Let’s clear the air: Robots are not taking over recruiter jobs. You’re still very much in control of the hiring process, and candidate diversity is improving.
Leave it to a year of transition to bring the power of AI for HR to the forefront. Automation, applicant volume, and data accuracy are top of mind, yet some organizations still find themselves questioning how exactly AI can be applied to recruiting software. If you’re a TA leader, now is the time to explore how it elevates your role to a strategic position during a defining time in your company’s history.
Roles that exist today could require up to 10 additional skills in 2021 according to Gartner’s latest data. Areas like adaptability, communication, and experience with new platforms are outweighing traditional skillsets and 60% of HR leaders feel the pressure from executives to future-proof their workforce.
It’s not an impossible task but sourcing the best-fit talent is easier with data to strengthen hiring decisions and eliminate the need to start from scratch every time. That’s becoming clear as Gartner reports only 23% of new hires show high future-skills preparedness.
AI-based recruiting software provides the strongest recommendations for your new, existing, and future-looking roles.
The truth is, an AI model is only as effective as its ability to support the humans using it. That’s right—you’re still the brains of the operation who makes the final call as only a human can. AI-driven recruiting software should offer you new insights that are simple and easy to understand. It does so by offering full context around why each job match and candidate recommendation is made.
In other words, it’s explainable.
The iCIMS Talent Cloud is a talent acquisition platform fully supported by AI. Here’s how director of technology for human resources at Microsoft, Inc. describes the impact that has on today’s hiring needs, “iCIMS is a platform that impacts business results. It has allowed us to gain better business insights under one view for better decision-making power. The Talent Cloud helps us easily adapt to new recruitment innovations with an intuitive user experience.”
1. How to optimize sourcing
A tried and true approach: Take an existing job description and add in a few new skills for upcoming requisitions, then post it to your top-performing job board.
The outcome: The same candidates you’ve always gotten.
Think about how your current sourcing approach can lead you to talent with diverse views, skill contributions, and experiences. AI gathers various insights to predict how a job listing may perform in a certain location or how its language may build unintentional bias.
Not only will you be more strategic about how you allocate sourcing time and budget, but the skills within your workforce will also expand. No extra work required.
2. The applicants best-qualified for your unique organization
There’s currently no shortage of applicants for U.S. employers. In fact, our data shows that since May of this year applications increased by 24%. As remote work continues, we’re likely to see more of a jump from previously inaccessible global talent. So how do you carefully review a high-volume of applicants and confidently progress the best group to interviews? You define what quality means for your business.
You’re likely fond of automated resume parsing that quickly evaluates the credentials, keywords, and knockout question responses submitted by each applicant. What you may not be seeing is the amount of candidates that won’t progress past the first phase based on that limited data set. AI-driven candidate matching can automatically search 100% of available resumes and return prioritized recommendations and matches. Each resume is evaluated against your defined criteria for a best-fit, along with any previous interactions and search activity.
The result is recommendations that increase match quality and reduce subjective recruiter assessments that maybe unintentionally biased. At the same time, new job seekers can access highly-relevant roles and personalized recommendations on your career site.
3. The best-fit hires for every role
When you have full confidence that you’re moving the right people through your workflow stages, you’re set up to make the best hires for your company’s long-term success.
An applicant tracking system supported by AI shows your recruiters a prioritized list of candidates in their pipeline. That happens right within the workflow they are already accustomed to simplify the decision on who to progress at any stage.
Your team makes the ultimate hiring decision but now they can do it with data on their side. AI continuously learns from decisions even if they differ from generated recommendations, to build a repeatable process for similar hiring types.
4. How to best allocate your recruiters’ time
AI is here to support you in several day-to-day tasks. Its ability to make sourcing and candidate review more efficient avoids unnecessary drain to your team’s time and resources. That means reduced pressure to make decisions fast when quality matters more than ever.
Adding a conversational AI chatbot to your career site or automated texts to scale engagement are some of the ways you can gain hours back in each day. Just ask Domino’s largest franchisee how it decreased the organization’s time to fill by 80%.
And don’t worry—when it comes to critical interaction points, we know human connection is unmatched. Let the digital assistants answer common questions with pre-configured responses, pre-screen your talent, and schedule interviews then simply transition to a live recruiter.
Here’s 3 of many future-looking activities you could invest in with the time AI-driven automation saves.
5. How to advance and upskill internal talent
When a role opens, do you consider internal candidates? What if you could fill a role without ever posting externally, knowing the hire is productive, engaged, and committed?
This year has shown us the power of internal mobility to fill skills gaps, especially as employees build skillsets that may qualify them for roles they weren’t fit for when they joined your organization. It’s just requires a new way of thinking about hiring.
AI brings internal employee profiles into consideration every time it recommends the best-fit for your roles. That gives you the best insight into where existing employees fall within the ranking of top candidate matches—even if they aren’t actively looking. The ability to explain and interpret recommendations helps you understand the “why” behind each match, to support internal mobility or upskilling conversations with your talent.
If an internal match isn’t quite ready for a role switch now, your HR team will appreciate insight into future mobility discussions to support the business.
Read LeapGen’s take on how a complete talent picture supports talent retention here.
So are you still afraid of AI?
When you look at the time recruiters gain back, the cost savings, the talent hiring managers build teams around, and the diversity that fuels all other business initiatives—your answer may just shift.
Keep your recruitment marketing ROI strong heading into 2021 our Definitive Guide to Recruitment Marketing ROI.
Jess Woloszyn started her career at iCIMS, turning her passion for industry trends and technology developments from an internship into a full-time career. A Content Writer by day, she moonlights developing health food recipes – but has a serious dark side for some good old-fashioned baking.