Most employers want the same things. They want to attract top talent, establish a unique employer brand, and deliver the personalized experience that quality candidates are craving. Smart talent acquisition leaders also want to find ways to help their teams work more efficiently, while simultaneously building meaningful relationships that improve retention and employee performance. AI-powered recruiting tools can help achieve all these goals.
We’ve already covered how a recruiting chatbot can relieve human recruiters of certain repetitive tasks and free up their time to focus on the more nuanced aspects of conversational recruiting. In our Definitive Guide to Recruiting Chatbots, we explain how AI-powered recruiting tools can help increase conversions and reduce the time to hire. Each company has unique goals and problems, and nobody knows more about an organization’s recruiting needs than its talent acquisition leaders.
In this article, we’ll take a look at what talent acquisition leaders need to know before making decisions about adding AI recruiting tools to their technology stack and taking their recruiting efforts to the next level. Here are three questions to ask before making the investment.
Question #1: Are AI recruiting tools a better fit for enterprise companies or SMBs?
Companies that benefit the most from AI-powered recruiting tools operate in a variety of industries and locations, and are looking for different types of talent. However, they also have a few things in common. Size and volume of recruitment needs are paramount; most employers using AI tools for recruiting are enterprise organizations that are making thousands of hires a year. And while smaller organizations can also benefit from AI recruiting tools, the efficiencies and speed to hire can really add up for larger organizations.
A recruiting chatbot is just one part of a successful talent acquisition technology strategy. Large enterprise employers reap the most benefits from a comprehensive chat solution that also includes live chat, scheduled chat, and online events. All of those pieces work together to support a conversational recruiting strategy that boosts candidate engagement and creates an employer brand that stands out among the competition. In tight talent pools, this amounts to a tangible advantage.
As with any new technology tool, the time and headache of implementation is a big part of the decision. Fortunately, adding an AI recruiting chatbot can be as simple as dropping some code on to your careers site. The adjustment for candidates and recruiters can be virtually seamless, and your team can start feeling the benefits almost immediately.
Question #2: What types of recruiting problems are you trying to solve?
When you’re considering AI-powered recruiting tools, it’s important to focus on problems you want to solve within your organization. This spans beyond your immediate recruiting challenges. Most talent acquisition leaders are tasked with sourcing hard-to-find talent, improving the quality of hires, and improving the candidate experience. In each of these areas, AI recruiting tools can offer huge benefits.
Sourcing and quality
Using AI tools to support your sourcing and recruiting efforts can help your company make better hires, starting with the quality of your pipeline. For example, AI sourcing tools scour the web to find the profiles of candidates who are more likely to become a successful employee. These new tools look beyond the traditional keywords found in most resumes and LinkedIn profiles. Instead, AI sourcing tools look for correlations. So if employees hired from Company X are, on average, more successful than employees hired from all other companies, even if employees from Company X don’t have the requisite keywords associated with their profile, then the AI sourcing tool will recommend more candidates from Company X.
And while AI sourcing tools are on their way to becoming world class talent hunters, it is still just as much about what you can offer candidates. That is what will ultimately convince them to talk to your recruiting team. One way to do this is by hosting online career fairs. These online career fairs are a way to expand your reach and lure in higher quality candidates, including passive candidates, while offering the personalization they crave. Once those candidates are in your pipeline, your talent acquisition team can employ conversational recruiting techniques to assess each candidate’s fit for the position as well as your company. From a candidate’s perspective, this process illustrates that your company cares about their priorities and skills, and that you value what they bring to the table. Offering a better candidate experience gives you a leg up over other employers competing for the same talent.
When it comes to the goal of improving candidate experience, AI recruiting tools like recruiting chatbots can come to the rescue. Recruiting chatbots are more responsive than what is traditionally offered on a career site, so when candidates have questions or want to move forward in the process, they don’t have to wait to start a conversation (like they would if they fill out a form or an application on the website).
As an added bonus, by interpreting the data that AI tools collect,recruiting teams can make smart decisions about other parts of the onboarding and personnel management processes. Predictive analytics from AI tools are already helping a lot of employers meet their talent acquisition goals, and the trend will continue to grow in the coming years as technology becomes more sophisticated and employers learn new ways to make use of the information.
Question #3: Is employer branding a top initiative for your organization?
Competing for top talent is a big challenge for employers in specialized industries, particularly when your ideal candidates are highly technical and well educated. And highly technical and well educated talent transcends all industries from technology to finance to healthcare and more. A majority of recruiting leaders within these industries believe a strong employer brand has a big impact on the hiring process, and there is measurable evidence to support that assertion. LinkedIn estimates that companies with stronger employer brands (as compared to their competitors) benefit from a 43 percent decrease in the cost per hire. Candidates also want to work for companies with a positive reputation, and will even accept lower pay in exchange for becoming part of a great team.
If employer branding is important for your organization, a key way to establish a unique employer brand is through personalization. AI-powered recruiting tools offer an innovative approach to satisfy that need. Using conversational recruiting tools also makes it easier for recruiters to build relationships with candidates, adding the human touch back into what has often become a faceless, anonymous process. For talented candidates faced with a tough decision about their next career move, AI-powered recruiting tools can give an employer an edge over the competition.
Investing in your company’s future
Choosing the next stage in your company’s digital transformation is undoubtedly a complicated decision. Understanding how your organization can benefit from AI-powered recruiting tools is one big part of the puzzle. The other component is thinking about how technology can help you maximize the talent of your human team. Since AI tools won’t entirely replace human recruiters any time soon, if ever, it’s important to invest in your people at the same time in order to keep your competitive edge well into the future.
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