Artificial intelligence (AI) is a hot topic in nearly every industry, and talent acquisition is no exception. AI and automation make it easier for companies to avoid bias, find top talent, promote internal mobility, and, ultimately, sustain a workforce that continually raises the bar.
What’s the difference between AI and automation?
In the midst of a technological revolution, AI and automation are often confused as the same technologies — largely because they tend to work hand-in-hand. That said, they each play their own distinct role in talent acquisition workflows.
Artificial intelligence (AI) refers to a machine’s ability to perform a specific cognitive function, such as learning, reasoning, or problem solving. In the context of talent acquisition, AI can be used to analyze large datasets, identify patterns, make predictions, and even perform cognitive tasks. For example, AI can leverage multiple candidate data points to deliver targeted job recommendations, as well as relevant content to nurture talent.
Automation is the use of technology to perform repetitive and predefined tasks without human intervention. For talent acquisition professionals, automation streamlines and expedites processes, reducing manual workloads and enabling talent teams to focus their attention on the human aspect of hiring.
For example, automation can be used to send recruitment campaign emails, track candidate progress through different stages of the hiring process, and other predefined tasks. These processes are often rule-based (e.g., “if/then”), which makes them highly structured and easy to automate.
How AI influences talent acquisition
AI has revolutionized talent acquisition, making the hiring process more efficient, data-driven, and unbiased. There are numerous (ever-growing) examples of its ability to positively affect recruitment processes and strategies.
AI can provide data-driven insights, minimizing biases in candidate evaluation and increasing the chances of finding the right candidate. This leads to better alignment between organizational needs and candidate qualifications. AI helps to make talent acquisition more efficient, equitable, and strategic by automating routine tasks, eliminating biases, and improving decision-making.
These benefits aside, it’s important to remember that AI is a tool — which means it needs to be used appropriately. Without proper application and monitoring, AI can present challenges. Ensuring that these systems are trained on accurate data is crucial to avoid historical data biases and unintentional discrimination. Furthermore, using AI systems may raise questions about transparency and responsibility. Organizations must balance the efficiency of AI with the ability to transparently explain (and defend) hiring decisions.
Finally, strong data protection measures are necessary. This ensures that you can collect and process personal data for AI analysis, while adhering to privacy laws.
How automation can improve talent acquisition
Automation can significantly assist talent acquisition processes. Automation is great for streamlining repetitive tasks, improving efficiency, reducing errors, and enhancing the overall candidate experience. Here are some examples:
- Communication with candidates. Automation can handle routine candidate communication, such as sending acknowledgment emails, status updates, and rejection notices. Smart automation can personalize communication with candidates by considering their stage in the hiring process, their specific inquiries, and any preferred communication channels.
- Onboarding and documentation. Automation can assist with the onboarding process by sending required forms, documents, and information to new hires. Smart automation can use data analytics to predict the onboarding needs of new hires based on their role, location, and department. It can offer a customized onboarding experience, suggesting relevant training materials, FAQs, and policies.
- Compliance and reporting. Automation ensures that hiring processes adhere to legal and compliance standards by tracking and reporting on relevant data. Furthermore, smart automation can identify potential compliance issues by analyzing data in real-time and proactively alerting HR professionals to address them.
- Candidate relationship management (CRM). Automation helps maintain a database of candidates for future opportunities, and send periodic updates and job alerts. Smart automation can take it a step further and use predictive analytics to identify candidates in your CRM who may be a good fit for upcoming roles, based on their skills and career progression.
Twin technological pillars for successful recruiting
In short, AI and automation serve distinct but complementary roles in talent acquisition. AI enhances decision-making and handles complex tasks, while automation streamlines routine processes. By combining these technologies, organizations can create a more efficient and effective talent acquisition process — one that allows HR professionals to focus on strategic tasks and provide a better experience for candidates.
Best of all? You don’t have to do it on your own. Symphony Talent uses both AI and smart automation to ensure that your time and attention can be devoted to other, more important tasks. Schedule a consultation with one of our experts today to learn more.