In the AI industry’s fast-paced evolution, the quest for talent is akin to the early Internet era. As we
navigate the uncharted territory of recruiting in the AI landscape, and discover the strategies and insights crucial for success in this rapidly changing field.
We asked Russell White, Director, Future Work to answer this month’s Big Question:
How to recruit in the emerging AI industry?
A recent survey by KPMG stated that 70% of CEOs surveyed are making significant investments in generative AI and that this is a priority to maintain a competitive advantage. The survey’s respondents were from over 1,000 CEOs whose turnover was more than $500m, with one-third a turnover of in excess of $10bn.
It is fair to say that for any business, of any size, AI will play an increasingly important, indeed a critical, role in their operations, all requiring a team of people including machine learning engineers, analysts, developers, database developers, strategists at a range of levels with different degrees of expertise. As AI is so new there are not people in the recruitment market, specifically working on generative AI initiatives so companies are going to have to identify people from other areas.
In 1994, the Internet, specifically the World Wide Web was becoming a tool for communication and connectivity, for individuals and businesses alike. There was an urgent need for people who could build websites, but there simply was not that existing skill set, as very few people, particularly outside the US, had the experience. As a recruiter, at the time, working with a range of consumer focussed businesses, we were briefed to find website managers, who could design, build, and maintain the sites. We identified that people who had experience in designing and building interactive CD-Roms could, if they had the technical and creative skills, pivot into these roles. This approach is the same now for AI.
We have been working with an international AI Consultancy who we have helped scale their UK operation. Only 20% of the people we have identified, and they have appointed, have previously worked in AI environs, with the majority of appointments being made with people from a range of industries and disciplines, albeit technology orientated (but not exclusively) whose expertise, in programming, data science, sales and operations is from areas where they can utilise the experience in AI.
To position the UK as a global powerhouse in AI, robotics, and machine learning, it’s imperative not only to forge a unified strategy for skill development but also to ignite a corporate mindset open to talent transcending industry borders. It calls for embracing individuals with the expertise and unwavering passion needed to drive the pivotal roles essential for business success.
Bio
Russell has worked with many of the FTSE 250 companies, most of the agency networks, as well as independent agencies, assisting them in their hiring needs, finding and placing talent at all levels and advising on recruitment practice and methodology. He has worked ‘client side’ in a CRM agency, managing a major talent acquisition programme.