Carmen Hudson explains why tech fluency, strategic thinking, and adaptability are no longer optional for recruiters.
At the Recruiting Innovation Summit, talent acquisition veteran Carmen Hudson didn't mince words about the state of recruiting today. In a candid conversation, she shared why recruiters who resist technological change and strategic thinking might find themselves quickly outpaced.
Recruiting is Evolving—Are You?
Hudson, known for her extensive experience across recruiting leadership and innovation, recently stepped into a new role at Match2 alongside industry pioneer Elaine Orler. This new position reinforced her belief in the need for smarter, more strategic recruiting solutions.
"I believe deeply that we must advance beyond spending time on applicants who aren’t aligned with our hiring needs," Hudson explained. Her mission now revolves around helping recruiters strategically use technology to focus on candidates who genuinely fit organizational requirements.
Tech is No Longer Optional
Hudson sees technological fluency as essential, not optional, for modern recruiters. She emphasizes that recruiters must integrate technology meaningfully rather than simply adding more tools. “Technology will significantly reduce the amount of transactional work in recruiting,” she says. “Those recruiters who rely heavily on tactical tasks must either evolve or risk becoming obsolete.”
According to Hudson, this technological shift doesn’t merely streamline processes—it fundamentally transforms recruiting roles. “We need recruiters who are comfortable with tech and capable of using it strategically," she insists. "Technology should elevate recruiters, not replace them, but only if they’re willing to adapt.”
Adaptability as a Survival Skill
Hudson predicts the recruiting profession will undergo a substantial reduction over the next decade, driven primarily by technology. Recruiters who remain relevant will be those who consistently adapt. "Resistance to technological change is futile," she warns. "If recruiters don’t proactively learn and adapt, they won’t survive professionally."
She acknowledges that this isn’t comfortable news for many. Still, Hudson firmly believes it’s essential: “Change is happening faster than people expect. Recruiters must understand this and take action now.”
Generational Differences and Communication
Another key insight from Hudson revolves around generational differences in recruiting. Younger generations communicate differently, often challenging established norms. Hudson believes successful recruiters must recognize and adapt to these differences.
She notes that older hiring managers might struggle with newer styles of communication and interviewing, while younger candidates may view traditional interview protocols as outdated. “Recruiters must navigate these generational gaps thoughtfully and empathetically,” Hudson says. “Adaptability also means adjusting expectations around what professional interactions look like today.”
Candidate Experience Matters, Finally!
Hudson emphasizes that recruiters must prioritize candidate experience genuinely and consistently. “Candidate experience is no longer just a buzzword,” she says. “Organizations finally recognize that how candidates are treated directly affects recruitment outcomes.”
This shift demands recruiters treat candidate experience strategically, ensuring applicants feel respected and engaged throughout the recruitment process. Technology plays a crucial role here too—allowing for smoother, more personalized candidate interactions when implemented effectively.
Efficiency, Effectiveness, and Strategic Insight
For Hudson, efficiency and effectiveness are crucial recruiter competencies. She argues that recruiters must develop broader business acumen to provide genuine strategic insight. “Being tactical isn’t enough,” Hudson explains. “Recruiters need to deeply understand their organizations’ strategic goals, financial metrics, and long-term hiring plans.”
This shift from tactical to strategic thinking marks a significant evolution in recruitment roles, requiring recruiters to continually learn, ask tough questions, and contribute meaningfully at strategic levels.
Vendors Are Allies, Not Enemies
In her role at Match2, Hudson now sees recruiting from the vendor side and recognizes a disconnect between recruiters and solution providers. She encourages recruiters to see vendors as strategic partners who help them achieve their objectives rather than merely suppliers.
“Vendors drive industry innovation,” Hudson points out. “Ignoring them limits a recruiter’s effectiveness. Engage with vendors thoughtfully, seek genuine collaboration, and you'll unlock deeper insights.”
Recruiting’s Future: Less Ego, More Skill
Ultimately, Hudson’s message is clear: the future of recruiting demands less ego and more adaptability. Technology, business fluency, and strategic thinking aren’t bonuses—they’re baseline requirements for survival and success.
“Recruiting roles are changing fundamentally,” Hudson concludes. “If recruiters want to stay relevant, they must let go of outdated tactics and embrace continuous learning, technological fluency, and genuine strategic value.”
This article is part of Chatterworks' exclusive series, capturing real-time insights from recruitment leaders at the Recruiting Innovation Summit.
As the right hand to many founders, Shafiur has made operations the secret weapon for many startups. He has built the operational infrastructure and held prominent leadership roles for several companies, including Airbus Aerial, Specright, Connectifier (Acquired by LinkedIn Feb' 16), and Airware. Decades of broad exposure have taught Shafiur which levers make each functional area work and how they must be coordinated for a startup to succeed.
