Talent acquisition with AI: how AI transforms sourcing, screening, and diversity.
In this video, you’ll learn:
Companies say they can find people, but not the right people. They have a lot of resumes, but not matches. Not the people they want.
Existing employees are often ignored, while employers spend millions on agencies, sourcing firms, and headhunters.
AI can help avoid this, finding candidates who have the right skills for the job at hand. Many of the best candidates are being ignored because perhaps they attended a lesser-known college, or work for a company the employer may not have heard of, or have skills that are not listed in their resume. Maybe they are already a current employee, unaware they’re a great fit for an open role.
Companies also have a lot of past applicants who’ve been told that companies will keep their resumes on file and get back to them. But usually, they don’t.
Meanwhile, alumni are forgotten when they leave a company.
Employee referrals get lost in the system.
Talent Intelligence Platforms can use AI to surface the right people for a job. A recruiter or hiring manager can take an open job and describe what’s needed for that job. They can even indicate ideal candidates — people they’d love to clone to do the job if they could. The AI then understands what skills those ideal employees have to better describe the role.
The people a recruiter or manager searches for in a Talent Intelligence Platform are past employees, people who have applied before, passive applicants found online, and new applicants for a job. Companies have a network of people, maybe 200 times their employee population, in one area where they can source from… a Talent Network.
This network consists of profiles of people that are continually refreshed. In other words, someone who applied five years ago will have their profile automatically updated. The AI is continually taking information from many public data sources, and enhancing what it knows about much of the working world. Someone may fit into a job now after gaining valuable skills and experience over the last five years.
This really changes the hiring manager and recruiter relationship. The two parties can look together at an open job. They can list the skills and experience necessary to get that job and succeed in it. They see in real time which candidates in the Talent Network are a match. They can then adjust their skill and experience requirements to enlarge or shrink the pool.
AI can be used to match anyone. Like the person who quit three years ago for a new challenge, or the one almost hired last year.
AI helps in the screening process by taking a look at what skills job candidates have that may not be apparent. The AI can indicate that it’s very likely, based on where a person has worked and when, that the candidate actually does know a certain skill that’s not listed in their resume.
Once recruiters have these people, these leads, in a Talent Network, they can send emails with relevant content, specific to them. These marketing campaigns can then be segmented. For example, they could just be sent to company alumni, or just to people who are graduating from certain colleges.
Recruiters can even hold an event, including a virtual recruiting event, using AI. They can invite candidates from their Talent Network or load up a set of resumes. AI will read all of the resumes in seconds, automatically identifying top talent for open positions. The AI can select a portion of the Talent Network who will be most interested in the event topic, or the positions the company wants to fill. AI will show them that there are open positions matching their skills, encouraging them to register, attend, and apply.
A better understanding of skills at scale transforms the entire process of talent acquisition.
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