HOW READY ARE YOU?

TALENT ACQUISITION IS EXPERIENCING A EUREKA! MOMENT

WITH AI.

WHAT DOES THE FUTURE OF RECRUITINGLOOK LIKE?

Qualified, available and interested talent delivered within minutes of opening a job. Career websites that “observe” visitor behavior to serve up super-personalized experiences. Automated reminders mapped across critical moments inthe hiring process through customized workflows.

However, before diving headfirst into AI for recruitment, you need to ask—and answer—the questions that are most critical to your success.

The future of recruiting is here. AI and automation are being applied to all aspects of the hiring process, augmenting recruiter performance and providing far greater value to the business.

Think of it as talent acquisition’s EUREKA! moment.

Are candidates dropping out of your hiring process in increasing numbers? Is turnover on the rise because employees don’t know about available opportunities? Is time to slate an issue because you can’t get candidates in front of hiring managers fast enough?

WHAT CHALLENGESNEED SOLVING?

No matter how good one’s intentions, it’s impossible to determine if an AI-driven solution is right for you without identifying the challenges that need solving.

HUMANS + MACHINES: WHAT DOES THIS RELATIONSHIP MEAN FOR YOUR TA FUNCTION?

Once you’re clear on the challenges, it’s time to envision where in the recruiting process humans and machines will interact and the particular role each will play.

Ideally, machines will take over the work associated with analyzing large amounts of data or the automation of time-consuming tasks, freeing up the recruiter’s time to focus on candidate relationships and strategic initiatives.

The right HR tech partner will serve as a critical ally, helping to measure and ensure that any potential risks don’t stand in the way of realizing all the benefits AI has to offer.

ARE THEREPOTENTIAL RISKS?

Consider hiring bias, which understandably remains a concern when AI is used to assess and rank candidates. There are safeguards you can put in place that address both the technology (good, clean data are driving the algorithms, with outputs regularly reviewed by humans), as well as the human aspect (removing bias-triggering details from resumes and training for interviewers).

Along the way, don’t lose sight of the people aspect, especially when it comes to the effective adoption and use of advanced recruiting technologies.

Not everyone on your team will have the same level of technical abilities, but you can leverage your people to close any adoption and usage gaps.

Establish a team of HR tech ambassadors—those who have an aptitude for technology and are therefore best-suited to pilot your AI recruiting solutions. These ambassadors can then “show and tell” best practices and lessons learned to the rest of the team.

HOW WILL YOUENGAGE YOURRECRUITERS?

“Given the ultra-competitive recruiting environment, it’s tempting to integrate AI-driven recruiting

technologies into your hiring process as quickly as possible. But taking the time to ask the right

questions and plan properly is far more likely to lead to the best-in-class processes and solutions that are essential to talent acquisition success.”

— Jayne KettlesChief Product Officer, GR8 People

Get in touch and see how our one-experience talent platform and strategic guidance work together to

deliver a successful recruiting tech rollout.

contact@gr8people.comcontact@gr8people.comGR8PEOPLE.COM 215.693.1122

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