A Fascinating Time to be in Talent Acquisition

Tom Browne, Director, Talent Acquisition at Pandora

Based in Bangkok, Tom Browne is the Director, Talent Acquisition at Pandora having recently joined in January this year. Hailing originally from the United Kingdom Tom has spent over 20 years in Asia working across Talent Acquisition & Recruitment. He has previously been based in Singapore, Japan and Hong Kong, leading large Talent Acquisition teams and driving transformation change region-wide.

Through this article, Browne shares his insights on the rapid advancements in talent acquisition driven by AI and automation, addressing current challenges in hiring processes, especially for craftspeople at Pandora and projecting future trends in talent management, diversity and inclusion.

What specific advancements in talent acquisition are projected to have significant implications for fulfilling business needs?

It’s a unique time in history to be in Talent Acquisition where change is happening at a faster rate than ever before. Whilst automation has been a longstanding tool in recruitment, the emergence of AI presents a pivotal opportunity to harness its potential in new ways. Automation tools are now being augmented with AI-driven technologies which is making them far more impactful. Talent acquisition teams across the globe are (or should be!) reviewing their end-to-end talent acquisition processes from workforce planning through to onboarding, looking for opportunities to optimize their processes with AI.  

The shift towards data-driven talent management is allowing organizations to forecast talent requirements and strategically align recruitment efforts with business goals. Leveraging insights from employee surveys, turnover data and skills mapping, companies can proactively address talent gaps and optimize recruitment strategies. Ultimately, this fusion of automation and AI empowers talent acquisition teams to play a more strategic role in supporting business objectives. 

“Global talent acquisition teams must review their end-to-end processes, from workforce planning to onboarding, to uncover opportunities for AI-driven optimization.”

It’s a fascinating time right now to be in talent acquisition!

What are some of the challenges in Pandora that current services are unable to provide an optimal solution?

Our hiring processes for our craftspeople (our employees who craft our jewelry) are at a very different level of digital maturity from that of our corporate hiring. We face significant analog constraints that lead to excessive paperwork and inefficiencies. One of my key transformation objectives in 2024 is to figure out how we can effectively transition these operations into the digital realm. By digitizing our craftspeople hiring processes, we’ll be able to streamline workflows, reduce paperwork and enhance overall efficiency. 

What else are you working on that’s top of mind for your organization?

Vietnam! This year, we are building a new production site in Bin Duong, just north of Ho Chi Minh. How we scale our current Pandora Vietnam workforce of just 10 employees to a workforce of 7000 in a short period of time requires meticulous planning! It’s very exciting to work with you as we create a solution that will lead to tens of millions of pieces of jewelry being created in Vietnam for the first time.

How do you envision the landscape of talent acquisition evolving over the next five to ten years?

I do not think anyone can accurately predict this given the game-changer that is AI, but I think it is fair to assume the pace of change will only hasten. Increased automation, predictive analytics and data-driven HR practices are all bolstered by advancements in AI. Additionally, I foresee a heightened focus on diversity, equity and inclusion initiatives that will bring ever more diverse talent pools, greater inclusion & value in the workplace–essential for innovation and the journey of a growth company like Pandora.

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