Get the Latest News and Updates from us.
Here at Censia, Talent Intelligence (TI) is a way of life. We spend every waking moment refining our technology because we know that it has the ability to transform the way people find, evaluate and hire talent, which causes a ripple effect in departments, companies and society as a whole. TI eliminates major challenges and bottlenecks from the recruiting process, and allows companies to find the best, most diverse talent at scale.
Yet despite its potential to transform talent as we know it, artificial intelligence (AI) and TI are still intimidating, and there are lingering concerns about how hard it is to use, how expensive it is to adapt, and whether or not it poses a threat to the very people implementing it.
To better your understanding of the potential impact of incorporating TI into your workflows, we surveyed talent teams, CHROs, and recruiters so that we could share how and why they have implemented TI, what the process was like, and what they like most (and least) about their TI software.
Here’s what we learned.
Work smarter, not harder. Do more with less.
These words have been easier said than done. Until now.
The vast majority of respondents said that the biggest benefit of incorporating TI is increased efficiency. Of our total respondents, 81% percent said they liked that TI made their work easier and 74 percent said they loved that it made them more efficient in their jobs.
Our survey found that 75 percent of recruiters don’t completely understand TI and 30 percent remain wary, afraid that artificial intelligence (AI) might eventually replace them.
But what the survey also showed is that recruiters should not look at TI as their competition. Instead, they should view this technology as an Iron Man Suit that helps them complete their work more quickly and with more powerful results.
Human Resources will always need human beings to carry out the personal aspects of the job, and TI automates and improves the most tedious parts of their work (such as resumé screening and passive sourcing) so that recruiters can spend more time with candidates and on internal mobility, an often neglected area that can significantly improve talent team ROI.
TI allows recruiters to do away with the more tedious aspects of their jobs (like sifting through resumes and tracking pros and cons of individual candidates) and to instead focus that energy on more beneficial duties like reaching out to passive candidates and negotiating job offers.
Of the total respondents in our survey, 95 percent said they believe TI is a valuable recruiting tool. When identifying their top TI priorities of 2020, 92 percent of our respondents said they are focused on improving the quality of candidates, 85 percent said they want to improve the candidate experience, and 73 percent said they plan to use TI to accelerate the speed of hiring.
All of these goals can be accomplished with Talent Intelligence.
Perhaps this is why 93 percent said they believe TI will revolutionize recruiting.
Because it can.
Because it already has.