Automation and artificial intelligence (AI) are accelerating fast – and HR is no exception. So should professionals who have traditionally helped with talent acquisition be worried?
A report by LinkedIn Talent Solutions (Global Recruiting Trends 2018) boldly claims that “data is the new corporate superpower”.
The report focuses on talent acquisition, surveying close to 9,000 talent acquisition professionals from 39 different countries. Specifically it covers the skyrocketing volume of data available and how it can be used: to predict hiring outcomes and candidate success, increase retention, evaluate skill gaps, and more.
So how does the new age of data affect the role of professionals – like recruiters and organisational psychologists – involved in recruitment?
Let’s look at screening candidates for a job. Data analytics tools, like Predikt-r, can be used to screen job applicants quickly and automatically – predicting who will be most successful in a position and separating high from low potential candidates.
Done at the front end, especially for high-volume roles, this eliminates guesswork the need to manually sort through every applicant. And employers instantly know the right people to interview.
However, rather than taking human judgement out of the equation, it simply pushes it to where it’s most useful. Predkit-r dramatically reduces the time spent manually screening resumes by instantly flagging top contenders and filtering out unsuitable ones.
Then recruiters and hiring managers can invest their time engaging top candidates to build rapport and assess cultural fit.
Used hand in hand, AI and specialist human judgement can yield incredible results. In fact, Predikt-r has been exhaustively tested to prove that shortlisting the right staff first (and avoiding high-risk candidates) equates to concrete savings and ROI, such as injury reductions equating to 215% ROI in three years.
In short, the developments in AI, data and predictive analytics promise to be a ‘win’ for everyone: HR professionals, job candidates, employees, and business in general.
Done right, it’s about maximising efficiency, effectiveness, confidence and credibility at every stage of the talent lifecycle.
Talk to us about smarter shortlisting – and see the Predikt-r difference for yourself.