Skip to main content

The Importance Of Evaluating AI Talent Sourcing Tools Now!

Gone are those days.....

when job seekers marched into offices with a printed resume in hand, when candidates were hired after completing handwritten applications in a waiting room, and when HR departments had to rely on the country club Rolodex of an industry headhunter to fill high level positions.


Here are the days...


when recruiters use technology to make their lives easier and more efficient...Online applications, search engines, scheduling assistants, applicant tracking systems, and keyword searches have become a way of life for talent acquisition managers.


So why is it still so hard to find the right candidates? and,


Why do you have such little time to focus on what you do best? That is, forging human connections with talent in order to woo the best and the brightest to your company.

The answer is that the tools that are common place today are antiquated and inefficient.

"LinkedIn and other recruiting sites rely on Boolean search, incomplete and outdated user generated content, and limited information regarding the willingness of passive job seekers to move".


Alternatively true AI sourcing tools promise recruiters more candidates, better qualified talent pools, and more time to engage the right prospects. Here’s why it is important to start evaluating these tools: 

  • Be the first to get great talent, others can't see
  • Boolean search and other tools are failing you
  • Bots and AI can do your dirty work
  • Hiring managers don't always articulate best
  • Boost your recruiting KPI's 


Be the first to get great talent
: SHRM reports that 83% of US employers rely on some form of AI technology in HR. The competition are using it. AI is becoming ubiquitous because it helps companies be more efficient and helps sourcers get the best talent. Using the AI tools are no longer optional to remain competitive. 

 

Boolean search is failing you: Using trial and error keyword searches in common recruiting tools like LinkedIn is costing recruiters time. Even when one gets the right combination, hours are spent parsing through non-prioritized lists of unqualified candidates. The ROI on sourcers time is poor when using these tools. AI tools can find the right candidates without keyword searching, and some even rank candidates to give concise, prioritized lists to save recruiters time. 

 

Bots and AI can do your dirty work: Congratulations! You have identified a hefty list of qualified candidates suited for interviews! Now you need to contact them all to see which prospects would be interested in a first interview. Tedious, repetitive tasks like this slow you down. Instead, they can be farmed out to engagement AI Bots, who will present recruiters with a neat queue of qualified candidates ready to move forward.

 

Hiring managers don't always articulate best: Hiring managers often aren’t entirely sure of what they may need in a role, and can give recruiters job descriptions that may be inaccurate or which may not reflect the realities of the talent pool. At the same time, they may blame recruiters for not providing them with candidates that have necessary skills not listed in their requirements. True AI tools don’t rely on keyword searches, and can learn the kind of talent needed for the job from human behaviors and thought patterns. This enables recruiters to find the right talent the first time. 

 

Find Hidden Talent: Common recruiting tools like LinkedIn use a single source of user generated profiles. That means that they can’t find candidates that aren’t on LinkedIn or miss skills not stated on LinkedIn, for example. They can’t know skills or changes in job titles if users have not updated their profiles. A good AI solution will find candidates from multiple sources, predict unwritten skills, and uses up to date information to deliver the right talent to recruiters.  


Recruitment is moving into the future, and choosing the right tools is how companies are able to survive and thrive. Human capital is the lifeblood of every organization, and finding the best people is becoming easier. AI tools can save recruiters time and help them locate talent more quickly. Savvy, rock star recruiters are using technology to help their organizations remain competitive. 

Popular posts from this blog

Why Men Still Get An Unfair Advantage Finding New Jobs

A large scale research of 10 million candidate profiles conducted by Talenya reveals why men still get an unfair advantage finding new job opportunities.   It’s 2020, and women are still being paid 79 cents to the dollar as compared to men, with women making up only 40% of managers. Deep structural problems exist, starting with the hiring process. The problem is twofold - arising both from the way candidates are recruited as well as the presence of implicit bias when viewing candidates. It isn’t that there aren’t qualified women in the pipeline, it’s that recruiters find and accept candidates who write resumes and professional networking profiles in a certain way -- the male way. Discrimination based on how people write their resumes is apparent in both human recruitment and improperly trained AI-powered recruitment systems. Amazon scrapped their recruiting AI after finding that there was gender bias, specifically related to certain language used by male candidates as opposed to fema

Diversity in the workforce – Artificial Intelligence (AI) comes to the rescue

According to a  study  published by McKinsey & Company, every 1% rise in the rate of diversity is associated with an increase in revenues of between 3% and 9%. We all know how important it is to have diversity and inclusion in the workforce, and not only for financial reasons. Yet in the US, some 97% of companies fail to reflect the demographic composition of the country in their senior leadership and workforce.  Most companies want to increase diversity, but unfortunately, the talent sourcing tools that are available today are highly limited, and even discriminatory. There are several reasons for that:  Limited talent pool  - Traditional talent sourcing tools (like LinkedIn) have a limited reach to talent. Candidates are often active on multiple sites and leave important data, to which single source tools lack access. Diversity specific job sites and resume databases are limited to active job seekers, eliminating passive, qualified, and diverse talent. Discriminatory search techni

The Limitation of "Boolean" in Talent Sourcing

I did a search on LinkedIn for a “Java Software Engineer” in New York City. I entered that job title as a keyword (under Job Titles) and LinkedIn suggested that my talent pool was 2,059 candidates. Then I added a skill and my talent pool decreased to 1,956 candidates. When I added another skill, my pool increased. This is the nature of Boolean search. Every candidate that has at least one of the requirements is brought up in the search results. If you want the skills to be additive (X and Y), you need to write a compound Boolean search string rather than just adding the skills from the LinkedIn menu. I wanted to reduce my targeted talent pool and added “years of experience” range. The pool tanked. The same happened when I added “education requirements”. It was not clear what I should do at this point. I didn’t know what to change in my search in order to maximize my pool while maintaining the quality of the candidates in my search results. Was it a specific skill or the combin