The foundation of a high-impact workforce relies on the quality of its employees, but we can’t build successful teams with antiquated recruiting processes. As the demand for talented individuals goes up and pressures on recruiting teams simmer, talent acquisition professionals are constantly in search of better ways to hire. More than half of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool and, unfortunately, that’s because many of them are doing so by hand. On average, talent acquisition professionals spend nearly one-third of their work week(about 13 hours) sourcing candidates for a single role and some groups spend even more. Fortunately, new automation technologies are coming to market that offer more efficient ways to modernize and streamline recruiting efforts.
As the hiring process has evolved from newspaper ads to job boards to social recruiting, the next wave of this industry is recruiting automation. Just as salespeople and marketers have benefited from software-enabled automation in recent years, recruiters are increasingly turning to automated mechanisms for hiring the best talent, and the industry is responding accordingly. From initial candidate sourcing to the final hiring decision, new technologies are coming to market quickly to address the latest hurdle. Today, the recruiting automation landscape encompasses nearly 70 different technologies, and we anticipate this number will only grow.
While many will sensationalize the notion of artificial intelligence (AI) by conjuring up images of witty robots and faceless companies, don’t be fooled. Recruiting automation is designed to give recruiters a promotion, not replace them altogether. Employers are already adopting recruiting automation tools that do everything from source candidates to schedule interviews, screen applicants and even conduct background checks. The purpose is to give recruiters more time to be creative and strategic. Much like Salesforce and other sales automation tools did not render sales professionals obsolete, we anticipate a similar trajectory for recruiting automation.
Tasks like drafting an effective job description, which can be incredibly time consuming, can be automated as a machine learning tool can help predict how it will perform and offer tips to maximize the number of applicants. Hundreds of resumes can be prescreened by machine learning algorithms in order to sort out the best candidates. Once those candidates are identified, recruiters can create customized messages that are drafted ahead of time. Even screening and interviewing candidates can be automated with technologies that can analyze candidate voices for emotional cues and analyze recorded phone interviews that rank them in order to match the best candidates to the job.
Companies around the world are recognizing how AI can help temper company spend and advance productivity. For example, Kraft Heinz has invested in AI to cut costs and identify inefficiencies. The company has implemented AI across a number of areas to optimize performance, including sales, marketing and, more recently, the supply chain and manufacturing. As global chief information officer Francesco Tinto told The Wall Street Journal, “Business as usual doesn’t exist anymore.”