10 ways to drive TA success with AI, analytics and automation

These technologies are helping employers land the right talent with the least amount of hurdles, according to speakers at the HR Tech Conference.
By: | October 29, 2020 • 3 min read
(Photo by Spencer Platt/Getty Images)

Taking a page from David Letterman, a trio of panelists from Jobvite today outlined a top 10 list to HR Technology Conference and Exposition® about what talent acquisition will look like in the months and years ahead.

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In its presentation, Tomorrow’s Talent Acquisition, Today: The AI, Analytics and Automation Top 10, the Jobvite team laid out how those technologies can be used today to create better candidate journeys, more efficient recruiting processes and measurable, data-driven outcomes for a talent acquisition organization.

The presenters were Zach Linder, vice president, analytics and machine learning; Morgan Llewellyn, chief data officer; and Dwaine Maltais CEO of Talentegy, which was recently acquired by Jobvite, a talent acquisition technology provider headquartered in Indianapolis.

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In descending order, Jobvite’s top 10 ways that AI, analytics and automation will reshape TA, by enabling HR and TA leaders, are:

  • 10. improve the candidate journey
  • 9. foster greater diversity and inclusion
  • 8. improve audience targeting
  • 7. hire more qualified candidates
  • 6. engage candidates faster
  • 5. source better candidates
  • 4. screen candidates quickly
  • 3. host better events
  • 2. demonstrate results
  • 1. solve the unsolvable

For example, Llewellyn outlined why there is a “real business case” to be made for why your organization should be more diverse and more inclusive, apart from the legal concern for many organizations.

“When we talk or think about diversity and inclusion, it’s not just enough to have a diversity and inclusion feature within it within a TA product,” he said. “Diversity and inclusion should be part of everything that we do from a data and an AI perspective.”

“It’s about being able to widen that funnel, to find the best candidates, and then use other pieces of AI, use the recruiters themselves to help narrow that funnel down for D&I,” he added.

“Diversity and inclusion should be part of everything that we do from a data and an AI perspective.” Morgan Llewellyn, Jobvite

When it comes to No. 1 on the list, solving the unsolvable, Llewellyn said, the idea is that, as vendors and employers work together and collaborate, things that seemed impossible not long ago suddenly can become possible.

“This is not the AI and ML from over a decade ago,” Llewellyn said. “This is ready for prime time. We work with customers to understand their challenges, where can AI can better assist and help them really achieve the business objectives.”

In the end, said Linder, the critical point for embracing emerging tech in TA is understanding where it can make improvements and exposing that data in the form of key metrics or dashboards that can easily be tracked on a regular basis. This Linder said, is critical to continuing to evolve and improve the results of recruiters and members of the talent acquisition team.

Click here to view the full presentation.

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“Nothing that we’ve talked about is waving a magic wand, but what we do have to consider is we have a lot more tools and capabilities than we had even a couple of years ago,” Linder said. “I’m super-excited about the future of talent acquisition. I see a convergence of digital marketing with technologies like AI and ML to really get very smart about how we automate to serve a terrific candidate experience and attract and engage new talent, as well as manage the entire hiring journey.”

The HR Tech Conference will feature free, virtual content through Oct. 30. There is still time to register. For more information, click HERE.

Tom Starner is a freelance writer based in Philadelphia who has been covering the human resource space and all of its component processes for over two decades. He can be reached at hreletters@lrp.com.