Category: Artificial intelligence

AI in Procurement: Insights from SupplierSense.ai’s Founder

Every procurement leader has an AI opinion right now, and most of them contradict each other. It’s either going to replace half the profession within five years, or it’s an expensive way to get confidently wrong answers faster. The truth, unsurprisingly, sits somewhere in the middle, and it depends almost entirely on what you’re using it for.

To get a clearer picture of where AI is genuinely moving the needle in procurement, and where it still falls short, we sat down with Alexander Jaiyesimi, founder of SupplierSense.ai.

Alexander brings more than 14 years’ procurement experience across JLL, Foster + Partners, ENGIE and procurement roles supporting Transport for London services. Across each organisation, he saw the same problem.

Procurement teams were spending hours tracking news, analysing financial reports and chasing supplier questionnaires, often from the very suppliers least likely to disclose emerging issues. The intelligence existed, but it was fragmented, hard to interpret and rarely available when decisions needed to be made.

SupplierSense.ai is his answer to that problem. The platform applies the supplier-risk and ESG assurance discipline he built across enterprise portfolios, automatically surfacing financial signals, sanctions exposure, ESG risk, adverse media and ownership-control indicators. The result is that procurement teams can spend their time making informed decisions rather than collecting data.

Where AI in Procurement Is Already Earning Its Keep

Alexander is clear that the value isn’t in AI as a concept, it’s in a handful of specific jobs it does well. Top of the list is speed: pulling insight out of large, messy data sets far faster than any team could manually. Benchmarking is another strong use case, giving procurement teams a quicker read on where their pricing or terms sit against the market. And then there’s supplier due diligence, which is where a lot of the manual grind in procurement still lives, and where AI can do in minutes what used to take days.

And the returns are real for those who get it right. Deloitte’s 2025 Global CPO Survey found that procurement’s “Digital Masters” achieved an average 3.2x return on their generative AI investment, roughly double that of their peers.

The Garbage In, Garbage Out Problem

None of that comes without risk, and Alexander doesn’t sugarcoat it. Feed an AI tool poor quality or incomplete data, and it will hand back poor quality conclusions dressed up in confident, well-formatted language. Hallucination is the other risk procurement teams need to take seriously: AI tools that generate plausible-sounding information that simply isn’t true. The output can look polished enough that it’s tempting to trust it without checking, which is exactly when things go wrong.

Data quality is the most common stumbling block. In ProcureAbility’s 2026 CPO Benchmark, half of procurement leaders named data quality as the top barrier to scaling AI, while Deloitte’s Global CPO GenAI Survey found CPOs ranked poor data among the biggest internal barriers to AI adoption, warning it leads to inaccurate outcomes and misinformed decisions.

Beyond the Point-in-Time PQQ

SupplierSense.ai was built to address the gaps between periodic supplier assessments. It complements questionnaires with external public-source intelligence, bringing together financial indicators, Companies House data, sanctions screening, adverse media and ESG signals into one interpreted view. Instead of relying solely on a static snapshot, procurement teams can refresh their view of supplier risk and, where monitoring is enabled, receive alerts on relevant changes.

The Real Cost of Doing It Manually

Instead of relying solely on a static snapshot, procurement teams can refresh their view of supplier risk and, where monitoring is enabled, receive alerts on relevant changes. Automating the data-gathering side doesn’t remove the need for procurement judgement, but it frees up that expensive time for the parts of the job that actually need a human.

Fix Your Process Before You Pick a Tool

Asked what he’d tell a CPO just starting to explore AI, Alexander’s advice has nothing to do with technology at all: fix your process first. Bringing AI into a broken workflow doesn’t fix the workflow, it just makes the bad process faster. Teams that get the most out of AI are the ones who’ve already worked out what good looks like, and are using the technology to do more of it, not the ones hoping the tool will paper over the cracks.

It’s a lesson many are still learning. The 2026 ProcureCon CPO Report found that nearly every procurement leader now uses AI in some form, yet 54% say insufficient data quality and cross-system integration are holding them back. Adoption is widespread, but getting the foundations right is still where most teams are stuck. That’s exactly why Alexander’s advice starts with the process, not the platform.

Where AI Excels, and Where Human Judgement Still Wins

Not every category is equally suited to AI, and Alexander is careful to draw that line. Routine and tail-spend activities offer clear opportunities for automation. In high-risk, high-spend strategic categories, AI can still strengthen analysis and supplier intelligence, while procurement professionals retain responsibility for decisions, relationships and commercial judgement.

What comes through in talking to Alexander is that the procurement teams getting real value from AI aren’t the ones chasing every new tool. They’re the ones who’ve been honest about their process, clear on where judgement still matters, and deliberate about where they let the technology take the strain.

The team at Bramwith have access to a wide range of procurement professionals with the relevant skills to help your business navigate this shift, from category managers who know how to put the right process in place before any tool is chosen, to leaders experienced in building genuinely AI-ready procurement functions. Get in touch today to find out how we can help your business find that talent.

15/10/2026
Is emotional AI transforming recruitment?
We remain clear in our belief that successful recruitment will always need human intervention. But we also know that some emotional AI tools such as chatbots that can ‘read’ people’s moods and respond accordingly and tools that reduce bias are beneficial when managing an ever-increasing to-do list.

Statista reports that 65% of consumers believe AI-powered emotional intelligence will play a significant role in their interactions with technology by 2030. Whatever your point of view, most of us agree that AI isn’t going anywhere. So, any efforts to make our interactions with it more natural and empathetic is surely a good thing.

This article explores some of the roles that emotional AI currently plays in recruitment, what the potential benefits are and why we still need human intervention for the end-to-end recruitment processes.

What is emotional AI?

