It amazes me that articles are still being written on this subject and that a vast number of companies have not yet woken up to what should be “standard procedure’ and “order of business’ when it comes to what companies should be doing today when it comes to recruiting and their talent acquisition practices.
The article states that “the impact of artificial intelligence on the business world has not been lost on leaders with 80 percent of enterprises investing in AI” (Vanson Bourne Survey). The article further goes on to discuss that many businesses focus on “how AI can change their approach to getting work done from automating processes to learning customer’s behavior and tailoring offerings.....”
The acceptance and wide adoption of SalesForce.com is a classic example of this – with the entire sales process being managed efficiently and effectively through this now widely embraced platform.
However, talent acquisition and recruiting are coming late to the party. Many HR executives and recruiters are resistant to change. They tend to stick with the known, such as antiquated Applicant Tracking System (which for the main part is no more than a depository where resumes are assigned to wither and die). And, as for “intelligent” technology; they still cannot quite grasp the concept that it can do a better job than a bevy of recruiters swarming each day to troll resume databases or review the mountain of incoming resumes and then spend countless hours on the phone trying to screen applicants who through the tertiary review, look promising. More time needs to be spent and accepting the thesis that there is a better way to getting the right people in the right seats. That is where AI stands to make the biggest impact today.
Why does this amaze me? 15 years ago I developed and launched a web-based technology called ApplicantAnalytics™ which was designed to match every applicant position specific against an “ideal” candidate profile for each unique position. This totally obviated the time consuming tasks of resume review and screening interviews in order to uncover qualified candidates. It was my intention to license the platform and for companies to manage it themselves. However, resistance was great – but more understandable 15 years ago. It was a hard premise for them to accept and adopt a technology to manage processes which historically had been handled by humans. They were just unable to comprehend and accept there were just some tasks that are better and more efficiently managed by technology.
The consequence of this was that for 15 years I employed the platform as my back office in my search consulting firm. It handled the entire resume / applicant assessment process – creating detailed candidate profiles – and producing a ranked list of the best matched against the ideal candidate profile. I could be “interviewing” hundreds of candidates simultaneously for any number of open positions for my clients without having one human being involved in the process. Once the ranked list was provided, human interaction could begin – but only with those candidates that the technology had identified as having the necessary experience, skills, certifications, education, etc. required by my client companies for each of their open positions.
We have further developed the platform, its intelligence (both Applied and Artificial) and added a great number of other significant differentiating functionalities which allow it to manage the ENTIRE recruitment process from beginning to end through robotic and transaction process automation. The WFX Digital Talent Acquisition Platform is a game changer – checks all the boxes of what recruiters and candidates alike, say they would like to see in a solution to fix the broken recruitment process.
The economy is good – and according to the Forbes article – that can be bad.
Currently there are far more jobs available than people to fill them – it is now a job seekers market – and they are sick and tired of being ignored and not treated with respect by hiring companies. The mindset and policies of catering to a more select and discriminating pool of candidates who are now driving the train, is something that companies must wake up to and address.
Communicating with – and human interaction by recruiters – needs to be brought to a whole new level. Tasks which previously bogged recruiters down need to be turned over to automated digital processes – including matching candidates to each unique open position in an in-depth and superior way using complex algorithms – and not just Artificial Intelligence, but Applied Intelligence based upon the hands - on experience of professionals who have been placing people for many years. Based on human experience – what the norms are – and who is right and who is not for a job – takes years of practice to attain. All of this has been built into the WFX Matching Engine.
While others tout they have the best and brightest AI tool to match candidates to jobs, they are still employing basic key word matching (albeit at a more sophisticated level), Boolean search techniques or binary questions. Result: recruiters still have to spend an inordinate amount of time qualifying what is being presented as a “candidate shortlist” without any in-depth knowledge of their skills or true qualifications for any given role.
However, in spite of the vast number of enterprises investing in the new digital age and AI technology, HR is resisting and close minded to adopting new platforms and digital solutions that would make not only the ability to make better hires – but to make them more quickly, efficiently and cost effectively.
In fact, the challenge to get them to open the door – learn and listen – has not advanced significantly from 15 years ago. Can companies afford to continue to let their HR and recruiting practices and process continue to lag behind the rest of the enterprise? Technology may never eliminate the human touch, but it can help move the needle to a far better process – identifying and engaging with the right people faster.
AI, as the Forbes article clearly states, is changing the approach to getting work done. Now it is the time for HR to step up and allow it to influence human jobs today – both in terms of their own internal recruiter’s productivity and efficiency, but the candidate experience too.