HRO Today January/February 2018 - 14

Market Report
productivity and help teams work together, " he explains.
Additionally, intelligent technology is being used to source
top talent quickly and precisely. " One of the main parts of
intelligent automation is machine learning, which observes
recruiter and job seeker actions inside of resumes and jobs,
and identifies patterns that can be useful in categorizing
information, such as determining candidates who would
be most likely to respond to an offer, " says Mary Delaney,
president of onboarding solutions for Careerbuilder. " This
information is then passed on to the recruiter, who can
quickly take action. "
This can lead to better results. " [The use of] intelligent
tools can result in improved candidate profiles, greater
certainty of the fit of an applicant with a specific
role in the organization, and even the automation of
engagement with job seekers, " according to gr8 People's
DeHaven.
Other products on the market that leverage AI include
platforms that aim to reduce hiring bias. " The topic of
diversity and inclusion has never been more in the public
spotlight, which has led to more focus for companies on
figuring out how to hire fairly and consistently, as well as
build inclusive organizations, " says Srinivasan.
By leveraging intelligent tools and talent technology to
perform easily automated tasks, recruiters can focus on
the things that matter. " With much of the search and
match work being done by technology, recruiters have
more time to spend on the human elements of hiring, "
says Delaney.
Platform Capabilities
By using a platform that effectively integrates a customercentric
experience and intelligent tools, Srinivisan says that
companies can deliver the following capabilities:
* Set up relevant, personalized multi-touch campaigns to
passive candidates, increasing the likelihood of them
responding;
* Offer a thoughtfully designed, mobile-optimized
application process that makes it appealing for job
seekers to engage;
* Expedite interview scheduling in an intelligent manner
that is fast and seamless;
* Engage hiring managers in the process so they deliver
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JANUARY/FEBRUARY 2018
feedback faster;
* Guide interviewers through a consistent set of questions
so they evaluate candidates consistently and fairly; and
* Build long-term relationships with talent, whether they
are sourced or applicants, so that each conversation
builds on the last.
The result? A compelling candidate experience that
increases the likelihood of finding the perfect person for
the job.
Looking to the Future
With new technologies entering the market at rapid-fire
pace, how will talent management platforms evolve in the
next year?
* Smarter use of data. " The best talent management
technologies on the market today provide recruiting
teams not just with data, but with actionable insight.
Recruiting leaders now have at their fingertips the power
to understand what's going on from initial candidate
interest all the way through to hired-along with the
ability to spot problem areas, diagnose 'why', and
implement fixes, " says Srinivasan.
Although talent management technologies already
offer some predictive analytics and data-driven insights,
DeHaven believes that the best is still to come. " The use
of analytics will continue to grow as talent acquisition
teams seek to drive more efficiencies and improve output
from their learnings. Predictive analytics will also be key
in the ability to highlight areas of concern ahead of time,
enabling the recruiting team to be proactive in responding
to industry trends. "
Data will also be used to gather actionable insights about
candidates based on more than just their basic recruitment
data. " There's no doubt in my mind that algorithmic
hiring will become mainstream in the next year or two
years. We'll see platforms with a thoughtful approach
to recruitment AI push the envelope on mixing basic
recruitment data with preferences to create more valuable
worker profiles and matches, " Miklusak explains.
As talent management technology advances, it will
collect more detailed information and analyze it in more
meaningful ways to drive decisions, enhance experiences,
and predict outcomes.

HRO Today January/February 2018

Table of Contents for the Digital Edition of HRO Today January/February 2018

HRO Today January/February 2018 - 1
HRO Today January/February 2018 - 2
HRO Today January/February 2018 - 3
HRO Today January/February 2018 - 4
HRO Today January/February 2018 - 5
HRO Today January/February 2018 - 6
HRO Today January/February 2018 - 7
HRO Today January/February 2018 - 8
HRO Today January/February 2018 - 9
HRO Today January/February 2018 - 10
HRO Today January/February 2018 - 11
HRO Today January/February 2018 - 12
HRO Today January/February 2018 - 13
HRO Today January/February 2018 - 14
HRO Today January/February 2018 - 15
HRO Today January/February 2018 - 16
HRO Today January/February 2018 - 17
HRO Today January/February 2018 - 18
HRO Today January/February 2018 - 19
HRO Today January/February 2018 - 20
HRO Today January/February 2018 - 21
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HRO Today January/February 2018 - 24
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