Intelligence Automation Is The Game Changer You’ve Been Waiting For

Intelligence Automation in Recruiting

“I wish we had a robot to do that.” It’s a statement every one of us made at some point in our childhoods. Whether slaving away over our chores, or procrastinating on our homework, we’ve all wished for machines to rid us of the more tedious tasks in our lives. And over time, those machines have come to be, helping with everything from doing the dishes to vacuuming the pet hair from the floor while we sleep.

Household tasks aren’t the only ones we dread doing, though. In our work lives, we likely all have a list of repetitive jobs we don’t look forward to. The good news is that just like at home, machines are swooping in to help with the jobs we’d rather not be doing.

Understanding Intelligence Automation

Machine automation involves computers, and sometimes even actual robots, completing the tasks humans would otherwise be responsible for. According to the Society for Human Resources Management (SHRM), there are three types of automation:

  • Robotic Process Automation: The automation of routine administrative tasks 
  • Cognitive Automation: The automation of more involved tasks, relying on skills such as pattern recognition to perform successfully
  • Social Robotics: The automation of tasks requiring autonomous movement and interaction (think: driverless cars)

It’s the cognitive automation (otherwise known as intelligence automation) that is making the biggest splash in the business world today. Combining machine learning and intelligence with human collaboration, this type of automation can not only learn and repeat processes broadly, it can also look for patterns and alert human counterparts to potential alterations in those patterns that may result in more efficient and effective results. 

In other words, intelligence automation learns over time and works with humans to implement changes, allowing it to constantly evolve and improve upon the processes it completes. 

Business Benefits

In the business world, this type of automation can produce incredible results. A recent Deloitte Insights report stated that this “combination of human and artificial intelligence implies far-reaching change in the structure of our organizations.” 

The same report found that executives expect their automation to increase by 27 percent over the next few years.

But SHRM is quick to point out that automation doesn’t eliminate jobs. Instead, it eliminates job functions that human employees are inherently inefficient or inconsistent at completing. By eliminating human error from these repetitive processes, the end result is perfected, and human employees are freed up to complete more involved tasks. 

The Deloitte report backs this up, finding three main benefits to businesses embracing intelligence automation:

  • Increased productivity and cost reduction (with executives that are already utilizing intelligence automation reporting a 27 percent reduction in costs to date)
  • Greater accuracy
  • Improved customer experience 

Companies are paying attention to the rave reviews intelligence automation is getting, with a recent Forrester Consulting survey finding that 58 percent of companies with an annual revenue over $1B are already using automation technology. 

Applying Intelligence Automation to Recruiting 

New technology can be a bit overwhelming for everyone, but intelligence automation is meant to remove some of the stress from our jobs—not add to it. This is especially true for recruiting, where intelligence automation can:

  • Improve the candidate experience
  • Streamline the recruiting process
  • Eliminate bias
  • Provide quantifiable data in candidate comparisons 

Let’s face it: there are aspects of recruiting that could, and probably should, be automated. In fact, 100 percent of recruiters surveyed by Ideal in 2019 believed that sourcing, screening, and matching were all tasks that could be automated. By embracing this automation, recruiters could then be freed up to conduct a more thorough interview process with top candidates—something that only a human employee could do. 

Gone are the days when recruiters should have to spend weeks pouring over hundreds of applications. It’s time to embrace the idea that we do, in fact, have machines that can do that, allowing humans to focus on the more involved aspects of their jobs.

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