One thing you can count on in recruiting is that it will keep on evolving—and also keep on generating data, while requiring more and more data as it moves forward. LinkedIn recently published the results of its Global Talent Trends survey. In it, they explore the trends shaping recruiting for 2020. For any organization to keep pace with the trends and improve on the most crucial metrics, it means using every tool at their disposal. And these days, there are few tools more powerful than AI recruiting.
AI recruiting takes the most essential part of HR—the people—and maximizes the work that your team can do to build your organization to its full potential.
AI Improves The Employee Experience
An organization is only as strong as its employees. When employees feel like faceless parts of a machine, it’s a poor experience all around—and an unhealthy sign for any company. According to LinkedIn, 96% of HR and hiring professionals say that the employee experience is a major factor for 2020. And while 68% of them believe that the employee experience has improved at their companies, there is certainly room for improvement.
The right AI recruiting platform can boost the employee experience by providing data and predictive analytics about employees who may be ready for a promotion or an internal job change. Using data to work proactively with employees to create opportunities and reach goals can improve morale and retention.
Tech can also help you remove friction from the most common organizational challenges, like helping streamline communication about compensation and benefits, managing large numbers of people effectively within an organization, tailoring training to employee needs, and using systems and tools that are more intuitive and effective.
People Analytics Improve Your Workforce
“People analytics” may sound like some cold, robotic way of looking at data, but in reality, it’s a way to gain insight into the hows and whys of people moving through your organization. People analytics take data points about your employees and help you see an overall picture of your workforce as a whole. What’s driving turnover? Are you putting the right people in these roles? Statistics, predictive reporting, and advanced AI recruiting algorithms can help you move those questions from the realm of the theoretical and into strategies that you can implement.
Turnover rate is a simple calculation, but applying data and analytics to the process can get you crucial insights into why people are leaving, how they were performing before they left, and what your organization might be able to do to retain your talent. Exit interviews are one thing, but people analytics combine data from other systems as well (like performance management) to create a bigger narrative. Knowing how your employees are doing, and why they leave, can help you fix upstream issues that can cause an organization to bleed talent.
Tech Makes Your Recruiting Faster And More Effective
You’re well aware of some of the frustrations of recruiting: gambling on job ads, finding passive candidates, moving candidates through the process at a snail's pace. Internal recruiting can help you solve some of the challenges of reaching outside the company to fill roles. But how can it be done most effectively?
AI’s ability to process massive amounts of data and turn it into meaningful insights helps you reach the “passive” candidates who are already sitting in your building. According to LinkedIn, about 15% of employees are actively thinking about leaving—and a whopping 80% are open to the idea of leaving if the right opportunity came along. If you can present these employees with options internally, why not take advantage of a ready-made pool of qualified candidates?
AI recruiting algorithms can sniff out “predictability signals” among your workforce to identify employees who are both ready for something more and have the qualifications for a particular role.
AI Identifies The Right People At Every Level, Across Generations
Now more than ever, with many Baby Boomers opting to stay in the workforce longer and Gen Z hitting the career scene, having a multi-generational organization is essential. Per LinkedIn, 89% of HR professionals say that having multiple generations under one roof makes a company stronger. The main challenge is learning how to navigate different levels of experience and expectation to get more out of employees at every age and level.
The insights provided by a data-driven AI recruiting platform allows you to make decisions about training (which can make older employees better able to stay engaged and develop future leaders in younger employees), promotion, skill gaps among employees, and other people-focused metrics. They can also help you determine when certain employees might be approaching the retirement threshold, and help you prepare for generational shifts and transitions within your organization.