AI is overhauling the entire talent management ecosystem, whether in recruitment or arming the workforce with in-demand skillsets. The technology has become the newest tool in talent teams’ arsenal to counter the challenges induced by the COVID-19 pandemic.
With the integration of AI-powered solutions in recruitment and management-related tasks, HR teams also look to leverage their power to optimize high-volume recruiting processes. The need to optimize and streamline the process becomes critical as talent acquisition teams bear the brunt of rising attrition rates, courtesy of the Great Resignation.
This article explores how AI-powered talent intelligence platforms have become necessary to manage high-volume recruitment.
Making Screening a Bias-Free Process
Of the many challenges that talent acquisition teams face during the high-volume recruitment phase, bias-free hiring would be the one that tops the list.
Numerous studies have also indicated that characteristics such as gender and race are the most common elements in distorting recruiters’ hiring decisions. And with substantial evidence highlighting innovations within the workplace spurring from a more inclusive workforce, HR leaders are on their toes to integrate diversity and inclusion practices in the business environment.
The rise in AI-backed talent intelligence solutions has paved the way for talent acquisition teams to adopt a more systemic approach to hiring candidates. Especially during high-volume recruitment, AI is helping recruiters eliminate bias and build a more diverse candidate pipeline.
Talent intelligence platforms such as Draup enable talent acquisition teams to scout talent from diverse categories by sharing only necessary information. By leveraging Draup’s proprietary Diversity Navigator, recruiters also have access to a vast talent pool and pick suitable candidates from any background to suit their diversity needs.
Furthermore, the platform’s Blind Hiring tool assists recruiters with only the most relevant and necessary information required while hiring. This one-of-a-kind tool helps incorporate diversity within the organization by allowing recruiters to hire without bias.
Fast-Tracking the Process With Automation
With HR and talent acquisition teams sitting on mountains of data, finding the ideal fit for the job role does become daunting. The traditional approach of sifting through many applications during the challenging phase of high-volume hiring was a time-consuming and laborious process.
Using the power of AI, Automation is solving these present-day hiring inefficiencies to make candidate onboarding a more quick and less-demanding exercise. With AI-powered Applicant Tracking Systems(ATS), enterprises find a one-stop platform to automate repetitive tasks like scheduling interviews, accessing applications, and rediscovering talents.
Given the high-volume recruitment situation, AI-based ATSs can help talent acquisition teams move away from monotonous duties faster. Below are some of the notable use cases that enterprises are leveraging to reinvent their recruitment model:
- Evaluating and screening through resumes to find the best available talent at a much more rapid pace.
- Automating the interview pipeline – from scheduling, rescheduling, and sending out reminders about the interview process.
- Easy-to-follow dashboard to keep track of the applicants and navigate to the preferred pool of applicants.
- Reconnecting with the rejected profiles for openings in the future.
While ATS is a great addition to the otherwise traditional yet slow-paced recruitment process, enterprises can train their talent management teams for a hassle-free adoption of the system. This enables successful implementation and ensures they navigate quickly through recruitment-related tasks.
Streamlining the Entire Candidate-Recruiter Experience
During high-volume hiring, one issue that many recruiters are bogged down with is the inconsistent communication between the involved parties. Candidate experience is instrumental in helping HR teams in the tumultuous high-volume recruitment stage.
A report attests that about 70% of candidates never want to work with a company if they encounter a negative experience during the recruitment process.
Taking candidate experience lightly often results in candidates refusing the offer or quitting soon after joining. And as companies try to cope with soaring high attrition rates and the battle to close positions within a given time frame, talent management teams need to push for robust and feasible communication strategies.
HR teams must start optimizing candidate experience by leveraging the help of AI-backed insights. Several talent intelligence platforms provide a 360-degree view of the global talent ecosystem, talent trends, and specific insights, thus filling the insufficiencies lacking in enhancing the candidate experience and streamlining the talent acquisition process.
Talent intelligence platforms like Draup analyze personality traits, tech skills, soft skills, adjacent skills, employee information, engagement guidelines, and a hiring opportunity index to suggest candidates for a profile. The AI-driven platform’s support for HR leaders with insights helps identify and recruit high-quality, relevant talent, thus reducing the risk of bad hiring in the stressful times of high volume hiring.