Insights from our Talent Acquisition Experts: Upskilling & Reskilling

16 April 2024

In a series of five blogs, seasoned Human Development (HD) consultants and internal domain experts share their thoughts on prevalent topics in Talent Acquisition.

Agree or disagree? Let’s see what our Talent Acquisition experts have to say!

Every involved member within Talent Acquisition needs to upskill and reskill in the coming years.

The answer of our Talent Acquisition experts to this statement is anonymous: “agree”. 

Jonas Muylaert adds: “Everyone involved in HR, especially in Talent Acquisition, needs to upskill continuously.”

Upskilling is essential to stay abreast of evolving trends to effectively navigate the changing landscape of talent acquisition. But what are those trends? And on which skills should we focus?

1. Technology

Artificial Intelligence will play an increasing role in various aspects of talent acquisition, from sending InMails and connection requests to CV screening. 

“Automating CV screening, for example, ensures that only relevant candidates are considered, freeing up time for recruiters to focus on strategic aspects of Talent Acquisition, such as relationship building with candidates and stakeholders,” notes Ineke Vandael. 

Recruiters will need to focus on developing soft skills, such as communication skills.

2. Recruitment meets marketing

Simply think back to the method of recruitment years ago. There was no real recruiting going on. All recruiters were concerned with making a good selection from the pool of applicants. In recent years, that pile of resumes on their desks evolved into a market where recruiting became key. Those annoying messages and InMails on LinkedIn are just an example.

Passive job seekers must also be targeted to fill gaps in the workforce. So recruiting skills are mostly the order of the day these days. In that regard, recruiters need to be creative, to differentiate themselves from other recruiters or companies. Thus, the profession of recruiting has quietly begun to overlap with marketing. Think of online advertising campaigns, employer branding initiatives. All tools to support a strong recruiting strategy.

Nowadays, a recruiter must also be a creative marketeer. And who knows what the future holds. A recruiter will have to reinvent himself more than ever.

    3. Corporate Social Responsibility (CSR)

    Companies with strong CSR practices tend to have a positive reputation and employer brand. “Candidates are often attracted to organizations that are committed to sustainability, social responsibility, and ethical business practices,” states Ineke. “Companies that prioritize CSR may find it easier to attract and retain talent.”

    Inclusive recruitment practices are essential in fostering a culture of belonging within the organization.

    Jonas Muylaert

    4. Diversity, Equity & Inclusion (DE&I)

    Moreover, embracing DE&I in talent acquisition expands the talent pool by attracting candidates from diverse backgrounds, experiences, and perspectives. This diversity enriches the organization by bringing in a variety of skills, ideas, and approaches that can drive innovation, creativity, and problem-solving.

    Jonas emphasizes: “Recruiters should be skilled in implementing inclusive recruitment practices, mitigating bias, and fostering a culture of belonging within the organization.” It’s all about awareness: there should be room for DE&I training for recruiters, but also for hiring managers. It can also be of great benefit in their teamwork and team dynamics, as well as in their leadership style.

    5. Gen Z

    Gen Z prioritizes purpose and values in both work and life. They find it important to work for organizations that align with their personal values and contribute to the causes they believe in.

    “Companies need to define their vision and purpose. Candidates find it important that their identity matches with the company’s DNA. They want to be part of something bigger,” says Martine Groenen.

    Especially for Gen Z, having a well-defined Employee Value Proposition (EVP) is key. “Recruiters are first in line to communicate the company’s EVP to determine if there’s a fit between candidate and organization.” Talent acquisition professionals are the first contact between the company and a candidate. That contact is multifaceted and considered a reflection of the company’s culture and strategy. This is a crucial moment in the recruitment process. Therefore, a recruiter must have an exceptional understanding of the EVP and must possess the ability to translate it to potential candidates. In a way, they truly get what the company stands for.


    In response to evolving trends in talent acquisition, recruiters must prioritize both technical and soft skills. Proficiency in leveraging Artificial Intelligence tools for tasks like CV screening is crucial, allowing recruiters to allocate more time to relationship building. Recruitment now intertwines with marketing, requiring recruiters to be creative marketeers to attract both active and passive job seekers through initiatives like online advertising and employer branding. 

    Additionally, emphasis on Corporate Social Responsibility (CSR), Diversity, Equity & Inclusion (DE&I), and understanding Gen Z's values and purpose preferences are essential for attracting and retaining talent, requiring recruiters to cultivate inclusive practices and effectively communicate the organization's values and Employee Value Proposition (EVP) to candidates.

    • Jonas Muylaert, Intake Lead

    • Ineke Vandael, Business Consultant

    • Martine Groenen, Project Consultant

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