Recruiting Millennials

The Future of Recruitment: Powered by AI, Driven by Humanity Having delivered a few talks and been on some discussion panels recently it would seem this talk about AI taking jobs isn’t going away. In fact, it’s ramping up! Same fear as the internet taking our jobs, but what it did instead was create other jobs. That’s the same way I feel about AI, specifically in the talent and recruitment space. “𝘈𝘐 𝘸𝘰𝘯’𝘵 𝘦𝘳𝘢𝘴𝘦 𝘫𝘰𝘣𝘴, 𝘣𝘶𝘵 𝘦𝘷𝘰𝘭𝘷𝘦 𝘵𝘩𝘦𝘮” Recruitment has always been about people—connecting talent with opportunity. Yet, over the years, recruiters have found themselves bogged down by the mundane: scheduling interviews, filtering resumes, and endless admin tasks. Enter AI and Automation: the game-changers. These tools don’t replace recruiters; they empower them to do what they do best—build relationships. ✅ Automating the Mundane: AI can handle repetitive tasks like resume screening (providing we as recruiters calibrate and set the parameters of criteria) or scheduling, freeing up precious time. Imagine starting your day with a shortlist of top candidates instead of sifting through hundreds of CVs. ✅ Humanising the Experience: With automation taking care of the grunt work, recruiters can focus on quality conversations. Candidates want to feel seen, heard, and valued—and only humans can deliver that authentic connection. ✅ Elevating the Candidate Experience: AI tools can personalise communication, offer real-time updates, and ensure no candidate is left in the dark. A streamlined process = happier candidates. But here’s the catch: I’ve no doubts that those who embrace AI and adapt will thrive. They’ll evolve into strategic advisors, driving better hires and business impact. Those who don’t? They risk being overtaken— not just by the competition, but by the very tech they resisted. Being open to the adoption of AI isn’t admitting defeat or being submissive, but immersifying ourselves in technology that can integrate seamlessly into our lives and everyday processes giving us time back to focus on what’s important. The future isn’t about choosing between humans and AI. It’s about how humans and AI can work together to make recruitment smarter, faster, and more personal. Start becoming a student of AI. The You 5-10 years from now will thank you. ☺️ ‘𝘼𝙪𝙩𝙤𝙢𝙖𝙩𝙚 𝙩𝙝𝙚 𝙈𝙪𝙣𝙙𝙖𝙣𝙚, 𝙃𝙪𝙢𝙖𝙣𝙞𝙨𝙚 𝙩𝙝𝙚 𝙀𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚’ #Recruitment #AIinRecruitment #Automation #CandidateExperience #FutureofWork

Most outreach fails at sentence one. Not because recruiters are bad writers. Because they're answering the wrong question. The candidate isn't asking "what's the role?" They're asking "why me, why this, why now?" Your open rates are probably fine. 70%, 80%, even higher. Candidates are seeing your emails. They're reading sentence one. And they're deciding you're not worth 30 seconds. That gap between opens and replies is where outreach dies. The fix is three variables. Miss one and you're noise: 1. "Why you" is not flattery. "I saw your profile and thought you'd be a great fit" gets deleted. "You scaled Stripe's data team from 4 to 40 and this role needs exactly that playbook" gets a reply. Specificity is respect. Vagueness is spam. 2. "Why this" is not a job description. Nobody opens an email hoping for bullet points. They want the story: your VP of Eng just left Google to build this team from scratch and she's interviewing her own direct reports. That's "why this." Requirements are what. Story is why. 3. "Why now" is the one most recruiters skip. And it's the difference between "interesting" and "I need to respond today." The hiring manager blocked four hours next week for finals. The comp band just got approved 15% higher. The team is bringing two great candidates on-site next week, and things could move fast. Company events don't create urgency. Candidate implications do. The full sequence: Touch one: all three variables, under 100 words (entire message <450 words). Touch two: proof (a team win, a case study, a relevant link). Touch three: something appealing to culture/values/impact (blog posts are great!), personalized to the role. Touch four: the breakup email. That breakup email is a respect signal. It says you value their time enough to stop. "Just circling back" tells candidates you have nothing new. "Here's what changed since Tuesday" tells them their attention is worth earning.

