AI: Fueling the Future of Talent Acquisition

Time is one thing recruiters need more of — time to identify job opening needs, time to recruit talent, time to vet candidates, and time to fill open positions. But with limited resources, there’s only so much one person — or even a team of recruiters — can achieve. Thankfully with advances in artificial intelligence (AI), and technology in general, there’s an opportunity to not only take administrative tasks off of recruiters’ to do lists but also put systems and data to use so recruiters have time to manage the human element of the process.

Today’s employers are putting strategic AI in place to improve their recruiting efforts, making the overall process a more proactive one. By using AI to locate and engage highly qualified job candidates—sometimes before they even know they’re candidates—HR technology can support an organization’s need to identify, vet and hire talent as quickly as possible.

Talent acquisition processes of the past. In the past, recruiters were responsible for sifting through the talent pool to identify candidates. They relied on everything from previous candidates, to responses to job postings, to their professional network to source active and passive candidates. Once a recruiter sourced candidates, they were responsible for screening applicants, communicating with hiring managers, scheduling interviews, performing background checks, making offers, and initiating the onboarding process.

While this time-intensive approach no doubt provided terrific hires and excellent outcomes, the level of skill, time and effort it requires is no longer sustainable if an organization wants to be competitive in today’s search for talent. Thankfully, as HR tools have evolved, innovative applicant tracking system (ATS) features have been at the forefront of using automation to increase the effectiveness and sustainability of the recruitment process.

PREMIUM CONTENT: AI in Talent Acquisition

Talent acquisition fueled by AI. Today’s technology-based talent acquisition process is fueled by solid AI strategy which allows recruiters and HR teams to reduce the time, effort and resources required for sourcing and hiring talent. These tools help with the fundamentals of screening job applications, as well as accurately reviewing candidates in a robust pool of both active and passive candidates to provide a prospective list of individuals with qualifications that meet the needs of a current or future job opening.

Rather than relying on one recruiter, today’s recruiting strategies rely on a 24/7 systematic approach, in which AI provides:

  • Global sources for talent, accessed via social media profiles, professional online networks, and corporate websites
  • Data based on how candidates’ experiences match the required skills and abilities
  • Objective, unbiased applicant assessments, rankings and suggestions based on requirements listed directly from the job posting—whether from an employer’s talent pool or from a pool of over 300 million people on the web

In addition to using the data which AI provides, the right ATS technology also offers recruiters, hiring managers and executives the ability to interact and take action during each stage of recruitment; as a result, the process becomes more efficient.

While AI can’t point to the exact person an organization should hire (that’s the hiring team’s job, after all), it offers significant help in making sure you can locate top quality candidates. Whether it’s the ability to source and engage qualified job candidates quickly, vet their skills and ability accurately, or hire talent faster than ever before, an AI-backed ATS has the power to completely change the game for how an organization fuels their talent acquisition strategy.

Simon Oldham

Simon Oldham
Simon Oldham is the president at QJumpers, a recruitment platform.

Simon Oldham

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