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Can hiring technology replace recruiters? No, but it can free them up to do other things.
The rise of AI in recruiting raises a provocative question for talent acquisition professionals: What is the role of humans in hiring?
Hiring technology can assist and, in some cases, replace certain aspects of hiring, which worries talent acquisition professionals that the human element will disappear. In a survey by Oracle, 69% of recruiters cited AI’s potential to dehumanize the recruiting process as their biggest concern with using AI-based technology. But when used correctly, technology optimizes and automates the hiring process, freeing recruiters up to focus their attention on the human elements.
Hiring is all about finding the right people to help a company achieve its goals. So recruiting consciously is key.
Words like “purpose,” “value,” and “personal growth” mean nothing to a computer, but they mean a lot to humans. In fact, employees who believe in their organization’s mission are more engaged and less likely to quit their jobs. So while AI can screen for qualifications, recruiters can screen for candidates who fit well into the culture.
And when someone feels comfortable at an organization, they’re a more engaged employee. Research shows that organizations with highly engaged employees experienced a 3-year revenue growth rate of 20.1%, compared to an average of 8.3%. On the flip side, disengaged employees cost American businesses $300 billion every year.
While technology can’t think for itself, it can create space for humans to do the thinking.
Hiring technology organizes massive amounts of information, more than any human should or could. Applicant Tracking Systems (ATS) and Candidate Relationship Management (CRM) systems have become ubiquitous in hiring and for good reason — they help recruiters sift through candidate data and keep the recruiting process on track.
AI-based hiring technology analyzes and interprets this data, providing insights about candidates. These tools go through job applications, talent pools, and even online platforms, to recommend the most suitable candidates for open positions.
Plus, technology automates repeatable tasks, like answering repetitive candidate queries through chatbots, so recruiters can focus their time and energy on strategizing and building relationships.
Sound like something your organization needs? With Crowdstaffing 360 all candidate data lives in one spot, so instead of using multiple recruiting tools, you can fuse all tasks into one platform and optimize every part of the recruiting and hiring cycle.