Organizations are turning to AI to recruit within their walls to stem the Great Resignation.
Talent acquisition faces new challenges in the era of the Great Resignation as dozens of workers leave their jobs. In a Wednesday HR Tech conference session titled “The state of talent acquisition technology: ATS is not enough ”, Madeline Laurano, founder ofAptitude Research, said that the talent acquisition market is growing rapidly and adapting to the new reality.
As employers step up their hiring efforts, Laurano proposed five trends that HR managers should be aware of when it comes to talent acquisition.
Trend 1: CRM Recruitment Marketing
Companies are now looking at CRM databases as a way to manage talent, create campaigns, manage talent pipelines, and interact with career sites.
However, CRMs remain expensive. “If you’ve invested in a CRM, it’s no small purchase. It’s a big investment for organizations, ”she said.
There is also a lack of resources. “Sixty of today’s companies don’t have enough resources in their talent acquisition team to support many recruiting marketing efforts,” she said.
“We found that 16% of organizations have a role dedicated to recruiting marketing managers. It’s quite shocking when you look at the marketing function within an organization and you see these different roles within the marketing function and yet we still don’t have that dedicated role for recruiting marketing professionals into the business. Most technical assistance teams, ”she said.
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Trend 2: Correspondence with AI
Artificial intelligence pairing has grown in popularity over the past year as organizations face a deluge of job applications. That’s because recruiters just don’t have the time to go through every resume and every application and think about who would be best suited for a position.
AI matching, however, can be a confusing area as companies tend to only view it from an efficiency perspective. “They often don’t think about the ethical implications of AI, [ask if] these solutions are ethical in how they approach candidate consent, understand how they use that data and whether they meet established industry standards, ”she said.
Laurano urged companies to think beyond efficiency and how the technology will ultimately be used. “If you are interested in correspondence with AI, [I encourage you] to think about not only the different vendors, but also your purpose and how you’re going to make sure vendors use this technology to make sure it’s fair and equitable.
Trend 3: Conversational AI
Conversational AI is taking off. Last year, Laurano found that 7% of businesses are using or expressing interest in conversational AI, but this year that number has grown to over 40%.
Conversational AI was once used to screen applicants and help them through the application process. Now, Laurano is seeing Conversational AI used for interviews and onboarding of new employees. “If someone isn’t sure if they should bring their lunch on the first day of work, or if they are going to get their parking pass, that seems like an embarrassing question to ask your new manager,” a- she declared. “Conversational AI can [help with] this.”
There is a big difference between a chatbot and a conversational AI, warned Laurano. A chatbot usually answers frequently asked questions that have been uploaded by the user. “If the candidate asks a question that is not part of a loaded FAQ, he will not get his answer and he will be referred to a recruiter or to no one at all” Laurano said.
Trend 4: Programmatic job ads
Companies are increasing their investment in programmatic job postings at a very rapid rate, and this is transforming their view of advertising, she said. Once a business uses programmatic job postings, it never looks back. “It really automates and streamlines all of the advertising functions,” she said, including negotiating with different job posting publishers.
In addition to reducing their ad spend, HR managers often see a better recruiting experience by using programmatic job advertising. “We certainly expect more companies to use it to market [grows] for this trend. Anyone who works in a large marketing department is using programmatic in one way or another, ”she said.
Trend 5: Internal mobility
While the internal market has been a hot topic, organizations are just starting to wake up to the automation of hiring candidates in their current workplace. Laurano found that 15% of companies are using or planning to use internal mobility capabilities this year.
Applicant tracking systems can help retain employee loyalty by determining whether an employee does not feel recognized or made a contribution to the workforce.
“The challenge for many companies is that internal mobility has been done in a very traditional way, where companies advertise a job internally and wait for an employee to find that job,” she said.
One company said Laurano that when an internal candidate does not get the job, 68% of them leave the organization.
“It could be someone who may not be happy at their job. If they liked their job, they saw this ad and thought they would apply to try something new, ”she said. “If they don’t understand, they feel insulted and leave the organization.