The hottest topic in the world of talent acquisition and recruiting today is the impact of artificial intelligence (AI). Will AI replace our jobs, or will it merely transform them? How will our practices evolve in this new era, and what do we need to do to stay ahead?
 

These are the questions on everyone’s mind as talent recruiters and hiring managers gather under one roof. The room buzzes with conversation about the latest hiring trends, the relentless challenge of finding top-tier talent, and the ever-evolving tools that promise to streamline the recruitment process.

Yet, amid the excitement and uncertainty of AI's potential, one thing remains clear—recruiting is more than just technology; it’s about people, relationships, and understanding the future of work in an increasingly digital world.

Here are some of the highlights shared by recruiters, hiring managers and recruiting thought leaders during the two-day FiesTA 2025, held recently in Bangalore, Karnataka, India.

1. AI: Recruiter's Personal Assistant with a Ph.D.

AI is no longer just a buzzword—it’s becoming an indispensable tool in the recruitment process. There are two categories of AI when it comes to recruiting:

1. Workflow Tools: These include stack ranking tools, automated search tools, CRM systems, and job posting software. These tools are typically procured and implemented by organizations, often taking months to be fully operational.


2. Co-Pilots: Tools like ChatGPT, Google's Gemini, and Microsoft's Co-Pilot. These are accessible immediately and can be used by individuals regardless of organizational policies.

AI's true power lies in supporting the knowledgeable talent advisor, a personal TA assistant with PhD who might not have TA experience but is good with data. AI is an assistant, not a replacement for expert recruiting knowledge. It would need the expertise as a recruiter to guide this powerful tool, thus unlocking the full potential of AI and achieve hiring excellence!

2. The Future of Talent Acquisition: A Hybrid of Humans and Machines

The landscape of recruiting has dramatically shifted in recent years, from the fallout of Covid-19 and the end of ZIRP (Zero Interest Rate Policy) to the rise of AI.
The pandemic caused the loss of 100 million jobs globally and accelerated changes in the distribution of work. With the digitalization of many jobs, offshoring became more accepted, and the lines between employer and employee shifted.

Political factors, like the Trump-era trade wars and the rise of de-dollarization, have also shaped the global workforce. Meanwhile, the end of ZIRP led to challenges in sourcing talent and redefining employer branding. Big tech companies have been particularly affected, with some predicting a "white collar recession."
Now, we’re witnessing the rise of AI. Tools like ChatGPT, with over 100 million users in just five days, are transforming the workplace. The job market is going through disruption, and many roles may be replaced or altered by AI—Meta, for instance, suggests that we may not need as many engineers as AI takes over certain tasks!

In this "hostile" AI-driven world, we must think strategically about how to adapt recruiting and talent acquisition (TA). AI will be a game-changer, but to avoid being disrupted, we need to isolate and automate where possible, while still safeguarding human roles. There will be a premium on human expertise, and TA will need to adapt, integrating AI while remaining insulated from its potential threats.

3. Rethinking Talent Acquisition Metrics: From Vanity to Value

Talent acquisition (TA) metrics are often focused on vanity metrics like "time to hire" and "time to onboard," which look good on paper but don’t reflect actual business success. These outdated metrics don’t show how quickly a new hire delivers value. The true priority should be ‘time to value’—how quickly a new hire contributes meaningfully to the business and aligns with its culture.

Rather than focusing on time to hire, businesses should measure cost per hire in relation to the opportunity cost of delayed hiring. The real costs are not just filling a position, but the lost revenue from missing the right person at the right time.

TA leaders should be assessed on time to retention and time to value—how soon employees grow, contribute to profitability, and fit into the company culture. The quality of hire is about more than filling a role; it’s about making impactful, lasting contributions.

It’s time for TA to shift away from cost-saving narratives and focus on the real value hires bring—driving business growth and success.

4. Solving the Identity Crisis: Recruiters as Story Tellers

Recruiters often find themselves wearing many hats: telecallers reaching out to potential candidates, postmen sending emails to thousands of prospects, and salespeople trying to sell the company’s brand to those interested in joining.

But above all, recruiters and hiring managers are storytellers. They are the ones who can transform the narrative from talent acquisition (TA) to business impact. They guide the journey of attracting, acquiring, and retaining top talent, ultimately adding value to the team.

A skilled recruiter paints a picture of how a new hire not only fills a position but can grow into a vital part of the team in the future, taking on challenges, expanding their role, and contributing to successful projects that drive profitable outcomes. They need to be telling the story of growth, contribution, and business success to be able to take up that 'seat at the table'.

5. The New HR Tech Kids on the Block

As the recruitment industry continues to innovate, a number of new HR tech platforms are emerging to support recruiters in their efforts. Some of the most exciting players include:
 

1. Expertia AI - End-to-end recruitment platform
2. Creya - interview as a service
3. Razerswift - AI powered career management and talent management platform
4. TA Buddy - World's First sourcing agent
5. Sourcing Express - Omni-channel Hiring platform
6. Skanjo HR Technology - End-to-end autonomous recruiting platform
7. NextWare and Topin.Tech - AI-powered assessments & interviews
8. TalentWorx - HR service provider
9. EvalAI

 
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