Data has been on everyone’s mind lately. Especially with the recent Congressional hearing, we’re all a little curious to know if Mark Zuckerberg already knows how we’ll take our coffee before we order it. Yes, big data is not-so-gradually shaping many areas of business. From predicting market trends to knowing the optimal times to fully staff your coffee shop, there is an immense amount of information out there that you can take advantage of if you choose to do so. But what about recruiting? How will data and artificial intelligence play a role in in the talent attraction process?
The use of data and AI to create recruiting intelligence is referred to as predictive recruiting, and it is predicted to grow by 800% in the next five years. Predictive recruiting is a vital tool that uses big data and recruiting AI to assure that you are allocating your resources effectively to the right places at the right times. It can be used to streamline your early-stage recruiting tasks, cast a wider net into the talent pool, and make sure that candidates that do reach your desk are the right ones for the job. With unemployment remaining at a record-low 4.1%, this could be the edge you need. Let’s take a look at how predictive recruiting will specifically influence the talent attraction process.
Your past candidates will not be forgotten. The average job opening receives 250 resumes. With only one of those applicants receiving an offer, it is unavoidable that there will be quality talent left over that you are missing out on. Instead of starting over from scratch every time you have a job opening, predictive recruiting can be used to pull quality candidates from previous openings. After all, your perfect candidate may have already applied.
Shortlisting will be a thing of the past. We know, you’re really sad about this one. Detailing through 250 resumes until you have a shorter more qualified list was your favorite part of your job. Our deepest condolences. In all seriousness, reducing time spent on shortlisting is a major advantage of using a recruiting AI to sift through your data. Predictive recruiting can quickly scan resumes and return a neat list of the most qualified candidates for your role. From that point, you can take the extra time you saved to get to know these candidates on a more personal level to really make sure you are bringing on the perfect fit for the job and your company culture.
Artificial intelligence is not limited to just looking outward to better the recruitment process. It can also be used for looking inward to your company to predict job openings before they even open up. This is called predictive job mapping. Predictive job mapping uses the vast amount of data you have available about employee hires, resignations, horizontal movements, and vertical movements. Recruiting AI can use this data to provide an accurate map of when positions are most likely to open up for one reason or another. You can use this data to influence your recruiting efforts and stay ahead of talent acquisition needs.
Predictive recruiting allows you to be the best recruiter you can be. It takes care of the time-intensive and grueling tasks you didn’t want to do and allows you to focus on the more enjoyable human-oriented aspects of recruiting. Keeping a database of past applicants, shortlisting, and predictive mapping are just a few of the many benefits that can come from recruiting AI and big data. The possibilities are endless if you just take advantage of the data that you already have.
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