The Global Talent Strategy & Intelligence Conference at the EYE Museum in Amsterdam once again offered a wide range of insights into the future of work, technology, and talent strategies. From digital twins to human-centered AI, the variety of topics was broader than ever. Below are the ten key takeaways.
During a panel discussion with Daniel Kjellsson (Future Talent Council) and Peter Töpler (Randstad), Digital Twins—virtual replicas that collect real-time data—were identified as a promising development for organizations. Although adoption is still limited, they offer valuable opportunities for simulation and behavioral analysis. Töpler emphasized that the goal is not to automate old processes but to create new workflows: “Forget the stuff that limits you. Start with high value, not high volume.”
According to Lisa Simon (Revelio Labs), the AI exposure score for recruiters is 0.57—relatively low compared to other roles. Recruiters, she argued, remain crucial even as automation increases. “It would be a dangerous world if we no longer had recruiters,” said Simon. Their role is evolving, but far from disappearing.
Dr. Philipp Karl Seegers (Candidate Select) stressed that education is still the strongest predictor of ability and perseverance. “Education is the longest assessment anyone will ever complete,” he noted. His organization developed an algorithm linking education data to performance, applied among others at DHL. According to Seegers, it is too early to dismiss education altogether: “It’s difficult, but it’s worth it.”
Michiel Klompen and Erin Page (WTW) discussed how organizations can connect compensation structures to specific skills. Reliable market data are essential but still scarce. Their team developed an algorithm that links millions of job descriptions to pay data, showing which skills are most valuable in which regions. “Skills-based pay is a topic that is engaging more and more organizations.”
In the partnership between Pera and GoodHabitz, predictive data are used not only for recruitment but also for training and development. Chief HR Officer Iris Cremers explained that training is most effective when aligned with natural strengths. “We need intelligence to create impact,” she said. AI enables personalized learning paths and helps employees visualize their potential: “People want to see their possibilities beyond the role they hold today.”
Ashley Becker (Amazon) highlighted that “the future belongs to the most specific.” Just as Netflix learns user preferences, organizations should use data to create hyper-personalized talent strategies. “Where scale and precision meet, that’s where the real value emerges,” Becker stated.
Roger Morawski (Sanofi) demonstrated how workplace design directly influences collaboration and productivity. At Sanofi, factors such as lighting, scent, sound, and layout are systematically measured and optimized. “It’s about feelings, not tables and chairs,” said Morawski. The improved workplace design contributed to a significant increase in job applications: “Our workplace has truly become one of our differentiators.”
Dr. Dieter Veldsman pointed out that many talent strategies were designed for a world that no longer exists. He called for greater focus on the employee experience and individual autonomy: “The way we think about talent must fundamentally change.” Sustainable performance, he argued, requires personal attention and lessons drawn from consumer behavior, where choice and customization are key.
Bo-Vialle Derksen (SyngularEdge) and Zeynep Peker (HAVI) emphasized that the majority of the global workforce does not work behind a desk, yet they are often overlooked in discussions. Peker shared how HAVI successfully recruited Nepalese workers in Romania by focusing on their specific needs. “Sometimes we look at numbers and lose sight of what lies behind them,” said Derksen. The takeaway: truly understand your people, rather than relying solely on data.
Joost Heins (Randstad) noted that 68% of candidates already use AI for their resumes and cover letters. “What are the other 32% doing?” he joked. Heins argued that the challenge is not to avoid AI, but to make it more human: “Use AI not to replace people, but to understand them better.” Human-centered AI can help identify potential and enable personalized recruitment and development.
The conference highlighted that Talent Intelligence is evolving rapidly but remains a work in progress. Organizer Geert-Jan Waasdorp concluded: “The market is changing at an incredible pace. The more we can turn these insights into action, the greater the impact.”
Co-organizer Toby Culshaw added: “Much of what we do in this community is being done for the first time. Every day is a learning experience.”
Would you like to view all the photos from the Global Talent Strategy & Intelligence Conference? You can do so via the following link.
Would you like to join us in 2026? You can! Take advantage of our early bird discount now. Will we see you there?
