Last week, we shared some of the overarching themes that we believe will impact the future of talent: recession-proofing your workforce, the expanding role of the recruiter, and more. Today we’ll take a deep dive into one of those important themes: the role of AI and technology in the recruiting space.
Often when people think about automation of any kind in the business world, they imagine a workplace devoid of human interaction and emotion. Instead, we believe the application of technology will actually make the future of talent more human. There are some great reasons to expect more “human touch” than ever before for AI-powered talent teams. For example:
AI is creating a need for softer skills.
Adoption of automation and technology is changing the workplace as businesses increasingly look to automate mundane, repetitive tasks. As a result, “softer” social and emotional skills — which machines have yet to master — are becoming more sought after in today’s job candidates.
In an analysis of 25 common skillsets, researchers from McKinsey found that demand for skills like empathy, leadership, and communication is expected to increase dramatically across all industries between 2016 and 2030 — growing by 26% in the US and 22% in Europe.
The same study revealed that the need for higher cognitive skills like creativity, critical thinking, and decision making is also on the rise. Demand for these skills is predicted to increase by 19% in the US and 14% in Europe by 2030.
New efficiencies allow humans to do what machines can’t.
Research from Accenture supports the idea that technology — and AI in particular — is forging a new relationship between man and machine. They predict that by 2035, AI could double annual economic growth rates and increase labor productivity by up to 40%, while also cutting labor costs by 18 to 33%.
The flip side is that, as AI-powered technologies enable people to make more efficient use of their time, humans will have more opportunities to do the things that humans do best: imagine, innovate, and create new things. So while technology can provide gains in efficiency, uniquely human abilities remain the driving force behind true business growth and happy workplaces.
Working together, humans + AI will benefit job candidates.
As we shared last week, recruiting teams are starting to leverage the best technology and processes to build connections and qualify the best candidates. Tech is becoming more readily accessible to companies of all sizes, and new AI-powered tools are improving the efficiency of recruiting processes.
Specifically, we see several important benefits when humans and tech work together for the good of the candidate:
- Less time wasted. Technology allows recruiting teams to work more quickly, spending less time on repetitive manual tasks that can be automated and more time building real connections with candidates. Where human recruiters might be able to review a handful of candidates in an hour, automated tools can vet multiple candidates in just a few minutes based on pre-set parameters.
- Better candidate matching. Technology is useful in creating an efficient and accurate pre-screening process. Using AI-powered chatbots, talent teams can easily pre-screen candidates by gauging responses pre-populated list of questions. Candidates who best match the role are easily identified and ranked, saving time and effort for both recruiters and applicants.
- More engaged candidates. AI can help to remove bottlenecks and prevent qualified candidates from dropping out in the early stages of the hiring process. With automated drip campaigns, recruiters can send regular messages to stay connected with candidates and keep them from going cold — ultimately ensuring that no good candidate is left behind.
- Elimination of bias. Using AI to select and filter job applications can help to eliminate unconscious bias. With this tech, the most qualified candidates move forward in the process and create a more diverse and inclusive workforce for the organization.
- Easier hiring for hard-to-fill roles. Not every job opening is an easy hire. Seasonal positions, federal contracts, and certain roles in finance and healthcare require very specific skills, certifications, and schedules. Intelligent hiring tools can help talent teams to automatically screen for these requirements and ensure that only appropriate candidates are included in the pool of contenders.
In the weeks to come, we’ll dig into more aspects of skills hiring for the future, both on our blog and in our email communications. If you have questions about how to get started with intelligent hiring, don’t hesitate to reach out!