Talent recruiters were always accused as robotic, mechanical and impersonal but with the change of time, robotic artificial intelligence are emerging as big savior. In a recent survey on the role of AI in recruitment, it was found that 76% talent professionals believe AI as a sourcing tool generates higher quality candidates.
According to the survey conducted by Korn Ferry on around 800 talent professionals, talent acquisition professionals are welcoming AI as a tool. In the survey 51% said big data and AI are making their roles easier, with 40% saying the top way it helps is providing valuable insights, and 34% saying it has freed up their time. Of the 14% of respondents who say AI in recruitment has made their jobs more difficult, the majority say they have too much data and they don’t know what to do with it.
When asked to compare the quality of candidates today to five years ago, when AI was still in its infancy, 65% said candidates are more qualified today. Despite this, 56% agree more roles are filled through internal candidates compared to external candidates, which demonstrates a growing focus on home grown talent. In addition, 75% companies surveyed shared that they have an Internal Mobility program. Previous training on the company’s protocols and procedure, as well as the understanding of the company’s culture, puts internal candidates ahead of the game when coming up to speed in learning a new role in a new division or geography.
“AI helps us dramatically enhance outcomes by reducing the time spent on sifting through large numbers of candidate CVs to find those best matched for a particular position,” said Pip Eastman, Korn Ferry Managing Director APAC Regional Solutions. “This is particularly true in emerging markets where there are many potential candidates, but niche skills are in short supply. Looking ahead we’ll see more leaders finding ways to reskill and promote existing employees.”
“Data for data’s sake is not a solution for smart talent acquisition practices,” said Franz Gilbert, Korn Ferry Vice President of Product Innovation. “Recruiters need to refine their skill sets and work with the right kind of AI tools that will provide them with critical information such as compensation analysis and supply/demand reports on particular job categories in specific regions. We use AI to provide hiring managers with tangible insights, not simply industry rules of thumb or anecdotal stories about similar searches.”
To further solidify the role of AI in recruitment, the vast majority or 78% of respondents say they have at least some understanding of how AI can impact the recruiting process, and 78% say they are excited about working with AI even more in the future.