Emotional AI, otherwise known as affective computing, is a branch of artificial intelligence that aims to recognise, interpret and respond to human emotions. The technology analyses facial expressions, voice tones, body language and other signals to gauge mood and emotional state. You’ve probably already been exposed to emotional AI in your work and personal life, including the aforementioned chatbots and other customer service/feedback mechanisms.

The role of emotional AI in recruitment

Emotional AI offers some significant advantages in the recruitment sector, mostly related to enhancing the efficiency and effectiveness of the hiring process. Traditional recruitment methods often rely on sifting through large numbers of resumes and conducting several rounds of interviews. This is time and resource-intensive and can limit the recruiter’s ability to assess a candidate’s suitability for a role. This is particularly true when it comes to soft skills, emotional intelligence and cultural fit. Emotional AI can provide deeper insights into these areas by analysing a candidate’s non-verbal cues and emotional responses during interviews.

Emotional AI can also help identify character traits like empathy, resilience and adaptability by observing how candidates react to specific questions or scenarios. Procurement and supply chain roles often require professionals with strong interpersonal skills or who can handle high-stress situations effectively. AI can support the recruiter’s efforts when identifying these attributes.

Emotional AI and unconscious bias

Emotional AI also has the potential to reduce unconscious bias in recruitment. Here are some examples:

Confirmation Bias: This occurs when hiring decisions are influenced by stereotypes or preconceived notions, such as preferring resumes with ‘white-sounding’ names. AI offers a solution to this by evaluating candidates impartially based on objective data like skills and experience.

Implicit Bias: Subconscious beliefs or attitudes affect decision-making, for example when disclosing race on resumes reduces interview invitations for minority applicants. AI can mitigate this by screening based solely on objective criteria and flagging what it considers to be biased language.

Halo Effect: This occurs when a positive impression in one area, like attending a particular school, influences perceptions in other areas. AI can counteract this by implementing objective evaluation processes that focus on specific performance criteria.

Similarity Bias: This bias involves a preference for candidates with similar backgrounds or experiences, which AI can help eliminate by assessing candidates based on predefined criteria rather than personal similarities.

Gender Bias: This bias involves favouring one gender over another, often disadvantaging people who identify as women. AI can address this by removing gender indicators and promoting a gender-neutral approach in the hiring process.

Find out more about why emotional intelligence in recruitment matters.

Benefits of emotional AI in recruitment

Enhanced candidate screening

Emotional AI can process vast amounts of data quickly, meaning recruiters can potentially screen candidates more effectively. By analysing facial expressions, vocal tones and other indicators it can identify the most suitable candidates for further evaluation, saving valuable time and resources.

Improved interview processes

By providing real-time analysis of a candidate’s emotional state during interviews, emotional AI can help interviewers ask more relevant questions and probe deeper into areas that may reveal a candidate’s true potential or concerns.

Bias reduction

As we outlined above, emotional AI can help mitigate biases in recruitment by focusing on emotional and behavioural data rather than subjective impressions or stereotypes. This can lead to more diverse and inclusive hiring outcomes.

Better cultural fit assessment

Understanding a candidate’s emotional intelligence and interpersonal skills can provide insights into how well they may fit into the company culture, reducing turnover and increasing employee moral and job satisfaction.

Why recruitment still needs human intervention

While emotional AI has the power to enhance and improve recruitment processes, it is simply not reliable or effective enough without input and insights from us humans.

Here’s why.
- We need a nuanced understanding of emotions Emotional AI can recognise and categorise basic emotions, but the technology is still evolving and is unlikely to fully grasp the subtleties and complexities of human emotions. We are better equipped to understand context, intent and the nuances of different emotional states.
- Ethical and privacy concerns The use of emotional AI raises important ethical questions around consent, data privacy and the potential for misuse. Quite understandably, candidates may feel uncomfortable about the idea of being analysed by AI during interviews, which could negatively impact their performance. Human oversight, by professionals who understand the situation and potential implications is essential to ensure that emotional AI is used ethically and that candidates’ rights and privacy are respected, at all times.
- Balancing objectivity and empathy While emotional AI offers objective insights, recruitment requires a healthy dose of empathy and plenty of understanding. This is particularly true when providing feedback or making the right hiring decisions. Human recruiters can offer the necessary support and reassurance that AI lacks, creating a more positive experience for both the candidate and the recruiter.
- Interpretation of results Data provided by emotional AI needs careful interpretation by recruitment or AI specialists. Emotional responses can be influenced by numerous factors, including stress, health, mood, what happened on the way to work that morning and so forth, which may not be relevant to a candidate’s suitability for a role. Human input from recruiters provides valuable contextualisation, helping to ensure decisions are fair and accurate.
What is the future of emotional AI in recruitment?

None of us knows what emotional AI will look like in six months let alone a few years. The technology is developing rapidly and adoption across the recruitment and business world will continue to increase.

However, we predict the future of recruitment will likely involve a hybrid approach, combining the analytical capabilities of emotional AI with the empathetic and ethical oversight of human recruitment specialists. This winning combination should help organisations make more informed, unbiased and empathetic hiring decisions, leading to better outcomes for all parties.

Whether you’re a talented procurement and supply chain professional seeking a new role or a business looking to grow or upskill your team, get in touch today. We are connected to some of the top talent and most exciting businesses across the UK and beyond. Let’s have a human-to-human chat about how we can help you achieve your goals.
15/09/2025
How AI and automation reduce waste in food procurement
As with many industries, robotics in the food industry is advancing at a staggering rate. In fact, revenue in this market is projected to reach $9.32m in 2005.

With procurement and supply chain professionals under increasing pressure to balance cost efficiency with sustainability goals, adopting new technologies like automation, AI and Big Data are becoming even more essential priorities. In this blog, we explore some challenges facing the food industry and how automation can transform food waste management systems.

