Skilling for AI

📒 Key Takeaways

• Recruiters as Strategists:

  • Recruiters must help clients assess current talent pools, demographic targets, and hiring strategies.

  • It's crucial to read and interpret client data, offer alternative approaches, and map strategic pivots and their risks.

• Value Modeling Expertise:

  • Define what "value" means for each client: performance over 30/60/90 days, annual growth, time-to-value, etc.

  • Work with clients to create concise, shared value models that reflect measurable outcomes.

  • Value modeling should go beyond hiring—assess adaptability, long-term contribution, and brand alignment.

• Embed with the Client:

  • Go beyond surface-level partnerships—embed within internal talent processes.

  • Act as a subject matter expert alongside clients, ensuring mutual execution and insight-sharing.

• Future Modeling & Talent Intelligence:

  • Get skilled in research tools and digital partnerships (e.g., LinkedIn, First Research, Phenom, Eightfold).

  • Seek partnerships with vendors to co-deliver insights instead of being just another client.

  • Develop the ability to forecast talent outcomes based on candidate skills and client workforce plans.

• Recruiter Value Deep Dive:

  • RPOs offer more than fulfillment—they bring strategy, process design, vetting, and competitive advantage.

  • They help clients optimize hiring costs, identify underutilized talent pools, and align hiring to business objectives.

  • Vetting may become less central in execution, but it's increasingly critical on the strategic side.

• Process Design & Experience Optimization:

  • Recruiters should evolve into process designers, not just managers.

  • This includes managing AI-human handoffs, candidate engagement timing, and experience customization.

• Skills Forecasting:

  • Build modelable timelines for hiring outcomes and impact of process decisions.

  • Evaluate not just if candidates are skilled, but how well they’ll grow within the client’s culture and structure.

• Human + Digital Partnership:

  • Build relationships with data and digital partners to expand competencies and co-deliver solutions.

  • AI will not replace strategic recruiters—those who know how to leverage AI and partner with it will thrive.

🌟 Conclusion

This lesson frames modern recruiting as a strategic, data-driven partnership. As AI takes over transactional tasks, recruiters must rise to become advisors, forecasters, and value creators. Zach Chertok emphasizes that skilling for AI isn’t just about tech fluency—it’s about aligning with client goals, embedding in strategy, and leveraging partnerships to deliver smarter, longer-lasting talent solutions.