Practicing Over Preaching: How Recruiters Are Really Upskilling with AI
If you’re in talent acquisition, chances are you’ve either clicked on a webinar about AI, bookmarked an article for later (never to return), or bravely typed “write a Boolean string for a senior frontend developer in Berlin” into ChatGPT.
You’re not alone.
Last week, we ran a LinkedIn poll asking recruiters: “What’s the most valuable way you’ve upskilled recently?” The results were fascinating and honestly, kind of validating!
So what does this tell us? For one: AI isn’t just the future – it’s the here and now. And it seems like recruiters aren’t waiting around for someone to teach it to them. They’re just getting stuck in. As LinkedIn’s Future of Recruiting Report indicated, 74% of TA pros agree that AI will change the way organizations hire.
But let’s dig deeper. Because beneath this surface-level trend is a bigger story about how people actually learn, what they need from upskilling, and how L&D teams can strike the right balance.
The Rise of DIY AI Learning
Recruiters are a resourceful bunch. When new tools appear on the horizon, especially ones promising to save time, spark creativity, or level-up sourcing, they generally don’t just sit back – they experiment.
“Practicing with AI” is almost like the modern version of “learning by doing.” And it makes perfect sense:
- AI tools are accessible and immediate.
- You get instant feedback when something works (or doesn’t).
- There’s less fear of getting it ‘wrong’ – the machine doesn’t judge (that much!)
Plus, let’s be honest: the pace of change in AI right now makes waiting and doing nothing feel like trying to catch a moving train with a printed map. As our CEO Johnny Campbell wrote in a newsletter:
“Theory and speculation is all well and good, but AI is here. No-one can deny that anymore. And at some point we need to move beyond talk and get down to the brass tacks of actually doing.”
Why This Approach Resonates
There’s a big psychological element at play here too. As HBR states: “Organizations can foster curiosity by giving employees time and resources to explore their interests.”
Practicing with AI gives people autonomy. They get to explore, adapt, and problem-solve in the moment. It’s low-pressure and high-reward, especially when compared to formal learning environments that can sometimes feel overwhelming or disconnected from daily work.
And it’s not just about the tool, it’s about mindset as well. These recruiters are:
- Testing how AI fits into their workflow
- Challenging assumptions about what tasks they own
- Building confidence through use, not just theory
This is how habits form. And this is how new ways of working ultimately take hold.
Learn more: Check out Johnny’s AI Recruiting playbook and get free lessons on how to leverage ChatGPT to the max.
So… What About Formal Training?
This is the moment where we need to zoom out. Just because 44% found practicing with AI to be the most valuable recent way to upskill doesn’t mean it’s the only thing that matters – or that it works in a vacuum.
If you’ve ever tried to “figure it out as you go” with AI and have hit limits and roadblocks and responses that don’t quite work, you know that practice without context can be risky.
Structured training gives you:
- The why behind the tech
- Ethical and effective guardrails
- Proven frameworks and case studies
- Shared language across teams
And it’s especially critical for TA teams that want to roll out AI responsibly – not just rely on individual experimentation.
Learn more: The Ethical Considerations of AI in Hiring
Learning Works Best When It’s Layered
Here’s the sweet spot: curiosity + structure.
Think about it like going to the gym. Watching a few YouTube videos might help you get started, but if you really want to progress without injury, you’ll want:
- A program tailored to your goals
- A coach or course to guide you
- A safe space to practice and refine your technique
Recruiter upskilling is no different. You need structure to anchor experimentation – and experimentation to reinforce learning.
That’s actually why at SocialTalent, we’ve built Practice Hub into our learning platform. It’s an AI-powered training environment where recruiters and hiring managers can play, learn, and apply their skills safely but in the knowledge that the AI is informed by our incredible catalogue of learning.
With a tool like this, it’s not just about watching a video or reading a tip – it’s about doing the work, with guidance. It’s how we bridge the gap between “just trying it” and “mastering it.”
Implications for TA Leaders and L&D Teams
If you’re leading a team right now, this shift should spark a few key takeaways:
- Don’t fight the trend – support it.
Your people are already experimenting. Create space for that, rather than policing it. Encourage them to share what they’re learning.
- Make formal training bite-sized and timely.
The days of 3-hour sessions are numbered. Provide microlearning that complements what they’re doing in real-time.
- Provide a safe practice environment.
Whether it’s via Practice Hub or something homegrown, give your team a sandbox where they can test their skills without risk to brand or process.
- Train for the mindset, not just the tools.
AI will keep evolving. The tools will change. What matters most is helping your team think critically about what to use, how, and why.
It’s Not Either/Or. It’s Both
We’re in a weird but wonderful moment in talent acquisition. AI is changing the game, and recruiters are rising to the challenge in their own way: with curiosity, scrappiness, and a lot of trial and error.
But let’s not mistake experimentation for mastery. Without strong foundations, we risk replacing bad habits with faster bad habits!
The best TA teams will blend formal training with hands-on practice. They’ll treat learning as an ongoing cycle, not a checkbox. And they’ll invest in both the content and the context their recruiters need to thrive. Because in the end, the most valuable way to upskill isn’t just the flashiest or fastest – it’s the one that sticks.