"When Work-Life Balance Isn't Just a Buzzword" At the start of the new year, I met an interesting candidate - let's call him Dan. Picture this: young professional, late twenties, solid experience. He quit his job last year and just got back from a 3 week skiing trip in Japan. And no, he doesn't have another job lined up. Over coffee, Dan explained his thinking. "I'm not running away from work," he said, "I just don't fancy burning out for someone else's KPIs." I nearly spilled my coffee - not because I was shocked, but because he'd put into words what I've been seeing more and more. The younger crowd in our offices today (Gen Z and younger millennials) are rewriting the employment rulebook. They're saying "hang on a minute" to those unspoken workplace rules we've all known: That email at 11 PM? "Mate, it can wait till morning." Weekend work? "Sorry, I'm training for a marathon/teaching my cat TikTok dances." Loyalty equals putting life on hold? "Thanks, but no thanks." What they want instead: clear expectations (no mind-reading required), proper mental health support (not just a meditation app subscription), and meaningful work. Dan admitted he's nervous about explaining his decision in interviews. Employers often label such moves as flighty or entitled. But is it? Or is it simply a different way of defining success? Here's my takeaway: Generational differences aren't just something to tolerate – they're something to understand. Each generation redefines the workplace. For hiring managers, that means looking beyond the surface – the abrupt resignation, the focus on work-life balance – to understand what young talent values. We might not all agree with their approach, but ignoring it isn't an option. Times are changing, and so are the rules of engagement. #Recruitment #CareerAdvice #TalentAcquisition

What do millennials really want in the workplace? Even though Gen Z is the next generation entering the workforce, millennials remain a core part of any organization. For companies to grow today, they need to get what matters to millennials. I’ve interviewed many millennials and uncovered valuable insights about what drives them. Their priorities? They’re clear and compelling. ➔ Take authenticity: Millennials crave genuine interactions and transparency. It’s not just a buzzword for them; it’s essential for engagement. ➔ And don’t forget about purpose: Millennials are driven by meaningful work. They want to contribute to something greater than themselves. ➔ They value continuous learning: They’re eager for opportunities to develop and expand their skills. Investing in their growth pays dividends. ➔ Feedback is crucial: They thrive in environments where open communication is encouraged. Constructive feedback fuels their success. Understanding these lessons can make all the difference in today's dynamic work environment. So, how is your organization adapting to meet the needs of millennials?

Many millennial women are not losing ambition, we’re redefining what ambition looks like in careers, leadership, and motherhood. That distinction matters, because the narrative right now is getting it wrong. There has been a lot of conversation about an “ambition gap,��� pointing to data from the Lean In & McKinsey, Women in the Workplace report that shows slightly fewer women than men say they want promotions. But when women receive the same level of sponsorship and opportunity, that gap disappears entirely. Women are not less ambitious; we are less supported. At the same time, millennial parents are carrying more than any generation before us. We are more present, more emotionally aware, and more intentional in how we raise our children. Pew Research shows millennial parents are spending significantly more time with their kids than previous generations, while also navigating careers, rising costs, and often doing it without the “village” that once existed. So what looks like hesitation from the outside is not a lack of drive. It’s the weight of holding multiple roles inside systems that were never designed for this level of complexity. This is the tension I hear in almost every conversation with women in my world. 💜We want to build companies and build families.  💜We want to lead teams and be present at home.  💜We want ambition and softness, power and nurturing, strategy and emotional depth. Those desires are not contradictory. But the way we work, lead, and measure success often makes them feel that way. There's a reason so many women feel like they are falling short in one place or another. We are expected to work like we do not have children, and mother like we do not have careers. And no system has been redesigned to support that reality. So instead of asking whether women are becoming less ambitious, I think we should be asking a better question. What does ambition look like when it evolves? 👈 Because it has. Ambition today looks like a woman leading a meeting while coordinating childcare logistics in the background. It looks like building a business while breaking generational patterns. It looks like making decisions that prioritize both growth and presence, even when neither feels perfect. This is not diminished ambition; this is leadership under pressure. And if ambition were measured by complexity, emotional intelligence, and the ability to carry multiple roles at once, millennial women would not be questioned. We would be the blueprint, so no, this is not a generation losing ambition, this is a generation redefining it in real time. I'm curious how others are experiencing this. If you're navigating ambition and motherhood/parenthood, where are you feeling this tension the most right now? 💜 

Day 4: The outreach message that made me stop and respond 💬 A little context: Talent teams get hundreds of LinkedIn invites weekly - mostly with no message at all, or generic pitches from recruitment agencies, SaaS salespeople, and service providers. Candidates get lost in this noise. The ones that stand out show genuine connection. Like this gem: "Hi Chris, I noticed INSHUR is expanding into new markets. I've spent three years helping insurtechs navigate similar growth and would love to share some insights if helpful - whether or not there's a role." Why this message stood out in my overcrowded inbox: 1. They showed they'd done research (our expansion isn't on our homepage) 2. They offered insights, not asked for favors 3. mThat magic phrase "whether or not there's a role" - zero pressure 4. Brief and genuine - under 50 words 5. They demonstrated relevant experience naturally, no CV attached 🌟 Result? Profile view, great conversation, and they're now top of mind for future opportunities. When you reach out to talent teams, remember: A thoughtful message offering value (or even just genuine interest in what we're building) stands out among the generic invites or sales messages. 🤍 What's the best outreach message you've ever sent (or received)? #hiring #networking #jobsearch

