What are the Top Uses of AI by Talent Acquisition Leaders?

Use of AI in Hiring

Competing priorities and shifts in the talent market have TA leaders willing to consider new digital solutions for their most urgent challenges. According to a new Montage research report, 51% of TA leaders are now using artificial intelligence (AI) technologies to improve their hiring process and performance. So, what are the top uses of AI by talent acquisition leaders? 

AI in Hiring - using AI
The current top five uses of AI by talent acquisition leaders are in alignment with their primary pain points:

  • 54% use AI to automate administrative tasks and free up recruiters’ time
  • 54% use it to better assess candidates’ fit for the role
  • 51% use it to better manage high application volume
  • 47% use AI to create more consistency in candidate evaluation
  • 45% use AI to better manage high-volume hiring

These leaders are fairly unified in their decision to use AI technology primarily for hiring tasks that do not require in-depth decision making.

Factors Driving a Cautious Approach

TA departments traditionally have been underfunded and risk-averse, so it’s not surprising that AI adoption by TA is still in the early stages. Of those TA leaders who have not adopted AI, more than half (57%) are unsure if their company will adopt AI in the next five years, according to the report.

Impact on the candidate experience is another factor in TA leaders’ cautious approach. In their role as protectors of the candidate experience, TA leaders must take into account candidates’ acceptance of AI in hiring. With the new realities of the talent market, TA leaders are under pressure to provide digital, consumer-like hiring interactions for candidates. However, consumer AI has developed faster than AI hiring applications. By 2020, 85% of customer service transactions could very well take place without a human agent, but when it comes to job searches and employment, the talent market isn’t there. Though candidates prefer some digital interactions in hiring, they are not comfortable with machines making hiring decisions.

94% of candidates don’t want to be evaluated using facial recognition technology.

AI in Hiring - Facial Recognition

What Could Increase Adoption of AI by TA Leaders?

AI’s significant potential to address TA leaders’ two top priorities may drive higher adoption of these technologies in hiring:

Reducing bias in hiring. Diversity in hiring is a growing area of focus for many organizations, and the second highest priority for TA leaders right after candidate experience. According to the research, more than half of TA leaders and recruiters believe AI can help reduce bias, and the technologies are entering the market. Innovative solutions like Unbiased Candidate Review that are part of an AI-enabled interviewing platform are designed specifically to reduce the unconscious bias that challenges all organizations.

Adapting to modern candidates’ expectations. Use of AI for administrative tasks shows promise in helping TA achieve the ideal balance of digital advantage – simple, convenient and fast – with more candidate interaction with recruiters. AI can help TA teams dedicate more recruiter time to engaging candidates, and to better understanding candidates before they connect one-on-one. It leads to better decision-making in hiring and better TA performance.

Hiring is a high-stakes decision for both candidates and employers. TA leaders’ careful approach to AI reflects their interest in finding the right balance of technology and the human touch in hiring.  

In this three-part blog series, Montage explores the latest trends in AI technology in talent acquisition. Watch for our next blogs, Recruiters & Candidates Agree: AI in Recruiting Could Help Reduce Bias, and Does Your Time-to-Fill Meet Modern Candidates’ Preferences? Coming soon.

 

State of AI in TA

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