The power of AI-TA
The rapid advancement of Generative AI in particular, offers recruiters unprecedented opportunities. As Matt Alder’s report highlights, AI can offer organisations real-time insights into skill for the future, salary benchmarks and competitor recruitment activity. This information enables companies to proactively adjust their strategies and act quickly to gain a competitive advantage. However, it is important to check the data carefully, as for now it is still largely unreliable. But this will only improve in the near future.
Dynamic Talent Pools
AI can create dynamic talent pools, as described earlier in this article, by identifying internal and external candidates who can be recruited quickly. By mapping skills and using automated sourcing, companies can build real-time talent pipelines. This enables recruiters to always have the right skills in place, whether for internal mobility, hiring permanent staff, or engaging freelancers and interim talent.
Smart recruitment marketing
Another powerful use of AI is smart recruitment marketing. AI can predict where job ads are most likely to be seen by the intended candidate. This optimises ads based on real-time performance and dynamically allocated budgets to maximise ROI and CPA. Parties like Radancy and Jobmatix are good at this. Thereby, language models like Facebook’s LLaMA can continuously personalise ads based on the behaviour of different audiences.
Process automation and personalisation
AI offers a unique opportunity to personalise the recruitment process at scale. By communicating with candidates 24/7 via chatbots like Scotty and virtual assistants, recruiters can give candidates continuous updates and guide them through the application process. This significantly enhances the candidate experience, making the process more personal and responsive.
Smart Selection
AI can match and rank candidates based on patterns in large amounts of data, making the screening and assessment process more efficient and less biased (in theory). This expands the talent pool and increases the chances of the right match between candidate and vacancy, ultimately leading to better performance in the workplace.
Facts and Figures
According to Gartner, 68% of CIOs and technology leaders expect AI-related technologies to be their top priority, more than any other technology. In addition, 63% of CEOs and executives are engaged in discussions about Generative AI during board meetings. These figures underline the growing importance of AI in strategic decision-making and operational efficiency.
Onboarding
AI can improve the onboarding process by tailoring it to the needs of each new employee, enhancing their initial experience and integration into the team. This can be especially valuable for hard-to-fill positions or in situations where there is intense competition for talent.
Starting now is winning later
To harness the full potential of AI, recruiters must start now to understand, use, test and learn from it. Gartner predicts that by 2026, as many as 80% of companies will have implemented Generative AI. That means a lot of new talent needs to be recruited, reskilled and people trained. This highlights the need for recruiters to start understanding AI now, and perhaps much smarter… integrating AI into their recruitment strategies.
