What to Expect from 2019: Recruitment Automation
Mar 8, 2019 10:59:44 PM
What Talent Acquisition areas will be most transformed by technology in the year 2019?
There are several popular areas that repeatedly are mentioned: 1) advanced forms of AI-assessments, including video assessments, bias management, 2) AI chatbots for recruitment automation, 3) special talent networks (networks of teachers, hourly workers, IT professionals, minorities, women, etc.), 4) intelligent search filters for sourcing.
For me the biggest impacts will be seen in using intelligent chatbots that enable the candidate to understand quickly what the job is about and what’s in it for them. There is huge investment still in corporate ATS platforms, using technology to successfully mine/identify candidates in those platforms must finally happen this year. Quote «2019 is going to be a challenging year for organizations, using technology to sensibly automate the candidate journey will happen this year as the technology is available and cheap. Up until now, It’s been another task for recruiters to get to and they haven’t always managed to find the time.»
— Martin Dangerfield, Global Head of Recruitment & Talent Acquisition Leader
With all the momentum in this space, my guess is we’ll see the pendulum swing too far. The human connection element is the art of recruiting and the key to talent matching. Companies that automate the human element out of their strategy will see an adverse impact in competitive spaces.
— Jenn Longbine, Global Director Talent Acquisition at Nike
As a Technology Career Coach and IT Recruiter for global companies, it’s clear that AI, the Cloud and the ability to build custom chatbots, also known as Automated Service Agents are in high demand. Major commitments to migrate priority HR apps to the cloud have been ongoing priorities for a few years, especially after MS and Amazon opened the door. I see chatbots ability to transform the hiring process, drive recruiting efforts and also improve the candidate experience by responding to inquiries and starting the pre-screening process before live recruiters are even engaged. Additionally, talent acquisition areas will be heavily impacted by new UI solutions, advancement in software development and engineering.
— Steven Davis, Expert Engineer E2 Coach, Talent Manager, Technology Career Coach at Recruitment Professional
I think all the aforementioned areas will be impacted but, to me, it all comes down to candidate engagement. With competition for good people as high as it is, companies need to be available to candidates, woo them and allow for as much engagement as the candidates need/want.
— Phil Pelleriti, Director Talent Acquisition at UNM Hospitals
I think chatbots will be huge as well as advanced search filters and managing prospects ! Recruiters need to have advanced search filters for their prospect files
— Karen Farmer, HCM Workday Consultant, Talent Acquisition, Certified Project, Change Management and Lean Six Sigma Professional
TI believe the biggest advances in HR Technology will be centered around how to combine both AI technology, chatbots and video interviewing/assessments.
— Nicky Gibson, Talent Acquisition Executive
I think the area that will see the largest impact of AI will be talent acquisition with many AI solutions maturing and businesses moving from experimentation to operational use. The strongest area will be candidate scoring with AI but recruiter efficiency and candidate experience will be transformed by AI as well. A key concern that needs to be addressed is diversity and inclusion not only in terms of bias detection and remediation but also by AI increasing the diversity of the talent funnel through selection and candidate experience.
— John Medicke, Distinguished Engineer at IBM Watson Talent Solutions
The digital transformation in recruitment will do another step in 2019 — The chatbots will lead the way. Recruiters and candidates here in Israel will learn and get used to this digital and technology changes (specific in the recruitment process). Afterward, we will see other tools that will get in – AI-assessments and intelligent search filters. As for my offer – I think that smart video interviews, including AI and face-recognition, will get place in the late of 2019.
— Avi Dantes, Head of Recruitment Solutions
There are several areas where AI can may boost Talent Acquisition- I think about reducing bias and improving ease and comfort of online assessments. Now moving on, I believe the experiences that hiring managers and candidates have while considering AI investment as well as interacting with AI may become a key to more AI acceptability and AI adoption. Macro-economic and political developments are once source for identifying these other trends. For example, with the gig economy, and since we at iCMO are a hybrid recruiting (Full-time roles) and staffing (contractors) firm, we see great opportunities for AI and Automation to optimize, that is, help companies determine where they can best leverage permanent workers, contract workers or dare I say – automation.
— Ronald Brien, Talent Recruiter, Startup Advisor
AI and increased data-based intelligence will transform the Talent Acquisition field first in the targeting of job seekers. This may take the form of finding special talent segments within larger audience (e.g. blue collar or IT professionals in a media site), or intelligent targeting of job ads (e.g. recommendation, or personalization of results) based on user behavior and deduced data, instead of manual filtering.
— Joonas Pihlajamaa, Director, Recruitment and eCom Oikotie at Sanoma Digital Finland
The most transformed area of Talent Acquisition, will be resume screening, filtering and assessing candidates on required skills through AI. It is going to be game changing when it comes to streamlining resume review, making intelligent decisions during the screening process. In the future, AI will help identify resumes, displayed perhaps in the order of relevance for hiring managers. It will also remove human error and fatigue when reviewing dozens of resumes. AI will help when it comes to metrics for tracking diversity and inclusion. AI engines will also help to gauge the overall performance of the hiring funnel, check recruitment process health and determine what stages require improvements. For instance, we can precisely know what sourcing channels are performing the best, our current funnel conversion rates at each stage and how candidates are faring against the set of assessments assigned to them. So, filtering candidates will become easier as it is going to provide data-driven insights into their performance vs. abilities required to succeed at the role.
— Sumeet Chadha, Global Head Onsite Recruitment and Professional Services at Tech Mahindra
At XOR, we believe in retaining employees and efficiently wielding automation to save money and time in recruiting. With the XOR chatbot, conversations with potential candidates are conducted by AI built to be indiscriminate and set with 100+ languages to accomodate any interaction. Currently 60% of applicants drop off from the hiring process when approached with traditional recruiting. Reclaim those applicants with XOR and schedule a demo now.