Speaking on the opening day of the show, Tommy Lai, Director of Marketing at recruitment technology pioneers Oleeo, said: “Machines can analyse exponentially more data in a fraction of the time it would take humans. Recruiters can benefit from this. In essence, it is the application of artificial intelligence (AI) into talent acquisition in much the same way it works in our everyday lives. It needn’t be complicated and offers huge benefits to recruitment.”
Seeking to debunk the myths that AI replaces employees, Lai said there were 5 key reasons that employers should seek to adopt AI now:
- Fill hard to fill roles by widening your talent pool
- The future is diverse - reduce bias & improve diverse hiring
- Hire the best before competitors, by hiring faster
- Cut costs & let recruiters do what they love
- Higher retention, better job performance, identifying more future leaders
He added: “AI breaks the sources of talent wide open to quickly attract, engage and hire the talent you need. Clever algorithms can enable you to highlight the diamonds in the rough that no one else knows about, where the amount of effort to find them will no longer often outweigh the reward. Instead, the AI tools can automatically flag to you, candidates that have all the key indicators of success you're looking for, but are not from your usual sources.
“AI done well will offer you first contact with these potential superstars who can aspire to be future leaders in your organisation and its blind selection will ensure a recruiter embraces diversity across different races, sexual orientation, gender and more without adverse impact.”
The need for AI now is critical. The administrative burden on a typical recruiter is growing – between 60-80 individual tasks for each hire. AI can help recruiters save up to 40% of time, increasing recruiting efficiency and giving recruiters back time to make the hiring process more human and personalised. Additionally, it can help support delivery of budget reductions and produce efficiency savings by automating more of the manual workload involved in hiring decisions.
Lai also showcased how AI can also be deployed as part of attraction and engagement techniques ensuring candidates are never left in the dark in the hiring process and enabling recruiters to be more personalised in nurturing advocacy.
He concluded: “Building great talent is about resetting behaviors and using tools that unleash potential. We need to give teams tools that foster unbiased thinking and unbiased selection. It’s no longer good enough just going to the same old sources. It’s time to open up unlimited sources of talent using AI tools that deliver an experience which engages diverse talent of all persuasions, perspectives, and experiences at any point in the journey.”