I'm diving deeper into the world of AI in my TA Leadership role, and it's been a game-changer! I'm already using my "Mike Bot" for LinkedIn content creation (ideation, copywriting, and tone), but I'm looking to expand. I'm exploring agentic AI and other tools to enhance every aspect of our work. Here's a glimpse into how I'm leveraging AI (and where I want to go): * Content Creation: LinkedIn posts (like this one!), email templates, and even review writing. * Data Analysis: Weekly reporting, trend identification, and concise dashboard analysis. So much time saved! * Communication: Crafting more effective emails and streamlining communication workflows. * Sourcing: Boolean string generation, sourcing list creation, target company identification – AI is supercharging my sourcing efforts. * Candidate Engagement: Custom email templates that resonate with candidates. * Interviewing: Generating insightful interview questions. * Team Enablement: Building a prompt library to empower my TA team. Tools I'm using or exploring (that are free to me): * Mike Bot: My AI-powered content creator. * Anthropic’s Claude: Exploring its capabilities for various TA tasks. * Google Gemini: Another AI tool I'm experimenting with for potential applications in recruiting. * ChatGPT Leveraging for tasks like content creation and brainstorming. * GoodTime AI scheduling tool. * Greenhouse Software ATS: Leveraging predictive start dates. * LinkedIn Recruiter: My go-to sourcing platform. * Beautiful.ai - Making my decks and slides effortless I'm curious, how are YOU using AI in your TA role? Share your ideas and favorite tools in the comments. All ideas are good ideas right now! #AI #TalentAcquisition #Recruiting #HRTech #Innovation

ChatGPT + YouTube Are Overtaking Career Services 📊 The next generation of finance talent isn’t learning from where you think. In hellohive's 2025 #helloFinance, we surveyed 1,000+ students from 600+ schools, the most-used career training tools were ChatGPT, YouTube, LinkedIn, and Forage. On-demand digital tools — especially ChatGPT and YouTube — have overtaken traditional in-person sources as the leading way students build career skills. By class year, ChatGPT and YouTube dominate among underclassmen who prefer instant, on-demand learning, while juniors peak in career services usage as they enter serious recruiting mode. The shift toward AI-powered guidance starts early — and is reshaping how students approach professional development. 🗣️ One participant put it bluntly: “If I need to learn a skill before an interview, I YouTube it. Career services takes too long.” 🗣️ Justin Hansen (MFS Investment Management) acknowledged the shift: “We’re going to live in a world of artificial intelligence where everyone is going to know everything about everything.” 🗣️ Byron Slosar (hellohive) reinforced it: “If you want to hire Gen Z, you have to show up where Gen Z actually is — and increasingly, digital has to be part of your strategy.” If ChatGPT and YouTube are where tomorrow’s talent is building skills, how will you win their attention there? #hellohive #helloResume #earlycareer #recruitmenttech #resumetech #careerdevelopment #hiringbetter #CareerGrowth #FutureOfHiring #EarlyCareer

Recruiting today isn’t about posting jobs and hoping the right people show up. It’s about knowing your audience. And they’re not all searching in the same places (or for the same things). Gen Z is using TikTok and Instagram over Google. They’re searching for career content, not job ads. Think short-form video, real employee voices, and values they can see (not just read about). If your brand isn’t showing up authentically where they are, you’re invisible. Millennials are more pragmatic. They’re still on Facebook and YouTube, and they’re asking: “Will this role set me up for long-term success?” Show them growth stories, real benefits, and how you support work-life balance. Gen X came up in a more traditional job market. They’re still active on LinkedIn and job boards—and they’re looking for roles that respect their autonomy and help them step into leadership. One message, one platform, one-size-fits-all? That approach doesn’t just miss the mark. It misses entire generations of talent.

