Tell us your career path before you were in TA
As a recent graduate, I spent a long time considering my grad role choices and trying to figure out the first steps of my career path. During my degree, I spent over a year on placement in a TA role, more specifically focused in Early Careers. The high volumes, cross-functional work and ability to make a change in people's lives really solidified my passion to want to go back into TA after university. I jumped into this role around 6 months after graduating, and have spent 6 months in this position fostering new ways of working and understanding of a completely different market, and am excited to see where recruiting in the Data and Tech sphere takes me.
From your personal experience what's the best thing about being in talent acquisition?
In my experience, the best thing about being in TA is the impact you get to make, not just for the business, but on people’s lives. There’s something very rewarding about spotting potential, having that first chat, and then seeing someone be offered and thrive in a role you helped them into. It’s a lot more than just filling jobs and decreasing numbers of active roles, it’s about building teams, shaping our culture, and being part of someone’s growth. I have found that in TA, no two days are the same, and working in the advertising industry across a new remit that requires a more technical mindset, I am always learning; about people, about tools, and about how exciting it is to be in this industry. Whilst recruiting in Data can be a challenge, it has pushed me to think more strategically, more outside the box and I find that very motivating.
Since you've been in TA, how have you seen it change?
Since I’ve been in TA, the shift has been interesting. Recruitment is not just a back-office function, but is an instrumental function of the business. TA do not just fill roles, it’s about workforce planning, employer branding, and using data to drive smarter decisions. Technology has also have a large influence on how we work, from how we source candidates to how we assess them, and with the support of AI, we are exciting to see how that shakes things up. But at the heart of TA, it’s still all about people. Building genuine connections, understanding what motivates someone, and creating great candidate experiences; that hasn’t changed.
How do you see AI impacting the future of talent acquisition?
I don't believe AI is something to be feared! It’s streamlining a lot of the repetitive processes for us, such as rewording lengthy documents, or putting out engaging LinkedIn posts. It frees up time to focus more on the human side of hiring, which AI can't replace, like screening candidates and building connections. Candidates want to be seen, heard, and understood, and that’s where TA come in. AI is a tool, not a replacement, so I am excited to see how we at Publicis are able to integrate more AI into our systems.
What advice would you give to job seekers today?
Be intentional. It’s not just about applying to tens of roles, it’s about understanding what you want, what drives you, and where you’ll actually thrive. Tailor your CV, ensure its clear, concise and informative. Also, networking! So much happens through conversations, not just applications. TA at Publicis are huge advocates for employer branding, so you will easily be able to find the right recruiter to connect with on LinkedIn. Pop them a message, and let them help you! And finally, stay resilient. The market can be tough, and rejection’s part of the process, but the right role will come. Keep learning, stay curious, and back yourself.
Haniah Mir, Talent Acquisition Resourcer at Publicis Groupe