We were thrilled to participate in a recent LinkedIn Live event, where Ryan McCabe, CEO of Odro – the leading video interview software for recruitment agencies, hosted a thought-provoking discussion surrounding talent acquisition.

Our Group Managing Director, Shayne Simpson, joined Laura Clarke, CEO of OA Group, and James Osborne, Co-Founder of The Recruitment Network, for an engaging conversation around the implementation of technology on the hunt for talent, as well as diversity and inclusion, the remote vs office working debate and much more. A lot was squeezed into 40 minutes!

The panel was carefully selected by Odro to represent various perspectives on technology.

Shayne, with his extensive experience in successfully leveraging technology, Laura, who is embarking on her journey with AI, and James, bringing insights from his exposure to diverse recruitment businesses, offered valuable insights from different ends of the tech spectrum.

Let’s get into it…

AI –  to fear or not to fear?

Where some people are apprehensive of making use of AI and lack a clear strategy, others are making waves.

During our discussion, Shayne stressed the importance of purposeful integration, ensuring that each component within our tech infrastructure serves a distinct purpose while staying true to our values as a company.

Laura also shed light on the subject, highlighting the importance of learning from the experiences of others before fully embracing it. She mentioned the significance of thoughtful consideration and informed decision-making in adopting new technologies.

The discussion acknowledged risks like simplifying human-centric tasks to extremes and worries about job loss due to AI adoption. Yet, we agreed on the importance of using data to make decisions and adjusting our organisations to embrace new technology.

Where should businesses start?

It’s one thing to express interest in tech, but how do you take the first step?

Each business is different, but Shayne shared that he started his tech journey in compliance. By prioritising compliance from the outset, you establish a solid foundation for leveraging technology effectively, reducing errors, and ensuring tasks aren’t overlooked.

He also shared how he’s learning from past mistakes in talent acquisition which has enabled him to empathise with his consultants and identify the most beneficial technologies. One of the first questions Shayne asked himself was ‘What is stopping consultants from doing what I want them to do’ which has guided his tech decisions.  

The office vs remote debate

The debate between office-based and remote work setups brings its own set of challenges. One major issue is figuring out how to effectively use technology when employees are spread out, whether they’re working from home or remotely.

One of the toughest parts of remote work is building a strong company culture. It’s not easy to create a sense of togetherness and shared values when everyone’s working from different places.

When it comes to career development, being physically present can be crucial, especially for those starting out in new roles. There’s a question of fairness in expecting people who may not be fully prepared to work remotely independently.

The COVID-19 pandemic has forced many of us to adapt to remote work. While this has led to new routines, it’s also shown us the importance of finding a balance between remote work and in-person collaboration for continued growth and connection.

James shared that he has come across successful businesses operating under various setups, including fully remote and fully office based. Ultimately, the effectiveness of each approach hinges on the individuals within the organisation and their optimal working styles.

Diversity looks different for every business

Every business experience diversity uniquely, as we explored. We emphasised that diversity extends beyond race, religion, or gender in recruitment, and true diversity encompasses a wide spectrum of perspectives and life experiences.

While forced diversity can breed discrimination, embracing genuine diversity injects fresh vitality into your business. Laura emphasised her approach of avoiding hiring individuals “like us”. While comfortable, this practice stifles innovation and limits new avenues of success.

Shayne shared that he has been exploring new DE&I tools like Mixxyl, which reveals data based on your CRM to focus on promoting diversity and inclusion in the workplace. This is a brilliant way of harnessing technology to drive meaningful change and foster a more inclusive organisational culture.

Ultimately, the goal is to ensure that the best person for the job is selected, regardless of their background. By actively opening up the talent pool, businesses can play a vital role in promoting diversity and creating a more inclusive work environment.

Listen today

A big thank you to Ryan, James, and Laura for leading an insightful conversation on talent acquisition. We’re excited to work together again in the near future! 

If you’d like to catch the entire conversation, you can register and view the video below. 

Interested in reading more about what the team at Ascent Group get up to? Check out our blog.