Using AI for Recruiting: The Top 6 Things You Need to Know

    

During our insight-packed discussion last week with Meghan M. Biro, Founder and CEO, TalentCulture, we examined what you need to know to boost recruiting with AI. Our conversation explored how AI powered recruiting works, when and where you should use it, and how you can leverage an integrated approach to engage the talent you need. If you were not able to join us live for this fast-paced webinar, then we encourage you to take time now to view the on-demand content. For the purposes of this blog, we will recap the top six things you need to know when it comes to AI powered recruiting.


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Closing the Gap with AI for Recruiting 

Every organization and talent acquisition professional today is facing the realities of the global talent shortage. A recent Gartner survey of top executives found the talent shortage remains the key concern for business leaders. And according to SHRM, 60 percent of companies struggle to fill job vacancies within 12 weeks. Enterprise organizations need an effective, powerful way to turbocharge recruiting and complement their existing recruitment marketing activities. AI helps companies achieve this. AI driven recruiting allows organizations to deliver an unforgettable, personalized candidate experience and do it at scale.

It takes leading recruitment marketing tools to attract and engage talent in a competitive market. But too often, companies either lack the right technology or they are leveraging disparate recruiting solutions that make it nearly impossible to nurture and maintain relationships with candidates all the way through the hiring process.  In the race for talent, companies need a powerful recruitment marketing platform that leverages AI to close the gap between candidates and engagement. So let’s take a look at the top six things you need to know when it comes to using AI for recruiting:

#1: AI Turbocharges Recruiting

Recruiters today have so many manual tasks that require their constant attention. AI powered recruiting and automation frees up recruiters up from the monotonous tasks and empowers them to focus on the relationship part of recruiting. AI saves time, speeds up processes and finds top talent by processing large volumes of data quickly. This means automation in terms of sourcing the right talent at scale and matching candidates to the right jobs, improving efficiencies for both the candidate and the recruiter. When manual tasks are fully automated, recruiters will be freed from these time-consuming activities, and can hone their skills of candidate relationship management to provide candidates exceptional experiences. 

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#2: AI Powered Recruiting Delivers Superior Candidate Experiences

Job hunters are consumers. And they expect the same consumer-quality experiences while searching for jobs and interacting with your employer brand. AI enables enterprise companies to meet the expectations of candidates by automating communication, tailoring recruitment content and providing opportunities for personalized engagement during the recruitment process. Whether it’s chatbot functionality that allows candidates to interact and ask questions 24/7, career sites that consider browsing behavior and deliver tailored recruitment content, or personalized job recommendations that match the skills and experiences of each candidate, AI for recruiting ensures candidates feel valued and delivers experiences that match the consumer world.

#3: AI Is Not a Silver Bullet

From an enterprise perspective, AI for recruitment should be viewed as more than just a shiny object for recruiting. It should be viewed as a discipline. One that organizations must use and employ to improve their quality of data overall. Talent acquisition leaders must ask themselves how well does their recruitment marketing platform and technology integrate with AI. Further, AI must be enabled and leveraged across the entire recruiting system, with recruitment automation tools built in, designed and integrated to deliver on the promise of enhanced recruiting. Organizations must identify what they are trying to accomplish by incorporating AI and clearly define the use case for leveraging AI within their talent acquisition activities. Remember, AI is about data, what you do with that data and how that data is connected. As you build an integrated system, you must ensure the front end of your recruiting technology is talking to the back end, like your career site integrating with your CRM to provide a seamless, personalized candidate experience.

#4: Frontrunner Organizations Already Use AI in Multiple Ways

In working with large, complex global enterprises, Talemetry supports the earliest frontrunner organizations in their AI adoption and solutions. As organizations move up in their recruitment marketing maturity level, according to the award-winning EVOLVE Framework, they are incorporating AI into their recruiting discipline for personalized online engagement to help candidates find jobs, answer questions, assist in candidate conversion, like talent network registrations. Companies are also using AI for self-screening and channeling would-be applicants, for top of the candidate funnel automation, data hygiene and segmentation and candidate scheduling activities. And some mature enterprise recruiting organizations have even begun to leverage AI for targeted, high-impact use cases, like employee referrals, where a chatbot automatically takes the referral name and contacts the candidate for initial outreach.

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#5: Avoid the Common Pitfalls of Using AI for Recruitment

There are several common pitfalls your organization must avoid when using AI for recruiting. First is to avoid transaction-based recruiting. Remember, engagement and experience are critical for recruiting. If you see recruiting as a transaction, then you will fail. Tending to relationships is essential. Also, remember that unevolved recruiting, big technology investments with no strategy to drive them, and fragmented recruiting strategies hamper the success of providing hyper-personalized experiences, proving return on the investment and consolidating candidate data. Don’t overlook the importance of soft skills as well. The LinkedIn 2019 Global Talent Trends Report indicated that 91% of talent acquisition professionals believe recruiting for soft skills is more important than finding the right hard skills.  

#6: The Future of AI for Recruiting is Bright

What will AI powered recruitment look like in the future? As organizations begin to mature in how they leverage AI for recruiting, talent acquisition will likely see an increasing reliance on AI and automation. Specifically, we will see an uptick in targeting of job ads, more tools to enhance and augment candidate profiles, increasing hyper-personalization and greater audience segmentation, and increased reliance on chatbots for candidate engagement. Recruiting will also likely see more neuroscience tools, facial, body language and speech recognition tools, and a greater shift in relying on technology to address the issue of bias in hiring. Ultimately, as AI grows, recruiters will be freed up to do what they do best, and harness natural matchmaking abilities to nurture candidates and enhance relationships.

Start Transforming Recruiting and Engaging Talent with AI Powered Recruiting

AI and automation in recruiting are extremely exciting. For those talent acquisition professionals who deeply care about the future of work and the future of recruiting, AI powered recruiting offers incredible new potential. But remember, optimizing your recruitment marketing activities with AI means bringing together disparate technologies and disconnected processes. In other words, don’t think that buying a bunch of disconnected point solutions will contribute to a seamless, engaging candidate experience. Instead, it takes the right recruitment marketing partner that understands AI for recruiting is an interconnected part of a broader candidate engagement strategy to enhance the candidate experience and drive recruitment results for your organization.

 

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