The human factor will remain central in an era where AI is rapidly advancing. Many people are already aware of this, which helps ease concerns about technological development and allows us to embrace AI for its added value. However, the challenge for many organizations is understanding how to implement AI effectively.
At Successr, we focus on Sustainable Talent Strategies, helping clients with every aspect of talent acquisition and management. Chrissy Broeders explains what this means in practice: “We are fully dedicated to attracting, retaining, developing, and treating talent the right way.” Innovation in HR is moving at full speed, but the human aspect remains essential. “We shouldn’t be afraid of technological advancements,” Broeders emphasizes. “As long as we embrace them the right way—something that is central to our vision—AI will work for us. It does require a level of flexibility to apply it correctly, but ultimately, it will make our lives much easier.”
The human touch .
"The human factor is becoming even more important, because AI is not flawless. That’s why we, as humans, must always be involved in instructing and using it properly. AI will bring significant change, but those changes need to be carefully guided by people. Not everything can be automated. In our industry, that’s clear, but take AI that can now analyze X-rays faster and more accurately than a highly trained radiologist. While that’s a fantastic advancement for medical science, if you’re diagnosed with a serious illness, would you want to receive that news and guidance from a robot or a human?"
Change is coming .
In a fast-changing world where labor shortages are an ongoing challenge, AI will play a crucial role in recruitment. Many administrative tasks can be automated, freeing up time and increasing productivity. However, this shift demands a new approach to HR and recruitment. Instead of the traditional reactive model, where a vacancy is filled by someone with the same skill set, organizations must now focus on critical skills that drive business goals and cannot be automated.
Collecting data—internally or externally—on where and how to find, develop, or redeploy these skills is essential. The right data makes companies more agile, allowing them to adapt quickly to change and achieve the same results with fewer people. Recruiters need to move towards skills-based hiring and take a holistic approach to talent. They must support the business with strategic solutions and effectively act as business partners. As a result, recruiters will increasingly take on the role of talent managers.
By leveraging technology effectively, organizing talent strategies smartly, and maintaining the human factor, we can solve major challenges.