Updated: Jul 13, 2021
Whatever industry you’re in, the biggest and most-difficult-to-solve recruiting challenge is finding the most qualified candidates for the right jobs quickly. For recruiters and hiring managers like you, there simply isn’t enough time in the day to review, evaluate and qualify the quality of each applicant. And for your candidates, applying for a job is a manual, time-consuming process without much transparency.
You won’t have missed the significant push over recent years for companies to bring in-house and automate much of the recruitment process’s heavy lifting. It gives companies a higher chance of recruitment success and candidates a better experience. For these reasons, you might even have been part of this push yourself, using front end triage tools like Intelligent Recruitment Platforms. The speed of innovation in this space is staggering. I worked with a San Francisco based company a few years back in helping bring their product to market here in the UK. It was fascinating how advanced and disruptive their thinking had become. And this wasn’t even advanced AI, probably just some solid machine learning, or ML.
So, imagine what you could do with a cutting-edge Intelligent Recruitment Platform (IRP).
What sets this technology apart from others is that all the capabilities in these platforms are built using AI and ML technologies. You can identify the most-qualified and ready-to-go candidates in no time, and rapidly match them with the right opportunities in your company. The IRP can then centralise the assessment of candidate applications from multiple regions quickly, create an easy-to-use and transparent candidate experience, then shortlist and distribute the most qualified candidate to the regional hiring managers quickly and efficiently. Phew. That’s most of the hard work done for you.
So, when can you give it a try?
Don’t doubt that this new wave of talent search is coming. But the real tell will be how you integrate these advanced solutions into your existing legacy systems and complement any Applicant Tracking System (ATS) Platform you use already. As with most things, it’s likely that younger organisations with fewer legacy processes and systems will be able to adopt these new tools quicker. It’s those organisations that have a distinct advantage in finding the best talent quicker.
Take the area of software development, for example. Here, there’s a distinct imbalance between supply and demand of talent. This has meant that good developers are being constantly bombarded by recruiters for roles that they have no interest in. I suspect that in this space these new automated platforms will resonate quickest and have the biggest impact amongst tech savvy users. Of course, matching the best talent with the best jobs will clearly require bilateral data compliance. But as long as candidates are getting a net better experience, there is no reason to think they won’t adopt this approach.
What does this mean for the way we do things now?
For the likes of LinkedIn, we will only know in time. But in the meantime they can certainly co-exist – even complement each other..
Looking to the future, though, this technology may well accelerate the demise of the good old CV. A legacy of a bygone day. And that’s just one way AI is changing recruitment.
Want to talk more about how to accelerate and streamline your recruitment process in the technology economy? I’d love to hear from you. Get in touch at firstname.lastname@example.org.