Addressing the challenges of excessive packaging and waste

The UK wasted around 9.5m tonnes of food in 2024 alone, and – as we know – a significant percentage of food packaging ends up in landfills, contributing to the critical problem of plastic pollution. This issue presents a dual challenge: minimising environmental impact while meeting consumer demand for sustainability. In the procurement sector, balancing the need for cost-effectiveness with the desire to reduce waste can be tricky.

Packaging plays an important role in preserving food quality and safety and many companies have introduced alternatives that don’t compromise product integrity. Single-use plastics (SUPs), excessive packaging and non-recyclable materials lead to unnecessary waste, which is becoming increasingly scrutinised by both consumers and regulatory bodies.

To compound the problem, food procurement processes often generate food waste, whether through spoilage, overordering or distribution inefficiencies. In many ways, food waste is as much a packaging problem as it is a logistics problem. Improving packaging strategies and logistics systems can result in significant waste reductions at different supply chain stages.

Leveraging automation to streamline food procurement and drive sustainability

By automating key processes in food procurement, businesses can cut down on unnecessary packaging and waste, while increasing operational efficiency and safety.

Here’s how:
1. Optimising inventory management
Automation tools that integrate AI and Big Data give procurement professionals better insights into inventory levels, order patterns and demand forecasts. Automation ensures that food orders are more accurately aligned with consumption needs, reducing overordering and minimising food waste. More accurate stock levels reduce the need for excess packaging so businesses can cut down on materials and mitigate food spoilage, helping achieve sustainability goals and cost savings.
1. Smarter logistics
Are revolutionising logistics. Procurement teams can use advanced software, AI-powered solutions and data analytics to track shipments, reduce transportation costs and eliminate packaging redundancies. Automation in warehousing, such as using robotic arms to handle products, allows for the precise grouping and packing of food items with minimal material usage. This means food can be packaged more efficiently, with packaging materials optimised to reduce excess waste.
1. Improved traceability and transparency
With better traceability, businesses can monitor the end-to-end food journey, identifying areas where packaging or handling could be better optimised. This transparency also allows for improved reporting on sustainability initiatives and helps with compliance with environmental regulations. Procurement teams can make more accurate data-driven decisions to streamline the supply chain, reduce packaging and eliminate unnecessary waste.
1. Enhancing health and safety compliance
Automation helps food procurement teams maintain consistent quality and safety standards. With automated temperature controls, data collection systems and real-time monitoring, food safety and health compliance can be managed seamlessly. AI tools can track perishable goods, monitor spoilage rates and reduce human error in safety checks. This should lead to safer handling of food products, ensuring they meet health standards while reducing waste caused by spoilage.

Find out more about how to tackle rising costs and digital challenges in 2025 and beyond.

Practical steps for using automation, AI and Big Data for packaging and waste reduction

Now it’s time to put the theory into practice. Here are a few tips to get you started.

Start with inventory and demand planning: Use automated inventory management systems to reduce food waste and improve ordering accuracy. AI-driven demand forecasting tools will help you predict sales trends and ensure stock levels align with actual demand, reducing excess packaging and waste.

Embrace smart packaging solutions: Explore packaging automation tools that minimise material usage, such as packaging machines that create custom-fit packages based on the product size. Prioritise sustainable packaging materials and work with suppliers who offer recyclable or biodegradable options.

Leverage AI and Data Analytics for logistics: Use AI tools to optimise routes, reduce transportation costs and minimise packaging waste. Smart logistics systems can also help identify inefficiencies in your supply chain and suggest improvements to reduce overall waste.

Integrate real-time monitoring systems: Use real-time monitoring technology to keep track of food safety, temperature and product quality throughout the supply chain. These systems help ensure food doesn’t spoil and reduce the need for packaging materials designed for waste prevention.

Need some ideas on how to monitor your performance? Read our blog about which KPIs to set for sustainability.

Continuous improvement: Finally, consistently monitor and adjust your strategies by analysing available data. AI-powered tools can provide valuable insights into which strategies are most effective in reducing waste and improving sustainability.

The importance of having the right digital talent on board

Sustainability remains a key priority for the food industry, so having the right procurement and supply chain expertise is essential. Procurement and supply chain professionals with in-demand skills in AI, Big Data and machine learning (ML) can drive innovation, optimising packaging, reducing waste and enhancing efficiency and safety. By securing the right talent and leveraging advanced technologies, businesses can successfully align sustainability goals with operational performance, creating long-term value for both the environment and their bottom line.

Talk to our team today to find out how we can help you source and secure the right team to help your business succeed.
28/04/2025
5 challenges for procurement and supply chain in 2025

It feels more like twelve weeks than twelve months since we shared our predictions for 2024. And here we are already, at the start of 2025, looking at what lies in store for the year ahead. As every procurement and supply chain professional knows, preparation is essential to ensure you and your team are in the best possible position to succeed. From adapting to advanced AI technologies to balancing sustainability with profitability, let’s take a look at some of the key challenges (and solutions) for procurement and supply chain in 2025.

Challenge 1: Effective AI integration

Whatever level of AI integration you’ve achieved so far, you’ll probably have to accelerate in 2025. As you’re no doubt aware, AI can drastically increase operational efficiency and accuracy by automating administrative tasks and facilitating better decision-making. But fully integrating AI is often easier said than done. Potential hurdles include the high cost of implementation, data security concerns and the challenge of training employees to use new tech and tools. Without a solid foundation and strategic approach, you risk falling behind or compromising sensitive data.

The solution: Next year, focus on embedding AI into your strategic planning and day-to-day operations. Start by assessing which areas of your procurement process (e.g. forecasting, spend analysis and supplier risk assessment) could benefit most from AI and double down on these. Make sure you collaborate closely with your IT and cybersecurity teams to establish robust security protocols, safeguarding data and remaining compliant as you scale.

You should also ensure that your teams are educated in responsible AI usage. If you’re not sure where to start with this, consider bringing in a specialist AI consultant to help your team fully understand the potential and limits of AI. Regular training sessions and ongoing support will ensure everyone is equipped to use these tools effectively.

