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Democratization of recruiting and empowerment of the hiring manager

By Shobhit Gupta, Head of Business Operations

Imagine this – a hiring manager bumps in to a “5 star” rated job seeker while browsing social media and is intrigued to test for fit for an open role in her team. She unleashes her personal virtual assistant to contact the job seeker to gauge interest, qualify and set time for a chat. The same assistant collects hiring manager’s feedback and automatically takes care of the rest of the recruiting process. The talent advisor, like a true partner, serves as thought leader to the hiring manager to plan, retain and grow talent.

We have seen this movie before – today’s business leader can “swipe a card” to get a technology service on demand. The traditional gatekeeper IT that was responsible for acquiring, implementing and maintaining technology and was often perceived as a bottleneck is now disrupted with democratization of technology. Technology-as-a-service business model has empowered the business leader to take charge of its technology requirements, while consulting with IT to make smart decisions and adhere to enterprise standards.

Recruiting is heading in the same direction – the confluence of following trends will empower the hiring managers to take charge of its talent acquisition requirements, and elevate the recruiting teams to become a true thought partner for business.

The modern job seeker who is more available but also more selective

Studies show that 43% of US workforce will consist of freelancers by 2020. Millennials are expected to have 18 – 24 jobs in his / her professional life. The economy is flourishing and unemployment is at all-time low. As a result, modern job seeker is more available but also more selective. They are willing to engage but demand to be treated well and kept informed. This sets a higher bar for the new recruiting experience.

Forward thinking employers are doubling-down on recruiting marketing. The traditional playbook of “post and pray” is no longer effective. The employers are proactively engaging with job seekers by building and nurturing talent communities, using technology to have a conversation at scale to learn about the job seeker, and offering delightful experiences to stand apart as the employer of choice. The hiring manager is in the front lines attracting talent through techniques like video job descriptions and participating in online communities with the intent of learning about candidate and sell the job.

Consumerization of the recruiting process

Today’s tech-enabled generation is unforgiving of the broken traditional recruiting process – long forms, endless wait, and littered with poor experiences. The hiring managers are no longer willing to throw the ball over the wall to the recruiters and accept the long time to fill, settle for the quality of talent they receive, and deal with the ongoing attrition. Both, the job seeker and the hiring manager expect Amazon-type experience – proactive recommendations, validation through marketplace reviews, one-click purchase and same day delivery. Demise of job boards and increasing skepticism on value of resumes are early indicators of this trend.

Next generation of recruiting process is social. Job seeker is referred by an acquittance, checks for online employer reviews, learns about the employer from an engaged online talent community and has direct access to the hiring manager’s virtual recruiting assistant whenever needed. The “no nonsense” process is delightful and efficient. Similarly, the hiring manager is now in control – job seeker comes recommended and has been already qualified by the virtual assistant using AI. She assesses for culture and role fit, and builds a personal relationship with the candidate. Her virtual assistant takes care of the routing recruiting tasks, just like her Alexa at home.

Proliferation of AI recruiter – the personal virtual assistant

Recruiting involves very little recruiting – 80% of time is spent on routine and administrative tasks such as “swiping right or left” and “playing calendar Tetris.” High value activities such as nurturing candidates, assessing fit and onboarding receives little attention. On the other hand, less than 20% candidates rate their recruiting experience as positive.

However, AI powered virtual recruiting assistants are transforming the traditional recruiting practices. They automate administrative recruiting tasks using a natural language platform that is available across multiple channels (e.g., text, webchat) and languages. As a result, the recruiting process is much more efficient and delightful. Early adopters have experienced more than 50% reduction in their time and cost to hire and achieved a candidate satisfaction score of over 95%. Most importantly, now every hiring manager has a personal virtual recruiting assistant that she can unleash to quickly find the best talent.

Recruiters becoming true Talent Advisors

Most recruiters love their job – they are generally people-person and take pride in helping businesses and individuals thrive. However, they are significantly overburdened with tasks that don’t necessarily take advantage of their unique strengths. The frustrations of the hiring managers due to long time to hire and high attrition further makes their job challenging.

With increasing consumerization and proliferation of AI recruiters, the recruiters are finally able to do what they enjoy doing – transition back to becoming Talent Advisors. They serve as a thought partner for the hiring manager by helping plan for talent requirements, and strategize talent acquisitions and development. They are viewed as the go-to resource for candidates for career advice. Rather than running the day to day process, their new role is to monitor and optimize while the virtual assistant does the heavy lifting. They are highly strategic and more effective in matching jobs and talent, and creating new economic opportunities for our society.

 

About AllyO

AllyO is an AI technology company with a simple mission – make recruiting delightful and efficient for everyone. It addresses the traditional inefficiencies of lost applicants and conversions due to poor candidate experience, high cost of recruiting due to overburdening of administrative tasks on hiring teams and lack of visibility and control for HR leadership. AllyO utilizes conversational AI to fully automate an end-to-end recruiting workflow by intelligently engaging via texting over mobile and web. It is used by Fortune 500 enterprises that have experienced a 2-6X increase in applicant capture and conversion rate, 91 percent application completion rate, and over 50 percent reduction in cost and time to hire. AllyO is backed by leading investors such as Gradient Ventures (Google’s AI fund), Randstad Innovation Fund, Bain Capital Ventures and Cervin Ventures. AllyO is headquartered in Sunnyvale, California. For additional information, visit us at www.allyo.com, LinkedIn or Twitter.

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