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A few weeks ago, I shared a 22-page Deloitte presentation on the impact of AI agents in reimagining the HR function. The resource explored how AI agents could transform the work of HR Business Partners, HR Centers of Excellence, and enable key talent practices—such as predicting the turnover risks of high performers, allowing for the proactive mitigation of unwanted retention risk. To supplement this report, I am sharing another slide deck from the same series that focuses more specifically on how AI is reshaping roles in Talent Acquisition (TA) and HR Operations. As it relates to TA, slide 12 may be of particular interest, as it outlines how AI is enabling seven core TA business processes—illustrating where AI augments the process and where TA and hiring managers play a role. These seven include: 1) role activation, 2) attraction and sourcing, 3) screening and assessing, 4) hiring manager review, 5) interviewing, 6) offers, and 7) preboarding selected candidates. TA teams can use this one-pager as a starting point to articulate their vision for how AI and AI agents will augment and support the TA function. Before discussing this, however, I recommend first identifying current pain points in the TA process and prioritizing them based on where solving them would create the greatest impact and value. Then, discussions on how AI and AI agents can help should follow—ensuring the focus remains on addressing real business issues and the areas where the most value can be delivered.
