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Choosing a strategic, AI-enabled future for your talent team is the first step to transforming the way your company hires. Now you’re focused on selling this decision to your executive peers. Selling the idea of recruiting AI can be extremely challenging if your colleagues aren’t aware of the problem it solves. At the same time, you want to surface the need for better hiring without discounting the capabilities of your team. Here are some guiding principles for navigating the delicate process of selling recruiting AI to the rest of your company.
Your C-suite has differing, sometimes competing priorities, but all these priorities are driven by one thing: the employees behind them. Recruiting AI will not only make your team’s lives easier, it will deliver higher quality talent to every part of the organization. Educate your peers on the behind the scenes hiring process they don’t get exposed to. The recruiting they see at the executive level is focused on passive candidates. The quality of candidates executives interact with is high, but the process is lengthy and expensive.
Get them excited about the value to be gained from reducing the time that key leadership roles remain open.
Get them excited about the value to be gained from reducing the time that key leadership roles remain open. More importantly, educate your executives on the difference between recruiting for upper-level roles, which mainly involves attracting the passive candidates that represent 95% of the market’s most in-demand talent, versus entry to mid-level hires, where active candidates dominate the talent pipeline. For those lower-touch roles that traditionally rely on sourcing active candidates, the issue is no longer confined to process inefficiency—the current unmanageability of the process becomes a hindrance to having the best possible talent behind every initiative. Higher quality talent ultimately benefits the entire team.
Making known the challenges of your talent acquisition team requires a level of vulnerability that can be uncomfortable as a leader—the last thing you want is to create the perception that your team isn’t performing. Draw confidence from the fact that your challenges are not unique. Recruiting as a whole has not yet benefited from the automation and intelligence that has swept other industries and functions. According to LinkedIn’s Global Recruiting Trends 2018, 35% of those surveyed said AI is the top trend affecting how they hire. The professional world has a long way to go in developing its understanding of the future of recruiting and how it will be different from today.
To build the case for AI-driven hiring at your company while protecting your team, cite internal metrics, but benchmark them against industry ones.
To build the case for AI-driven hiring at your company while protecting your team, cite internal metrics, but benchmark them against industry ones. According to SHRM’s 2016 Human Capital Benchmarking Report, average time-to-fill open roles is 42 days, and average cost-per-hire is just over $4,000. The time and labor intensive recruiting process is something that very few organizations have cracked. Record unemployment, accelerating turnover, and clunky HR systems are universal problems for talent professionals. Position the opportunity surrounding AI for recruiting as a way your company can gain an edge in the widespread competition.