It was such a tight labor market long with more open roles than there were people to fill them. And we’ve all seen how quickly that has changed with more than 40 million American workers being displaced over the last 13 weeks. We’re seeing progressive HR teams using this time to build their candidate pipelines to make sure they are ready to staff up quickly when the time is right but can develop their teams with highly qualified, diverse candidates.
There is a strong need for automation and smart technology to help augment and support HR teams that are strapped for time and resources. As recruiters are engaging in discussions with active and passive candidates, tools automate the entire recruiting funnel. It includes features from Job Advertising and Talent Network, which help recruiters drive meaningful and targeted engagement strategies within their active candidate talent communities to Talent Discovery, which allows recruiters to communicate and engage with passive candidates.
Coming out of the Great Recession, companies that had continued to invest in their brand during the downturn saw a much quicker return than those who had significantly decreased their efforts. Internal community-building platforms tool create ways for employees to share their experiences at the organization both internally and externally so that prospective employees can understand the culture and ultimately develop an interest in working there. This tool can then be used to help drive referrals from existing employees as positions are available, allowing employees to easily share open roles with their networks on external social media platforms.
How AI Is Integrated Into the Recruitment Process and How It Can Help with Diversity
AI plays a significant role in many different elements of the Talent Acquisition process, helping reduce time-to-hire, and ultimately cutting costs for companies. A shortcoming of some systems is that they will filter applications based on single search terms without context. Still, AI can help these systems extract the meaning of a word based on context - a functionality. This is critical for words that can have multiple meanings like “graduate,” “java,” or “multimedia.” During this part of the process, AI can assess candidates based on skills and effectively cut a pile of resumes in half, bringing relevant candidates to the top, saving time, and generating a diverse pool. If hiring managers only look at candidates’ previous roles, they will limit their consideration set to people within one field but when filling a client services role, for example, bringing in candidates with relevant skills from different sectors will provide access to a wider pool of candidates with unique experiences, skills, and ideas.
When built the right way, AI is also valuable in identifying and mitigating biases. AI is integrated into both candidate and recruiter experiences. AI Job Posting Tool for recruiters makes it possible for HR managers to identify unconscious biases in near real-time as they are writing job ads. The AI will alert HR managers to inherently biased phrases – whether it’s pronouns like “he” or “she” or phrases like “rock star” that lean towards females. The tool also provides each job ad with a “Candidate Appeal Score” that gives HR managers insight into how well they will perform to attract applicants.
By building strong AI tools, companies can help time-strapped HR teams save time on admin tasks, identify strong candidates better, and reduce biases to increase diversity in hiring.