AI-powered recruitment platforms are the latest tool in the modern recruiters’ arsenal. With Covid-19 sending the global workforce back to their homes in tier-2 and tier-3 cities & recruiting going the online route, talent management teams are witnessing a rise in Artificial Intelligence use cases in recruitment.
AI is bringing a true revolution in talent management. It has the potential to sift through massive data sets, spot patterns, and learn over time. In time, talent analytics will automate the process, ensuring better talent fits.
AI-Powered Talent Insights Empower Recruitment Strategies
Talent analytics generates valuable data about the workforce, allowing employers and Talent Acquisition (TA) teams to improve their decision-making. With the data, recruiters can get invaluable information about their talent pipeline, talent pool, and current employees.
TA teams can leverage talent analytics to identify their workforce strengths and weaknesses and make sourcing decisions. Recruiters can know where to place each candidate, improve team performance or create a proper workforce incentive.
Companies must have a sourcing strategy with a data-driven roadmap by extracting relevant information about the past and current job roles. TA teams can use these insights to better understand their hiring needs, obstacles, and possibilities.
Moreover, businesses get direct support and enable better informed and compatible sourcing decisions. Here’s how data from talent analytics improve recruitment strategies and goals.
Candidate location – Talent insights let TA teams know where job seekers come from and their proximity to the geographical location of the job role. The data could help decide if it is feasible to allow hybrid form or telecommuting to expand their talent pipeline.
Candidate sourcing – Analytics platforms allow TA teams to identify the most successful candidate sourcing channels by how a job posting is performing. For example, TA teams can get clicks on the ad and correlate between the applications and complete job applications.
Internal mobility – It is possible to measure the success of internal mobility and employee referrals by checking how many workers viewed or shared a job posting.
Marketing campaign data – TA recommends the best timing and focal points. The platform can adjust the exact hour to start the promotion, widening their outreach and incentivizing interested job seekers.
AI Aligns Candidate Expectations with a Company’s Objectives
Robotic process automation has taken over candidate communication and interview scheduling, freeing up time for the HR team to develop creative solutions for hard-to-solve problems and create better candidate engagement strategies.
AI tools can help recruiters put together stronger candidate personas by using data that shows what factors predict success and where recruiters can optimize job titles and descriptions for SEO and appeal to many candidates.
Essential is the usage of AI because it flags unconscious bias in gendered words into the company’s vocabulary. As per a study, words like ‘ninja’ discourage women from applying, and ‘supportive’ and ‘collaborative’ discourage men. Technology can help recruiters remove bias and build better and more diverse candidate pipelines.
Additionally, assessment tools can evaluate candidates’ passion, purpose, and mindset, learn about the candidate’s enthusiasm and commitment to mastering the requirements of a role, their alignment with a willingness to contribute to the vision and values of an organization, and if they have a growth mindset.
With such information, recruiters can identify candidates aligning with the organization’s culture and goals, increasing the likelihood of candidates staying long-term and meet strategic objectives faster and stay ahead.
AI Empowers New-Age Recruiters to Win the Talent War
Companies receive an immediate value, quickly transforming their recruitment process. They can, of course, spend less time, save more money, and hire quality candidates, but AI-based platforms can also derive insights from facial expressions, gestures, and other non-verbal cues of candidates.
Case in point, recruiters can ask questions and see how candidates react under stress which AI can assess. It detects anger, happiness, nervousness, excitement, and more, not detectable by the naked eye, giving an edge to recruiters in the talent market.
Talent intelligence doesn’t dehumanize recruitment, and AI may not automate everything; in fact, the opposite. While talent data systems run in the background, HR teams can focus on personalization. Outreach becomes the more intentional, diverse, and inclusive scope of job seekers can be reached.
Your candidates will thank you for the speedy response time, and you will have more time for personal relationship building and a refined hiring strategy.
This translates to a strong employee value proposition and a culture that inspires learning, innovation, and growth while offering flexibility, inclusion, and diversity. The priority will be to track qualitative metrics like source-channel effectiveness, time to hire, retention rates, candidate experience rating, etc.
Draup’s talent management solution lets HR leaders visualize ethnic and gender diversity across geographies, business functions, and job role taxonomies. HR leaders can leverage the insights from the talent intelligence platform to elevate the career path of minorities, helping achieve true diversity and inclusion.
Draup is excited to partner with From Day One for a virtual conference on New Ideas and Tactics for Successful Diversity Recruiting
As part of the event, Vijay Swaminathan, CEO & Co-Founder of Draup, will cover a thought leadership session on
Vijay will explore how companies can add more value to their talent pipeline by leveraging AI-powered digital tools and using talent intelligence best practices
- Use talent insights to empower your recruitment strategies
- Align candidate expectations with your business objectives
- Win the talent war with AI-powered recruitment insights
This session will also assist recruiters in converting and aligning talent insights to gain the upper hand in the war for tech talent.