Find out more about how to choose the right consultant.

Challenge 2: Closing the AI and digital skills gap

This follows neatly from our last point. To get the most out of AI and other emerging tech, you need team members who are skilled in data analysis, machine learning (ML) and other digital technologies.

The solution: To build a workforce that is ready for the future, focus on upskilling, strategic recruitment and fostering a learning culture business-wide. Start by investing in training and skills programs that prepare your current team for emerging technologies like AI, ML and big data. You could expand on this by encouraging colleagues to work towards certifications in areas like analytics and procurement-specific AI tools.

Next, refine your recruitment strategy to attract candidates with a good mix of traditional procurement expertise and digital capabilities, particularly in data analytics and technology integration. If appropriate, consider adding roles in data science, automation or tech implementation to strengthen your team.

As your strategy matures, take the time to nurture a continuous learning culture to keep employees aligned and engaged and to ensure your approach to AI is fully integrated. This not only boosts business resilience but positions your company as an attractive choice for the top procurement and supply chain talent.

Discover some of the ways AI and automation are shaping recruitment.

Challenge 3: Balancing efficiency with human insight

As we’ve established, AI is more than capable of handling routine tasks like data entry, RFIs and RFQs. However, too much reliance could create a disconnect in areas that require human insight, such as relationship management, complex negotiation and strategy. Over-automating processes might lead to missed nuances in supplier relationships, which could reduce trust and impact quality control.

The solution: It’s absolutely possible to strike a balance between AI and human intervention. Use AI to gather insights, analyse market conditions and forecast requirements, but leave it to your team to build that all-important trust, negotiating cultural differences and managing nuanced deals and arrangements.

To build the right team for this hybrid approach, recruit procurement and supply chain professionals who are skilled in relationship management, negotiation and strategic thinking. Look for candidates who have experience managing long-term supplier relationships, can navigate complex cultural and organisational dynamics and are comfortable using data-driven insights to inform decisions.

Challenge 4: Improving risk prediction and management

The increase in multi-tiered supply chains means procurement teams face more exposure to risk. Managing these risks requires granular visibility and the ability to make quick, accurate, data-driven decisions. Traditional methods often fail to provide the real-time insights needed to mitigate modern supply chain risks, leaving your team vulnerable.

The solution: To improve risk management, implement advanced predictive analytics and risk-screening tools. These technologies help identify potential issues early and address them proactively and strategically. If you haven’t done one in a while, begin 2025 with a comprehensive audit of your supply chain, assessing areas of vulnerability and evaluating your current risk management strategies.

Again, it is vital to build the right team. Effective risk management requires talented data analysts, strategic thinkers and people with a deep understanding of regulatory requirements. Look for professionals skilled in analytics and experienced in interpreting complex data to make actionable decisions. This will help you create a proactive approach to risk, safeguarding your business against disruptions and compliance issues.

Challenge 5: Balancing ESG goals with profitability

Increasing pressure from investors and consumers for stronger environmental, social and governance (ESG) commitments has – rightly – made sustainability a priority in procurement. However, aligning ESG initiatives with profitability is challenging. Many businesses struggle to maintain profit margins while pursuing sustainable practices and there’s a real risk of greenwashing if companies overstate their ESG achievements without demonstrating meaningful action.

The solution: Create a clear, actionable ESG strategy that aligns with your business goals. Integrate ESG criteria into procurement processes, only working with suppliers who share your commitment to sustainability and ethical business. Use transparent communication to showcase these efforts and make sure all claims are supported with solid evidence.

You should also collaborate with finance teams to develop models that balance ESG efforts with profitability. Regularly analyse the ROI of sustainable initiatives to ensure they’re benefiting both your brand and bottom line. In the long term, aligning with ESG goals will improve brand reputation and enhance long-term profitability by winning the trust of investors and consumers.

When it comes to having the right people on board, focus on building a team with experience in sustainable procurement and a comprehensive understanding of ESG frameworks. Candidates with backgrounds in environmental management, regulatory compliance and sustainable business practices will provide the expertise needed to drive meaningful progress in your ESG goals.

Preparing for 2025 with the right team

As you can see, navigating these challenges requires a team that is proficient in both traditional procurement skills and emerging technology. At Bramwith, we help businesses build strong procurement and supply chain teams with proven track records and industry-leading expertise. Our tailored recruitment strategies are designed to connect you with candidates who bring deep procurement and supply chain knowledge and the digital skills essential to tackle modern business challenges.

So why not set yourself up for a successful year by connecting with the top talent who can help you turn challenges into opportunities? Reach out to Bramwith today to get the support you need to succeed, all year round.

09/01/2025
Tackling rising costs and digital challenges for 2025

Every UK business is feeling the strain of increasing costs right now. Coupled with the need to improve operational efficiencies (and successfully adopt the appropriate technologies), we are set for another challenging year ahead. Readers of this blog will know that we never resort to doom and gloom. Far better to approach these obstacles with solutions and best practice approaches in mind. Let’s take a look at how to tackle rising costs and digital challenges in 2025 and beyond.

Tackling rising costs

At the time of writing the autumn budget is yet to be delivered, but we know it will involve ‘difficult decisions’. Inflation dropped from its 40-year high of 11.1% in October 2022, but prices are still rising – just more slowly. The surge in 2022 was driven by increased demand for oil and gas post-pandemic and the Ukraine war. While food prices have eased, inflation remains above the Bank of England’s 2% target, with sectors like services still seeing significant price increases.

As UK businesses contend with rising operational costs, many are making strategic adjustments. According to a 2024 YouGov study nearly 60% of large businesses (those with over 250 employees) have raised prices to offset increased expenses, compared to 45% of microbusinesses (fewer than 10 employees). This trend grows with business size, reflecting the greater flexibility larger companies often have when adjusting to market pressures.

