A New Landscape for Talent Acquisition

Artificial intelligence (AI) is no longer just a buzzword; it’s an opportunity for businesses to minimize the amount of time spent on mundane, rote tasks and enable them to focus on more meaningful work, says Kashish Daya Kapoor, General Manager-HR, NEC Technologies


Talent Acquisition today is experiencing the greatest disruption with emerging technologies and skill shortage leading to the most pervasive shortage of talent globally. The political and economic fluidity across the globe is further amplifying the challenges as most of us can foresee that shortage of work visas will make talent acquisition even more difficult.

However, the positive impact of this is that organizations today have become far agiler and are increasingly seeking new avenues to source and secure new talent. Talent acquisition leaders are developing creative and more integrated workforce solutions.

Smart solutions are paving the path for the Talent Acquisition story in the workspaces today. A new breed of platforms, including those from vendors such as Smart Recruiters, Lever, Greenhouse, Gild and others, have started from scratch, building end-to-end recruitment management systems that handle everything, including sourcing, ad management, analytics, online interviewing, interview management, candidate scoring, ongoing candidate relationship management and on boarding.

The fast pace at which technology has advanced has also triggered innovations in solutions to cater to the demands of the talent that corporates are always scouting for.

Artificial intelligence (AI) is no longer just a buzzword; it’s an opportunity for businesses to minimize the amount of time spent on mundane, rote tasks and enable them to focus on more meaningful work.

The skeptism around adoption of AI is beginning to give way, from being seen as a threat it is enabling agility and quality. Artificial intelligence is sometimes painted as a threat, assuming that it will make humans obsolete. In fact, the solutions that technology is leveraging are changing this mind set. Low-value add tasks can be automated, but AI is no substitute for recruiters, an inherently human profession. It will never be as the human part of HR; the strong emotional quotient will continue to have an edge.

Most talent acquisition employees spend a substantial amount of their bandwidth in, sourcing, resume matching, getting buried in resumes and job descriptions. Recruiting is a fast-paced business, and sometimes the quality of the recommendations suffers because there just isn’t enough time to dive into every person’s background thoroughly enough. Leveraging AI to automate this process gives you crucial time in the day and helps focus on making successful and good quality placements.

Ensuring a great candidate experience and achieving those placements more quickly is the name of the game. Understanding a candidate’s skills and background on paper is one thing, but meeting candidates in person and having a genuine conversation is the best way to determine an appropriate placement. When AI handles the tedious tasks and identifies the best people, you have more time to engage and nurture the candidates, making them feel valued and improving their experience with you and your company. There are tools today that enable this engagement by providing inputs on the softer skills, interests, behaviour traits about the candidate, making these engagements more meaningful.

Another interesting facet that further ensures quality hiring is that technology widens the schema of talent acquisition by weeding out the unconscious bias that maybe prevalent. Biases during the initial hiring process can lead to employers subconsciously choosing to hire those who are similar to themselves. This can be due to different rationales that lead to an unfair advantage. Such as a hiring professional choosing a candidate because they attended the same university as them or their hobbies and interests are similar to theirs. They may feel they want to hire someone similar to themselves as reassurance they will perform the job well because they share similar traits. However, choosing to hire a ‘mini-me’ will only result in a lack of diversity, meaning fewer different workstyles, inputs and ideas within the workplace which kills innovation as it promotes homogeneous thinking.

An automated hiring process would mean hundreds of job applicants are filtering in minutes. Therefore, the risk of hiring teams favouring candidates similar to themselves would be significantly reduced. Resulting in the remaining candidates being chosen due to their skills and experience matching the job requirements and no other influential factors.

The combination of the highly dynamic talent acquisition technology landscape and the inescapable pressure of critical skills shortages will drive Talent Acquisition to urgently identify a viable path forward which will be in the right direction and will be a key enabler to business by providing quality talent.

Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house

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