I’m not a fan of “can we grab a coffee?” Or “do you have any jobs at the moment?” If you’re looking for a job, I’m a big believer in building your network. But there are much better ways of building a network. 𝗬𝗼𝘂: “𝘊𝘢𝘯 𝘸𝘦 𝘨𝘳𝘢𝘣 𝘢 𝘤𝘰𝘧𝘧𝘦𝘦?” 𝗧𝗵𝗲𝗺: [𝘸𝘩𝘰 𝘪𝘴 𝘵𝘩𝘪𝘴 𝘱𝘦𝘳𝘴𝘰𝘯? / 𝘵𝘩𝘪𝘴 𝘴𝘰𝘶𝘯𝘥𝘴 𝘭𝘪𝘬𝘦 𝘢 𝘮𝘢𝘴𝘴𝘪𝘷𝘦 𝘸𝘢𝘴𝘵𝘦 𝘰𝘧 𝘵𝘪𝘮𝘦] 𝗬𝗼𝘂: “𝘋𝘰 𝘺𝘰𝘶 𝘩𝘢𝘷𝘦 𝘢𝘯𝘺 𝘫𝘰𝘣𝘴 𝘢𝘵 𝘵𝘩𝘦 𝘮𝘰𝘮𝘦𝘯𝘵?” 𝗧𝗵𝗲𝗺 (𝗯𝗲𝘀𝘁 𝗰𝗮𝘀𝗲): “𝘚𝘶𝘳𝘦, 𝘢𝘱𝘱𝘭𝘺 𝘷𝘪𝘢 𝘵𝘩𝘪𝘴 𝘭𝘪𝘯𝘬” 𝗧𝗵𝗲𝗺 (𝗹𝗶𝗸𝗲𝗹𝘆): …. [𝘯𝘰𝘵𝘩𝘪𝘯𝘨] Neither of these is building a genuine relationship with a hiring manager. It’s almost zero benefit to you. *** Let’s consider an alternative. Imagine you’ve had your first job as a PM in e-commerce, and now want to transition into fintech. You build your network and knowledge about fintech by running a “research project” You reach out to people in fintech that you know / don’t know asking: “𝘏𝘦𝘺, 𝘐’𝘥 𝘭𝘰𝘷𝘦 𝘵𝘰 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥 𝘧𝘪𝘯𝘵𝘦𝘤𝘩. 𝘋𝘰 𝘺𝘰𝘶 𝘩𝘢𝘷𝘦 15 𝘮𝘪𝘯𝘴 𝘵𝘰 𝘢𝘯𝘴𝘸𝘦𝘳 𝘵𝘩𝘦𝘴𝘦 3 𝘴𝘱𝘦𝘤𝘪𝘧𝘪𝘤 𝘲𝘶𝘦𝘴𝘵𝘪𝘰𝘯𝘴?” These 𝗠𝗨𝗦𝗧 be genuine questions. Every conversation you’ll learn something new. You’ll be able to improve your questions and outreach as you go. You’re effectively doing user research on a sector. Much less scary. And much more likely to lead to genuine connections… and therefore jobs. And you're becoming an expert on your target sector. At the end of each conversation you can mention: “𝘉𝘺 𝘵𝘩𝘦 𝘸𝘢𝘺, 𝘐’𝘮 𝘭𝘰𝘰𝘬𝘪𝘯𝘨 𝘧𝘰𝘳 𝘢 𝘫𝘰𝘣 𝘪𝘯 𝘧𝘪𝘯𝘵𝘦𝘤𝘩 𝘪𝘧 𝘺𝘰𝘶 𝘬𝘯𝘰𝘸 𝘰𝘧 𝘢𝘯𝘺” “𝘐𝘴 𝘵𝘩𝘦𝘳𝘦 𝘢𝘯𝘺𝘰𝘯𝘦 𝘦𝘭𝘴𝘦 𝘺𝘰𝘶’𝘥 𝘳𝘦𝘤𝘰𝘮𝘮𝘦𝘯𝘥 𝘐 𝘴𝘱𝘦𝘢𝘬 𝘵𝘰” You’re not guaranteed a positive result, but at least by this point you’ve built the beginnings of a real relationship. As always, 3 ingredients for solid outreach: 1. 𝗖𝗿𝗲𝗱𝗶𝗯𝗶𝗹𝗶𝘁𝘆 - why should they speak to you? 2. 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘀𝗮𝘁𝗶𝗼𝗻 - why do you want to speak to them specifically? 3. 𝗟𝗶𝗺𝗶𝘁𝗲𝗱 𝗮𝘀𝗸 - small, discrete request. You’re not going to waste their time (No “can we grab a coffee?”) Example: "Hey Alice, I’m currently a PM at New Look working on search. I’m really interested in learning more about the fintech space though, and in particular what the product function is like at a challenger bank. Would you mind taking 15 mins to talk me through your experience at Monzo? Thanks so much, Ed" Not everyone will say yes, but if you are genuinely curious, persistent and iterate on your message, you’ll get enough responses (maybe ~20%??) to work with. For more advice check the @hustle badger’s course on job hunting: https://lnkd.in/eYfsp55q Hustle Badger is the best place to accelerate your product career with a wiki, courses and community.