The survey found that businesses are also focusing on operational efficiencies, with 58% of large companies and 49% of medium-sized businesses cutting operational costs. Smaller companies, although less likely to make drastic cuts, are still trying to rein in spending, with 42% of small businesses and 31% of micro-businesses adopting similar measures.

Some businesses, however, particularly smaller ones, have been slower to react to rising costs. The survey shows that 33% of micro-businesses are yet to implement strategies to manage higher expenses. Only 7% of large businesses are in the same boat, indicating a proactive approach among these firms.

What can businesses do?

To cope with these pressures, businesses are adopting several strategies:

Price adjustments: Many companies, particularly larger businesses are gradually increasing their prices. While understandable, it’s important to communicate price changes transparently to customers to maintain trust. Most of us are feeling the pinch, after all.

Cost reduction: As detailed above, cutting operational expenses remains a critical strategy, particularly for larger businesses with the resources to invest in efficiency improvements. This could involve anything from renegotiating supplier contracts to optimising internal processes.

Diversification: Where possible, businesses should diversify products and services. This helps spread risk and may offer opportunities to tap into new revenue streams.

Seek external support: When going through periods of transition, many businesses find engaging consultant services beneficial. Professionals with specific experience in supply chain and procurement, digital transformation and other change-related strategies can add huge short and long-term value.

Emerging technologies and digital transformation in 2025

In a surprise to absolutely no one, AI and other digital technologies will continue to dramatically reshape UK business in 2025, driving operational efficiencies and transforming processes. According to the US International Trade Administration, the UK AI market, currently valued at over £16.8bn, will reach £801.6bn by 2035.

Sectors like IT and telecommunications, already leading in AI adoption, will likely accelerate the use of emerging technologies. In contrast, industries with slower adoption rates, like hospitality and retail will be under increased pressure to catch up as AI becomes a competitive necessity.

How businesses can prepare for digital transformation

Invest in AI and automation: A recent gov.uk report revealed that 68% of large businesses and 33% of medium-sized firms already incorporate at least one AI technology. To remain competitive, invest in AI tools that genuinely enhance data management, machine learning and natural language processing (NLP) capabilities.

Find out more about the role of AI in supply chain management.

Adopt cloud and mobile technologies: Cloud-based systems offer flexibility and affordability, improve a variety of procurement and supply chain processes, enhance transparency and enable better decision-making. They also reduce time-to-market and improve collaboration across teams.

Leverage big data and analytics: Businesses need strong, well-defined strategies to effectively manage growing volumes of data and leverage it for market intelligence and strategic planning. Predictive analytics can help companies manage inventory, improve quality assurance and make better procurement decisions, enabling them to cut costs and remain competitive.

Address Cybersecurity concerns: Cybersecurity measures, including encryption, risk assessment and network monitoring, must be integrated into all digital procurement systems to safeguard business data and protect against emerging threats.

Prepare for workforce changes: As AI adoption grows, the UK government predicts that around 7% of existing jobs could be displaced within five years. Businesses should focus on reskilling and upskilling employees to adapt to new roles.

Recruiting the right procurement and supply team for the future

Securing the top procurement and supply chain talent is critical for navigating future challenges and capitalising on new opportunities. Skilled procurement professionals bring strategic insight, expertise in supplier management and a deep understanding of market dynamics. They lead initiatives that improve cost control, quality assurance and regulatory compliance – all while driving innovation and operational efficiency.

Contact the Bramwith team today to learn how we can help you build a winning procurement and supply chain team for 2025 and beyond.

05/12/2024
Procurement and supply chain recruitment recap of 2023
As the curtains fall on 2023, another whirlwind year in procurement and supply chain recruitment, it’s time to dissect the trends that have steered the industry. Join us in unravelling the key events and technologies that have defined the past 12 months, including some tips on how to tackle the challenges and capitalise on the opportunities that 2024 might present.

Embracing automation and data-driven strategies

In the pursuit of operational excellence, businesses enthusiastically embraced recruitment automation and data-driven strategies throughout 2023. This strategic shift went beyond mere adoption; it was a testament to the recruitment industry’s adaptability to cutting-edge technologies. Companies dove into a thorough exploration of data analysis, leveraging insights for nuanced recruitment strategies aimed at acquiring not just candidates but high-quality contributors to their teams.

Tips for 2024:
- Dynamic tool integration: Beyond Google Analytics and ATS, explore dynamic tools that integrate seamlessly with your processes. Look for solutions that offer real-time analytics and adapt to the evolving recruitment landscape.
- Continuous learning culture: Encourage your team to stay on the pulse of evolving data-driven strategies. Invest in training programs that keep your workforce adept at utilising advanced tools and methodologies.
Social media as a talent hub

The significance of maintaining a robust social media presence continued throughout 2023. Platforms like LinkedIn, Facebook, Instagram and Twitter continued to be vital hubs for talent discovery, especially in procurement and supply chain roles. Beyond a mere job posting ground, these platforms became dynamic spaces for companies to tell their stories, showcase company culture and engage with potential candidates.

Tips for 2024:
- Storytelling through visuals: Leverage the power of visual content on platforms like Instagram and Facebook. Share behind-the-scenes glimpses, employee spotlights and visually appealing content to amplify your employer brand.
- Keep your profiles up to date: If you’re looking for a new role, make sure your profiles are up to date with plenty of ‘trust indicators’ such as testimonials from peers.
Balancing AI efficiency with a human touch

The narrative around Artificial Intelligence (AI) continued to evolve in 2023. While businesses leveraged AI tools to streamline hiring processes, the human touch remained non-negotiable. The year underscored the importance of finding a harmonious balance where technology enhances efficiency without eclipsing the crucial human elements of judgement, empathy and understanding.

Read more about AI in procurement and supply chain recruitment.

