Tell us your career path before you were in TA
I started my career on the commercial side, which, surprisingly shares many core elements with TA and HR. The foundational skills of actually selling a product translates directly to ‘selling’ a role or promoting the things that make our agency unique- which fortunately is not too hard to do! However, I found myself drawn to TA because it gives you a direct line of sight into the growth of people and nurturing that growth is something I derive immense value from.
From your personal experience what's the best thing about being in talent acquisition?
While I'm in a generalist HR role now, Talent Acquisition is easily my favourite part, and arguably the most rewarding. The best thing, hands down, is being part of someone's career journey. It’s incredibly satisfying to place a candidate, watch them grow into the role, and then progress into more senior positions, it’s like finding the perfect piece for a complex puzzle (and I do love a good puzzle!).
More fundamentally, TA is all about human interaction. We get to meet people from all walks of life, and even when an applicant isn't successful this time, we always encourage them to stay connected. Everyone brings unique value; sometimes it just takes time to align that value with the right opportunity.
Since you've been in TA, how have you seen it change?
The most significant shift is that TA professionals are no longer just transactional hiring tools; we are now deeply embedded in the strategic growth plans of the business. Because we constantly engage with the external talent landscape, we have an invaluable grasp on market trends, which is crucial for planning organisational growth and change.
Secondly, technological advancements have certainly made our jobs easier. We now have access to fantastic HRIS and ATS systems that allow us to be innovative with our hiring and make use of approaches like anonymous screening, which is a powerful tool for eliminating initial unconscious bias in the process.
How do you see AI impacting the future of talent acquisition?
AI is truly a double-edged sword right now. On the candidate side, I've noticed an unfortunate trend of over-reliance on AI, leading to less unique and less personal applications. It's often very evident when someone has used a template and didn't put in the effort to personalise their story.
Recruiters face a similar challenge: it’s easy to become overly reliant on AI for initial screening, which can lead us to overlook genuinely great talent. The future of TA will depend on us viewing AI as an efficiency tool, but ultimately, the onus is on both candidates and recruiters to ensure we maintain our uniquely human approach to evaluation, connection, and relationship-building.
What advice would you give to job seekers today?
My advice breaks down into four key areas:
Be Authentic: It's hard to capture your entire professional story and passion in a single document, but make sure the "About Me" section really sells your core motivations and interests. This is where you connect as a human being, not just a list of skills.
Tailor Your CV: I couldn't tell you how many applications reference the wrong company or job title! Yes, it takes an extra 15 minutes, but tailoring your CV to the specific job description and, more importantly, embedding the target company's values into your narrative, makes a massive difference. It instantly shows alignment and research.
Be Mindfully Persistent: Following up on LinkedIn or via email after an application genuinely works. It ensures you’re on the radar, and visibility is key in that initial phase. However, be considerate. A single, mindful follow-up, something like, "I've just applied for role X and would love advice on succeeding in this space", is usually enough.
Interview Your Interviewer: A hiring process is always a two-way street. I encourage every candidate to 'grill' the hiring manager. You need to be 100% sure the role and company are the right fit for you. It shows you're genuinely interested in the business's long-term growth and success. Ask questions that ensure you have the resources and environment needed to succeed.
Tell us a little about the company you hire for and what makes it so great?
Fifty is built on the principle of putting human connections at the heart of everything we do, from our internal culture and people strategy to our technology offering and media delivery. We are a smaller player, but we're making a massive impact in the digital space with our human-first, tech-enabled approach. Ultimately, the people are what make it so great. Our culture is fantastic, and we actively try to showcase it; you can get a real sense of who we are by checking out our Instagram.
Ola Adedokun, People Manager at Fifty