How does Joke de Graaf from Head First Group get AI adoption moving even in reluctant teams?
By starting with the manager. If a manager does not support AI and does not actively encourage it, it does not roll out to the team. Joke emphasises that repetition from senior management is crucial: keep explaining why it matters and what is happening in the world in this area. Within her own team she makes sure that people with more affinity share their experiences with colleagues who are less engaged with it. Simply starting and learning from each other works better than waiting until everyone is ready.
Which parts of the recruitment process can be automated at Head First Group and which cannot?
At the front end a great deal can be automated: chatbots, frequently asked questions, calendar management and automated messages. The selection process itself is, for Joke, human work. Looking people in the eyes remains fundamental to her, both for the organisation and for the candidate. A candidate wants to know what the office looks like, who their colleagues are and whether there is a connection. Technology cannot take that over.
How has Head First Group set up a global AI strategy according to Joke de Graaf?
Through a global AI think tank bringing together people from different disciplines: business, tech and HR together. That group discusses choices and provides direction. The CEO also gives a monthly update on new developments. Based on the think tank a learning programme has been developed for all employees, from very basic to practical application, so that people gradually become more comfortable with what is happening in the field of AI and technology.
Why does Head First Group increasingly choose to partner and buy rather than build in-house?
Because building in-house is too slow in a world that moves this fast. Joke explains that Head First used to want to develop everything itself, but that the pace then becomes impossible to maintain. The trend is now clear: look at what you can install plug and play through partners or acquisitions. That applies to technology but also to other expertise. Anyone who holds on to building everything themselves risks being overtaken by others.
What does Joke de Graaf from Head First Group now select for as the most important competency?
Learning agility: the mindset to want to learn, to dare to make mistakes and to be flexible. Joke has now included this as an explicit selection criterion. Head First also ran a learning agility assessment for all employees worldwide. Not to score right or wrong, but to make visible where someone can still improve and what is holding them back. Ultimately it is about the conversation you have afterwards.
