Here's a 90 second clip from a great conversation John Vlastelica had with Adam Godson, CEO of Paradox, where they talk about something he's been learning about, thinking about, writing about, and speaking about: SEGMENTATION.

TA strategy in 2025 will include a real shift, where some reqs/roles will benefit from augmentation (recruiters productivity and freeing up recruiters to be talent advisors will be the focus)...while other reqs/roles will be heavily automated, with conversational AI taking over much of the work from humans. We'll see both incredible efficiency gains, but also incredibly inefficient, high touch, #oldschool recruiting from recruiters. It'll depend on a few factors, including candidate preferences, how attractive you are as an employer, and how well defined the roles are.

What is segmentation strategy? Check out the article that got Adam and John connected. It's called, "Will AI usher in a new era of inefficiency in TA?"

Here's a 2 minute video - part 2 of 5 videos about AI and recruiting - where Adam Godson, CEO of Paradox, and John Vlastelica talk about inefficiency. So much of TA tech and TA process has been built for efficiency and speed, and that's fine for some roles. But for other roles - hard to recruit, candidates with lots of options, complex offers - we're going to want high touch, relatively inefficient approaches. Why? Because the candidates will demand it. This builds on John's segmentation video from yesterday.

He talked more about this on Recruiting Brainfood's webinar a couple weeks ago, as well. We'll link to that in the comments. We'll also link to a great graphic Jamie Kohn with Gartner shared about the vicious cycle of cost cutting in TA.

Here's a link to the Recruiting Brainfood webinar with Hung Lee where we talk about the ideal structure of TA orgs in a world of automation and AI.  

Part 3 of John's conversation with Adam Godson, CEO of Paradox, where they talk about something he's on a mission to change for our profession - moving from transactional recruiting to talent advising recruiting. So much of the modern systems are being built to take over the admin parts of the recruiter role - things he has waited his whole career to see come to life. It's very exciting, if you have the skills and confidence to step up and be that expert guide to hiring managers, HR, and candidates. If not, we're afraid the days of transactional recruiters are numbered.

John is here to help, though. A couple months ago he created a LinkedIn Talent Solutions talent blog post with 25 free resources to help recruiters show up and deliver as a Talent Advisor.

Today, we all want info just-in-time. We want to be in control of our learning, and PULL the info we want to us, versus getting content pushed at us. In this 4th video with Adam Godson of Paradox, they talk about this philosophy. Conversational AI has the potential to skip over the PUSH of applications, job ads, career site content, and instead, let the user/candidate just PULL the info they want.

"As an impatient, 'get to the good stuff' learner myself, I'm here for it!
It reminds me of late 1990s Amazon when our tech teams were measuring how much we sold through consumers browsing product lists versus those who went straight to the search box and typed in what they needed. It was clear that search, and tailored search results, would be the key to conversion and sales. As algorithms have improved, we now have bots predicting our needs. For example, when I use ChatGPT, it often ends its answer with another question:

BOT: 'Here’s what you asked for. Would you also like me to share these two additional things that might help you?'

ME: 'Yes, that’d be amazing!'"

— John Vlastelica

So, maybe this whole PULL vs PUSH thing will evolve to be more pull (for sure), but also better tailored recommendations that are pushed at us, but framed as a question, so we're still in the driver's seat.

No surprise, users don't really love new systems, setting up new logins, and having to deal with new user interfaces, especially when they're not systems core to their day-to-day jobs. In this last-of-the-series video discussion with Adam Godson, CEO of Paradox, John asks him to explain their design philosophy, and how they're thinking very differently about winning the "adoption war" with users.

This is the hard stuff, folks. Buying the tech? Yeah, it's hard to get budget. But getting users to change, to use the new tech? That's the hard part. That's why you make the big bucks, too :). We're ALL in the change management business, with influencing being one of the most critical skills for the modern TA pro.

So, can conversational AI make adoption easier? What do you think? What have you seen? Do the vendors you're talking to have a track record of getting people to use their system to 50%, 80%, 100% of its capability?

John wrote an article for LinkedIn Talent Solutions talent blog that explores this idea further - it asks the questions, "Will AI make change management easier?"

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