Artificial intelligence (AI) continues to be one of the biggest trends affecting hiring processes this year. Not only is automation critical to transforming tired recruitment methods and expanding talent pools, but the rise of both automation and AI are creating unprecedented demands for specialist talent:-
Artificial intelligence in the form of automation improves talent acquisition in a number of ways. These include:-
Faster time to hire
AI enables talent sourcers and recruiters to work smarter. Talent is only on the jobs market for up to 10 days. Streamlined, and more efficient candidate screening reduces hiring times and enhances the vital candidate experience by automating basic admin tasks. Pre-hire screening also improves screening processes through video interviews and online assessments. Companies like Hirevue are among those taking AI to the next level by using it to analyse word choice, tone of voice and facial movement of candidates taking part in video interviews. HR technology is the first step towards a faster time to hire.
Reducing unconscious bias
Diversity was named by one of the major hiring trends for 2018 by LinkedIn in its Global Recruiting Trends but for too many employers the recruiting process is still stuck in the past. For instance, only a quarter of organisations would use AI to reduce unconscious bias. This is despite one in three hiring managers admitting that they hire ‘clones’ of themselves according to research from Adecco .
The problem is exacerbated by the fact that nearly three quarters of hiring decisions are based on opinions formed by HR during the interview. The majority of those candidate decisions are not working out well. The rising trends in making decisions within minutes of meeting a candidate is contributing to the problems with retention among new hires and poor engagement across the workforce. Last year, CV Library research found that one in five new hires left their job before completing their probation period.
Algorithms in AI enable HR to predict the candidates most likely to succeed based on specific criteria and historical data. In a study carried out in 2015, applicants selected by an algorithm remained in their jobs 15% longer than those selected by HR or recruiters but HR remains algorithm averse in many areas.
AI can’t make an autonomous hiring decision but it can support better candidate selection by highlighting the most qualified applicants to your vacancy based on pre-identified criteria and recruitment analytics rather than ‘intuition’. Recruitment becomes smarter with AI.
Josh Bersin notes that the relationships between hiring managers and recruiters are vital to reduce the potential for recruiting the ‘wrong’ candidates. As a former recruiter, I can testify to the importance of that observation but it also encompasses relationships between recruiters/hiring professionals and candidates.
Supporting the candidate experience with automation and AI frees up HR to spend more time on building those relationships and engage with the candidates in your recruitment funnel and talent pools. Technology and AI was identified as one of three key areas for development for HR by Josh Bersin at the recent HRD summit.
Overcoming tech-aversion with an AI mindset
An ‘AI mindset’ is vital to embrace the role of technology and the implementation of AI and automation in recruitment, one which:-
AI can also replicate biases already in recruitment without careful monitoring. Adecco’s report recommends training in awareness of unconscious bias to prevent amplification of this bias.
Kate Smedley offers a range of talent solutions for employer including advice on your hiring process and thought leadership content.
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With 18 years of experience in in recruitment, Kate Smedley offers a range of copywriting and talent solutions for employers..