Tips for 2024:
- Don’t overly rely on the tools: Creating job ads or resumes solely using AI is not OK. People can tell when ChatGPT has been overused. Creating a first draft is fine but make sure you put your unique spin on the content and proof well!
- Ethical AI practices: Invest in AI technologies that prioritise fairness and ethical practices. Regularly review and update algorithms to mitigate bias and maintain transparency in decision-making.
The rise of virtual recruiting

Virtual recruiting took centre stage in 2023, marking a paradigm shift in how companies approached talent acquisition. With 70% of businesses incorporating virtual processes for recruitment and onboarding, the normalisation of remote work became a catalyst for tapping into diverse talent pools irrespective of geographical constraints.

Tips for 2024:
- Immersive virtual experiences: Elevate virtual interviews by creating immersive experiences. Leverage AR/VR technologies to provide candidates with a real sense of your workplace culture and environment.
- Strategic remote onboarding: Refine your remote onboarding processes. Provide comprehensive digital resources, assign mentors and foster virtual team-building activities to ensure a smooth transition for new hires.
Find out how Bramwith delivers a great onboarding process.

Mastering predictive analytics

Predictive analytics emerged as a game-changer in 2023, empowering recruiters to make well-informed decisions backed by historical and current data. Machine learning algorithms played a pivotal role in sorting through resumes, identifying trends and enhancing the effectiveness of hiring processes.

Tips for 2024:
- Holistic talent forecasting: Extend predictive analytics beyond individual hires. Use data to forecast overall talent needs, identifying skill gaps and emerging trends in the industry.
- Customised learning paths: Leverage predictive analytics to tailor learning and development programs for employees. Identify areas for skill enhancement and create personalised learning paths to nurture talent from within.
Humanising the automated world

Despite the influx of advanced technologies, the importance of human intervention in the recruitment process cannot be overstated. AI and analytics are valuable tools, not substitutes for the personalised touch that ensures the right fit. As we look towards the future, maintaining this human connection in procurement and supply chain recruitment becomes paramount.

Tips for 2024:
- Emotional intelligence training: Invest in training programs that enhance emotional intelligence among your recruitment team. The ability to understand and connect with candidates on a personal level is irreplaceable.
- Candidate feedback loop: Establish a robust feedback loop with candidates. Use AI tools to gather insights, but ensure that human touch prevails in delivering constructive and personalised feedback.
We hope this article has given you some food for thought for the year ahead. Our final tip for 2024 and beyond is to work with the right procurement and supply chain recruitment company. Whether you’re looking for your next career opportunity or need to upskill your team, we can help. Get in touch today to find out more.
08/12/2023
AI in CVs: Separating Fact from Fiction in the Recruitment Process
In today’s rapidly evolving job market, the use of artificial intelligence (AI) has become increasingly prevalent in various industries, with recruitment being no exception. AI has brought about transformative changes to the hiring process, promising efficiency gains and better candidate matches. However, as with any technology, the use of AI in CVs requires a careful and responsible approach to ensure fair and ethical outcomes.

In this article, we’ll take a look at the current landscape of AI in recruitment and the importance of responsible implementation. We’ll also offer some practical advice and guidance to help you harness AI’s benefits while avoiding potential pitfalls.

The current landscape: AI’s role in recruitment

Organisations are increasingly turning to AI-powered tools to assist in their recruitment efforts. These tools are designed to analyse resumes, cover letters and other application materials to identify the most suitable candidates. By automating the initial, often time-consuming screening process, companies can significantly reduce the precious working hours and resources required to sift through a large number of applications.

AI-driven platforms can analyse various aspects of a candidate’s CV, such as skills, experiences and qualifications and match them against the job requirements. Additionally, some platforms use natural language processing (NLP) algorithms to assess the language and writing style of applicants, providing useful insights into communication skills and professionalism.

The need for responsible implementation

While the potential benefits of AI in CV screening are clear, there are critical considerations that have to be addressed to ensure responsible implementation.
1. Bias mitigation: One of the primary concerns associated with AI in recruitment is the potential for bias. AI systems learn from historical data, which may contain inherent biases present in past hiring decisions. If not carefully managed, these biases can perpetuate and even amplify discrimination in the recruitment process. Organisations must actively identify and rectify any bias in their AI systems.
Want to know more? Read our blog on the pros and cons of using AI in recruitment . You can also talk to our team about tackling this tricky subject.
1. Transparency: Transparency in the candidate selection process is always important, and AI-driven recruitment is no exception. It’s only right that procurement and supply chain candidates should have a clear understanding of how AI is being used to evaluate their applications. Organisations must communicate the role of AI in the process and provide avenues for candidates to seek clarification or appeal decisions made by AI algorithms.
1. Data privacy: The use of AI in CV screening involves the handling of sensitive personal information. Organisations must ensure they adhere to data protection regulations and put measures in place to guarantee that applicant data is stored and processed securely.
1. Human oversight: At Bramwith we are firm believers that AI should complement human decision-making rather than replace it entirely. Human recruiters bring invaluable context and judgment to the process, which AI algorithms simply are not capable of. Human oversight is necessary to prevent erroneous and potentially damaging decisions made solely by AI.
Practical guidelines for responsible AI in CV screening

To harness the benefits of AI in CV screening while avoiding potential pitfalls, consider the following practical guidelines. Remember that AI and machine learning tools and the wider landscape around them change quickly so make sure you keep on top of the latest industry news to stay up to speed.
1. Diverse training data: Ensure that the training data used to develop AI algorithms is diverse and representative. This helps minimise bias and ensures that the AI system can make fair decisions for candidates from all backgrounds.
2. Regular auditing: Periodically audit the AI algorithms to identify and rectify any bias that may have crept into the system. This ongoing process helps maintain fairness and accuracy in recruitment decisions.
3. Explainable AI: Opt for and implement AI algorithms that provide comprehensive explanations for their decisions. This not only enhances transparency but also enables candidates to understand the reasoning behind their application outcomes.
4. Feedback loop: Create a feedback mechanism that allows candidates to provide feedback on the recruitment process, anonymously if they wish. This can help organisations improve the effectiveness of their AI algorithms and the overall candidate experience.
5. Human review: Always involve human recruiters in the decision-making process. Human judgment is critical for assessing intangible qualities that AI may struggle to capture, such as cultural fit and potential for growth.
The power of combining AI with a human touch

