ScopeAT

Probably every recruiter has felt the pressure to tackle multiple high-priority tasks at the same time or the stress of a massive to-do list. And like entropy, those demands only seem to grow.  

But Jonathan Kestenbaum, managing director of technology, strategy, and partners at the talent solutions company AMS, foresees a change. 

A brake on entropy? 

Yep. Pretty much.

New technology will give recruiters the opportunity to finally make headway on all those business challenges that they haven’t had time to deal with, Jonathan said at the Talent Connect breakout session Shaping the Future of the Workplace with Emerging Technologies. 

Jonathan spoke on the panel, along with Ajay Sah, vice president and global head of talent acquisition for Capgemini Financial Services, and Dan Reid, senior director of product management at LinkedIn. The moderator of the panel was Adam Hawkins, head of sales for the LinkedIn Talent Solutions search and staffing vertical. All of the panelists agreed that technology is already transforming the way recruiters work.

The question is, are talent professionals fearing the future or embracing it? 

Emerging tech excels when it’s used to take on repetitive, time-consuming tasks

One thing that became clear during the panel: The future is now. The panelists described innovative ways in which technology is already being used among recruiters.

Job descriptions that automatically adapt to the candidate. In talent acquisition, you can use AI to create job descriptions that are targeted to specific demographics. Also, the imagery on AI-generated job advertisements can automatically adjust when the ads are shared on social networks so they target the specific groups you are trying to reach.
Chatbots that onboard new hires. Bots can be deployed to have dynamic conversations with job candidates. From an onboarding perspective, bots can answer HR questions and help candidates stay engaged throughout the process. They can also be used to update job applicants on the status of the decision-making process — and even negotiate with them once they’re offered a role.
Software that takes the guesswork out of sourcing. Another trend that has grown over the last couple of years is the use of candidate relationship management systems (CRMs) — software that automates many of the processes used to source candidates, such as identifying potential talent, communicating with candidates, and tracking candidate engagement. Companies are also finding ways for CRMs to work with other systems. For example, Candidate Relationship Management Connect is an integration between LinkedIn Recruiter and various CRMs.
AR and VR that can be used for recruitment fairs. Capgemini transformed the idea of a college career fair when they developed one in the metaverse. The company started with an experience for students from five universities that allowed them to use VR goggles and avatars to interact with recruiters in a virtual world. Now the company is exploring other ways to integrate AR and VR into the workplace, Ajay said. For example, some job candidates might feel more comfortable in an interview setting with the armor of an avatar or new hires might be more likely to feel a connection with the organization in a virtual environment. “We are using the platform,” he said, “to do several onboarding and pre-onboarding sessions.”

Despite the breakthroughs in technology, there is still a critical need for humans

As exciting as new technologies can be, there are many tasks still uniquely suited for humans. “Technology is only as good as the people and processing built around it,” Jonathan said. “So it’s super-important when we bring any technology into our organizations that we optimize our people and processes around that technology.” That might mean changing procedures, creating new safeguards, and constantly reevaluating processes as technology evolves. 

AI isn’t designed to replace jobs, Dan pointed out. Rather, “it’s designed to augment.”

An example of augmentation at work is the use of AI to help you write an InMail message to a candidate who is just right for the role you’re trying to fill. You might be given three suggestions of ways to make the message read more effectively, Dan said, but you still have full control over the message that ultimately goes out.

The help you receive with that message might free you up to focus on different aspects of the job. Recruitment professionals are hired to identify top talent, Dan said, and “close the deal.” Technology gives you more time to do that.

When you invest in tech solutions, don’t chase “the shiny object”

With so many technological advancements promising to make sourcing and talent acquisition easier, it can be challenging to know what to spend money on. 

Jonathan recommends starting with the business problem. “I have sat through thousands of these demos with these tech companies,” he said, “and they always sound good. They’re always the best, the greatest, the only, the first.” But the bigger question to ask yourself is whether it can solve your current problems or help you reach your current goals. “Make sure,” he said, “that you don’t get wooed by the shiny object.”

Organizations, of course, are concerned about the cost of all these new technologies. Ajay advises recruitment firms to start small, test out a new technology on, say, one unit within the organization. If it works, then implement it across the entire business. Doing so makes costs more justifiable, he said, “because now you’re using the same template across the board.” 

He also shared the value of building on past technology successes. “What I did in the past using AR and VR,” he said, “I would use the same template and take the learnings from my previous experience to see how we can be successful so that we are not trying to repeat the same mistakes.”

Panelists also pointed out the importance of using AI responsibly, compliantly, and legally. Policymakers at the European Union, for example, recently agreed to a sweeping law that will regulate many aspects of artificial intelligence. In the U.S., legislation surrounding AI has been introduced in at least 25 states and the District of Columbia. 

Final thoughts: An opportunity to practice delegation

Successful professionals have long championed the value of delegation. New technologies can take on many of the tasks we want to hand off and, in some cases, can do them more effectively than we can.

With less time spent handling repetitive tasks, recruitment professionals can focus on the more human aspects of the job such as finding ways to improve candidate experience or building a stronger relationship with top talent.

“I believe computers will compute, humans will engage,” Jonathan said. “This is going to help elevate us.”

Uncategorised