By David Webb
In our previous article, we mentioned we focus on optimizing the recruitment processes to increase efficiency and minimize time-to-hire using AI and automation tools.
“From candidate screening automation to talent sourcing optimization and personalized candidate engagement, our AI & Automation project group regularly explores and tests new tools, focusing on AI-powered candidate sourcing and process automation using no-code solutions.”
This article will feature the tasks we’ve successfully automated in the Talent Acquisition team and the types of tools that have proven useful in each step in the process.
Talent acquisition is highly process-driven, making it an ideal candidate for AI and automation. The burgeoning selection of tools, like Make, Zapier, or Roi-AI, can streamline many mundane aspects of the work.
Imagine if we could screen and provide relevant feedback to every applicant within 48 hours. Interview scheduling is handled with a simple click, and offer letters and contracts practically write themselves. While this may sound like a dream, many of these processes are already within reach.
Calendly was groundbreaking 10 years ago, then Doodle came into the fray, and today, most Applicant Tracking Systems (ATS) offer integrated scheduling tools, taking us one step closer to complete automation.
Talent acquisition teams can focus on more strategic tasks by automating these processes.
Reporting and analytics
Reporting is crucial to talent acquisition, and automation tools truly shine here.
We use Greenhouse as our ATS, but its built-in reporting suite is lacking, and Talentwall provides a better reporting solution. Fortunately, dedicated reporting suites can be integrated seamlessly with most ATS, offering a more user-friendly and customizable experience.
This flexibility allows us to adapt reporting to our specific needs without being blocked by panic-inducing scenarios, like spending weeks transferring the database to a new ATS or paying for a swarm of data engineers and analysts to build a proprietary tool.
Candidate attraction and direct search
Automation tools are gradually changing the game, though high-quality outreach remains challenging.
We’ve tried the likes of LinkedHelper, and while it can save time by automating outreach, we still haven’t found a tool that fully automates sourcing.
Let’s talk about the elephant in the room, ChatGPT. If you attended the workshop Empowering Your Startup: How to Scale Your Talent Strategy at our latest Knowledge Conference, you saw me experimenting with ChatGPT to craft a LinkedIn outreach message live on stage. This AI has revolutionized candidate attraction processes, making it easier to compose job descriptions, compile lists of target companies, and draft personalized-yet-generic outreach messages.
Some tools combine process automation and generative AI capabilities, hinting at a promising future for sourcers.
Candidate assessment is a critical aspect of talent acquisition, and AI and automation tools are reshaping this area as well.
Some ATS implement machine learning to automate CV screening, (ideally) reducing human bias. However, there is a trade-off between eliminating bias and missing nuances that humans might catch. I also suspect that most of these are not really advanced machine learning but instead more basic functions limited to things like sorting by keyword frequency.
AI tools go beyond CV screening, assisting in creating standardized interview questions and automating video interviews, analyzing candidates’ responses, body language, and facial expressions.
We haven’t tried any AI interview platform yet, but there are a few, like Interview.ai or Retorio. Technical and soft skill assessments can be automated, too, using tools like Codility or Test Gorilla.
The role of AI in candidate assessment remains controversial, and its value depends on the volume and complexity of jobs and applicants an organization handles.
Test the future
In summary, AI and automation tools already offer significant benefits in talent acquisition, enhancing efficiency and productivity and potentially creating a better, faster, and more seamless experience for both recruiters and candidates.
The key is to try these tools and consider how they can complement your existing practices. Don’t be afraid to embrace the future and continue to test and adapt to stay ahead in this dynamic field.