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26% of corporate leaders and HR professionals agree that AI HR technology provides a significant competitive edge over non-adopting companies. Among seasoned adopters that percentage jumped to 45%. And among all respondents, almost three-fourths believe that AI will be infused into all enterprise software by 2023.
These statistics suggest that AI-powered recruiting and talent intelligence platforms are far from ubiquitous, but won’t be for long. Consequently, forward-thinking HR professionals and corporate leaders can still take advantage of the early-adopter positioning in the HR tech space. Here’s how to become an early adopter of AI-powered solutions in the recruiting and hiring context.
In that same 2020 Deloitte study, 90% of seasoned adopters of AI solutions agreed that AI plays a crucial role in their business operations. AI is no longer a sci-fi trope. From machine learning, deep learning, natural language processing and more, these technologies are playing a part in most organizations.
AI can revolutionize the way you find, attract, evaluate and onboard talent. It can find candidates you didn’t know existed. And it can do it all while saving time and money and reducing invisible biases. The result is that your company makes better hires and onboards them more quickly.
Learn what industry leaders have to say about successful AI implementations.
AI can make fairly straightforward software processes seem overwhelming. Start with something that is simple yet effective. Look for an integratable product that offers an immediate, tangible ROI and empowers your workforce for years to come.
Talent Intelligence technology can be integrated into any HCMS or ATS system. This means that your organization doesn’t even have to undergo tedious migration programs in order to reap the benefits of more intelligent HR technology.
According to an earlier Deloitte study, AI platform deployments don’t usually fail because the technology itself fails. Instead, one of the major weak links in the chain of deployment is the human factor. When your HR team isn’t sufficiently trained to utilize the software appropriately and efficiently, the result is a lack of willingness to use the tech at all. Ultimately, this intermittent usage might even evolve into a full-on abandonment of the platform unless corrected.
Start your deployment process by evaluating training needs and planning accordingly. AI is causing a recasting of the workspace, eliminating some job functions while creating others. In the interim, it’s up to the organization itself to ensure its workers know how to use the technology and how to work with the specialists who manage and troubleshoot it.
Inherent in the concept of early adoption is acting sooner rather than later. In fact, today’s business environment and super-competitive hiring market mean that now is the ideal time to adopt AI talent intelligence enterprise solutions. AI-powered HR technology is becoming easier to afford, simpler to use and increasingly high-powered, thanks to a growing community of users and iterative improvements.
You don’t need certification in data science or machine learning, but grasping the fundamentals of the ways in which AI makes the HR function easier through the use of neural networks to craft a much more detailed image of each candidate helps you sift through all the candidates more confidently.
For example, Censia’s talent intelligence platform lets you build a model of your ideal candidate based on keywords or uploaded data from a resume or LinkedIn profile. Predictive analysis tools then help reverse engineer that picture into objectively identifiable and quantifiable criteria and qualifications.
Early adoption doesn’t mean you must rush out unprepared and grab the first platform that catches your eye. Early adopters are smart and strategic when it comes to the solutions they roll out to the company. Take the time you need to evaluate the field and select the right TI platform for your recruiting needs.
The best way to start this process is by taking a hard, close look at your current methods and processes. Identify current bottlenecks in the recruitment pipeline and then ask of every possible solution, “what does this platform do to remove that obstacle and make the process easier?” Don’t move forward without understanding the answer to this question.
AI software can radically upshift output. In the HR context, that translates to better hiring decisions that are accomplished more swiftly. It’s easy to get lost in the technical aspects of it all while losing sight of the real purpose behind technological advancements such as AI: the people served by your HR team.
Focus on the ways AI helps your HR professionals play to their strengths. Emotional intelligence (EQ) is a skill that your AI-powered recruitment software can’t replicate. By empowering your team to focus on your most important resource—your company’s people—AI can help make your hiring process more successful and efficient.