As you can see, the integration of AI in the candidate screening process has the potential to streamline recruitment and identify suitable candidates more efficiently. However, responsible implementation is paramount to avoid perpetuating biases and to ensure a fair and equitable experience for all applicants. By following guidelines that emphasise and promote diversity, and transparency and mitigate human oversight you can leverage AI’s benefits without compromising ethical standards.

We’ve said it before but it bears repeating. While AI can automate many aspects of recruitment, it should never replace the human element. The insights, empathy and contextual understanding that human recruiters bring to the table are irreplaceable. When AI works in tandem with a positive human element, it creates a powerful synergy that leads to better hiring decisions and a more inclusive workplace. Striking this balance between technology and humanity is the key to realising the full potential of AI in the recruitment process.

If you are looking to grow your team or are seeking a new challenge, contact us today. We are proud to serve some of the top procurement and supply chain talent and some of the leading businesses across the UK and USA and would love to help.
12/10/2023
AI Talent Revolution: How Procurement Pros are Innovating with Artificial Intelligence
AI in CVs: Separating Fact from Fiction in the Recruitment Process

In today’s rapidly evolving job market, the use of artificial intelligence (AI) has become increasingly prevalent in various industries, with recruitment being no exception. AI has brought about transformative changes to the hiring process, promising efficiency gains and better candidate matches. However, as with any technology, the use of AI in CVs requires a careful and responsible approach to ensure fair and ethical outcomes.

In this article, we’ll take a look at the current landscape of AI in recruitment and the importance of responsible implementation. We’ll also offer some practical advice and guidance to help you harness AI’s benefits while avoiding potential pitfalls.

The current landscape: AI’s role in recruitment

Organisations are increasingly turning to AI-powered tools to assist in their recruitment efforts. These tools are designed to analyse resumes, cover letters and other application materials to identify the most suitable candidates. By automating the initial, often time-consuming screening process, companies can significantly reduce the precious working hours and resources required to sift through a large number of applications.

AI-driven platforms can analyse various aspects of a candidate’s CV, such as skills, experiences and qualifications and match them against the job requirements. Additionally, some platforms use natural language processing (NLP) algorithms to assess the language and writing style of applicants, providing useful insights into communication skills and professionalism.

The need for responsible implementation

While the potential benefits of AI in CV screening are clear, there are critical considerations that have to be addressed to ensure responsible implementation.
1. Bias mitigation: One of the primary concerns associated with AI in recruitment is the potential for bias. AI systems learn from historical data, which may contain inherent biases present in past hiring decisions. If not carefully managed, these biases can perpetuate and even amplify discrimination in the recruitment process. Organisations must actively identify and rectify any bias in their AI systems.
Want to know more?

Read our blog on the pros and cons of using AI in recruitment. You can also talk to our team about tackling this tricky subject.
1. Transparency: Transparency in the candidate selection process is always important, and AI-driven recruitment is no exception. It’s only right that procurement and supply chain candidates should have a clear understanding of how AI is being used to evaluate their applications. Organisations must communicate the role of AI in the process and provide avenues for candidates to seek clarification or appeal decisions made by AI algorithms.
1. Data privacy: The use of AI in CV screening involves the handling of sensitive personal information. Organisations must ensure they adhere to data protection regulations and put measures in place to guarantee that applicant data is stored and processed securely.
1. Human oversight: At Bramwith we are firm believers that AI should complement human decision-making rather than replace it entirely. Human recruiters bring invaluable context and judgment to the process, which AI algorithms simply are not capable of. Human oversight is necessary to prevent erroneous and potentially damaging decisions made solely by AI.
Practical guidelines for responsible AI in CV screening

To harness the benefits of AI in CV screening while avoiding potential pitfalls, consider the following practical guidelines. Remember that AI and machine learning tools and the wider landscape around them change quickly so make sure you keep on top of the latest industry news to stay up to speed.
1. Diverse training data: Ensure that the training data used to develop AI algorithms is diverse and representative. This helps minimise bias and ensures that the AI system can make fair decisions for candidates from all backgrounds.
2. Regular auditing: Periodically audit the AI algorithms to identify and rectify any bias that may have crept into the system. This ongoing process helps maintain fairness and accuracy in recruitment decisions.
3. Explainable AI: Opt for and implement AI algorithms that provide comprehensive explanations for their decisions. This not only enhances transparency but also enables candidates to understand the reasoning behind their application outcomes.
4. Feedback loop: Create a feedback mechanism that allows candidates to provide feedback on the recruitment process, anonymously if they wish. This can help organisations improve the effectiveness of their AI algorithms and the overall candidate experience.
5. Human review: Always involve human recruiters in the decision-making process. Human judgment is critical for assessing intangible qualities that AI may struggle to capture, such as cultural fit and potential for growth.
The power of combining AI with a human touch

As you can see, the integration of AI in the candidate screening process has the potential to streamline recruitment and identify suitable candidates more efficiently. However, responsible implementation is paramount to avoid perpetuating biases and to ensure a fair and equitable experience for all applicants. By following guidelines that emphasise and promote diversity, and transparency and mitigate human oversight you can leverage AI’s benefits without compromising ethical standards.

