You’ve read about AI’s ability to elevate your talent acquisition organization as a strategic player for your entire company. You’re willing to put work into investing in positive change. You understand that to realize this vision, you need the help of an external AI partner. Only the market is awash with recruiting AI providers that can appear indistinguishable to the untrained eye. How do you determine who’s best for your organization to work with? Delivering recruiting automation is one thing, but enterprise-ready AI is a whole different game.
First and foremost, your AI provider should be completely aligned with your talent organization on business goals and objectives. Establishing this synergy will be your first line of defense against falling for the AI hype. Furthermore, your partner should work with you to develop a shared understanding of your business metrics, to help reinforce your business purpose for AI and analyze your return on investment. Similarly, your partner should have an articulated vision for their products and company, and the connection between your direction and theirs should be evident.
Engage your IT and procurement partners in doing your due diligence to vet your potential AI partners. With any IT solution, you should investigate the company’s background, support resources, and existing client experiences. For recruiting AI solutions especially, devote extra attention to confirming that they can scale to the enterprise level while supporting customization to meet needs unique to your organization, all to enterprise security standards. Your recruiting AI solution should also integrate easily with your existing systems, and you should also make sure that your data sharing agreement protects your company’s interests. An AI vendor having little data of their own and heavily relying on yours is a bad sign for their technological maturity. Watch out for vendors who have long been in the software business, but are new to AI.
Ensure that your provider can scale its solution to the enterprise level, but is willing to start small. For example, if your business goal is to eliminate use of recruiting agencies, your partner should be willing to start at handling 30% of roles traditionally filled via RPO. You should reach an agreement where you phase your rollout of recruiting AI based on pre-set key performance indicator targets. One of the main purposes of recruiting AI is helping talent acquisition teams demonstrate their impact through data. Your AI provider should be willing and able to do the same for you.
In this day and age, more companies are providing solutions that can be easily integrated into existing systems, replacing the need to migrate massive amounts of data and train teams in new systems. Many new technologies, including Censia’s Talent Intelligence, can be used on their own or integrated directly into your current system. Currently, there are a number of plug-and-play integrations, including SAP SuccessFactors, and more.
With all the hype surrounding AI, finding the right partner can be challenging. Let your clear, measurable business goals be your guide, do your homework, and start somewhere you can manage effectively and learn from. If you’d like to hear about how some of Censia’s clients have done it, contact us today.