based on your professional activities?
One key lesson from 2024 is the importance of adaptability in talent acquisition. The recruitment landscape is constantly evolving, and being able to quickly adapt to new trends, technologies, and market conditions is essential. This year, we saw the value of flexible recruitment strategies that can be tailored to different regions and business needs. Embracing change and being open to innovative approaches have been critical in maintaining a competitive edge.
What is your opinion on AI? Is it taking away from recruiters' jobs? Where can you add value in recruitment selection?
AI has the potential to significantly enhance the recruitment process by automating administrative tasks, improving candidate matching, and providing data-driven insights. While there are concerns about AI taking away jobs, it is more about augmenting the role of recruiters rather than replacing them. Recruiters can add value by focusing on the human aspects of recruitment, such as building relationships with candidates, understanding their motivations, and providing personalized experiences. AI can handle the repetitive tasks, allowing recruiters to concentrate on strategic activities that require human judgment and empathy.
What are some recruitment challenges you would highlight specifically in your country/region?
In the EMEA region, one of the main challenges is navigating the diverse regulatory environments and labor markets across different countries. Each country has its own set of rules and cultural nuances, which can complicate the recruitment process. Additionally, there is a need for more specialized and creative recruiting channels to address niche roles and attract top talent. The competition for skilled professionals is intense, and organizations must continuously innovate their recruitment strategies to stay ahead.
Of all the advice and feedback you've received over the years, which has stuck with you the most?
There are 2:
- Go beyond your comfort zone. Learn new skills, and embrace opportunities that may initially seem daunting. Experiment and take calculated risks.
- What you don't sell does not exist. No matter how innovative or valuable your work is, if it isn't shared and marketed properly, it won't gain the recognition it deserves.
Thank you for the answers Ivan Tomko, the EMEA Talent Acquisition Director of Lenovo!