We’ve said it before but it bears repeating. While AI can automate many aspects of recruitment, it should never replace the human element. The insights, empathy and contextual understanding that human recruiters bring to the table are irreplaceable. When AI works in tandem with a positive human element, it creates a powerful synergy that leads to better hiring decisions and a more inclusive workplace. Striking this balance between technology and humanity is the key to realising the full potential of AI in the recruitment process.

If you are looking to grow your team or are seeking a new challenge, contact us today. We are proud to serve some of the top procurement and supply chain talent and some of the leading businesses across the UK and USA and would love to help.
25/09/2023
AI and Automation in Recruitment: The Pros and Cons

From ChatBots to Google Maps, our daily worlds have been influenced for a number of years by AI. The technology has been used for some time in the HR and recruitment sectors too and with some notable benefits. However, the rise in ChatGPT has caused concern about authenticity in the application process as well as screening tools resulting in bias in the selection process.

There’s no doubt AI tools can save us time-stretched humans valuable hours in the day, but should we be treating them with greater caution? In this article, I will look at some of the pros and cons of AI and automation in recruitment. I will then explore the potential impact of ChatGPT on recruitment.

Pros of AI and Automation in Recruitment

Time savings: Pretty much all of us would benefit from more hours in the day to get tasks done, spend time with friends and family and so forth. By automating repetitive tasks, AI and automation free up recruiters’ time, allowing them to focus on more critical aspects of their work. This increased efficiency should also lead to faster candidate screening and selection processes.

Improved candidate matching: AI can analyse vast amounts of data to identify candidates who closely match specific job requirements. Advocates believe this data-driven approach helps reduce bias and increases the likelihood of finding the most suitable candidate for the role.

Enhanced candidate experience: Automation enables real-time feedback and updates for candidates, keeping them informed promptly throughout the hiring process. This transparent and responsive communication contributes to a positive candidate experience, ultimately bolstering the employer brand.

Cost reduction: By reducing the need for manual labour and streamlining processes, AI and automation may be able to lower the cost per hire. Companies can allocate resources more efficiently, optimising their recruitment budgets.

Cons of AI and Automation in Recruitment

Limited human touch: While AI and automation offer the aforementioned efficiency, they can also diminish the personal connection in the recruitment process. Candidates may perceive interactions as impersonal, missing the human element that establishes rapport and understanding.

Risk of bias: Biases can seep into recruitment processes if AI algorithms are not carefully designed and trained. This can perpetuate discriminatory hiring practices, hindering diversity and inclusion efforts, which should be a priority for recruiters. Human oversight when using these tools is crucial to ensure fairness and mitigate biases.

Data privacy concerns: Automated recruitment processes involve the collection and processing of extensive personal data which raises valid concerns about data privacy and security. Companies must prioritise transparency and adhere to robust data protection measures to maintain trust with candidates, ensure compliance and protect their business.

Cost of implementation: Implementing AI and automation in recruitment can be a significant investment, particularly for smaller businesses. Expenses associated with software, hardware, and training can pose challenges so it’s important to conduct a thorough cost-benefit analysis.

A closer look at the potential impact of ChatGPT on Recruitment

ChatGPT’s impact on recruitment is still evolving, with both advantages and considerations to be taken into account. While ChatGPT has the potential to automate tasks traditionally performed by humans, its ability to truly match human efforts remains very limited at present. The generated outputs tend to be rather generic and lack the unique qualities that distinguish exceptional candidates. Additionally, ChatGPT’s depth of understanding can be questionable, especially when it comes to sharing expertise on niche topics such as procurement and supply chain specialisms.

Recruiters and businesses should approach ChatGPT as a tool for automation rather than relying on its outputs for decision-making. Short-term uses could include creating CV templates or basic documents, but human oversight and quality checks are crucial to ensure the outputs meet high standards. Concerns about bias are also valid since ChatGPT aggregates data from various sources, potentially reproducing biases present in society.

While ChatGPT’s access to a vast amount of knowledge can be advantageous, recruiters still can verify employment history and conduct in-person interviews to assess candidates effectively. A robot can’t tell if a person fits with your company’s culture and values, after all. Adjustments in recruiting methods may be necessary to identify unique traits that make candidates stand out, beyond the assistance provided by ChatGPT in CV writing.

When it comes to candidates we recommend exercising caution when using ChatGPT during the application process. Tools exist to detect AI-generated text, and their use is likely to raise suspicions among hiring managers. Candidates may attempt to edit ChatGPT’s responses or use tailored prompts to mitigate these concerns.

The potential for restrictions on ChatGPT usage in recruitment remains uncertain. While some companies have banned its use, it is unclear whether this is due to security threats or adherence to existing guidelines on third-party software. The future may involve a more widespread acceptance of ChatGPT as part of normal working life, with professionals understanding its benefits and limitations and using it selectively alongside proven and traditional methods.

There is a risk that overreliance on AI technology, such as scanning CVs for specific words, may exclude great candidates who express their qualifications more creatively. Companies should aim to improve their filtering processes by leveraging ChatGPT’s capabilities, while also involving human review and preserving rigorous standards. Overall, automation should be embraced cautiously to ensure that the highest levels of quality and fairness are maintained in the recruitment process.

AI and automation present a compelling opportunity to revolutionise recruitment processes. The time-saving benefits, improved candidate matching and cost reductions they offer can be advantageous for businesses. However, the potential drawbacks, including the loss of human touch, bias risks, data privacy concerns and implementation costs, require careful consideration. Striking a balance between technological advancements and human involvement is essential for optimising recruitment outcomes and fostering a fair and inclusive hiring environment that promotes diversity. By leveraging AI and automation while maintaining a human-centred approach, companies can unlock the full potential of these tools while ensuring a positive experience for both employers and candidates.

If you would like to find out more about building your ideal procurement and supply chain team, including recruiting candidates who specialise in AI, machine learning and managing big data, get in touch with our team today. We have access to some of the top candidates across the UK and US and we would love to help.

24/07/2023