HRO Today September 2016 - 54

Talent Acquisition
on empirical evidence. What's more, the use of AI can
dramatically reduce the potential for human bias to creep
into the decision-making process.
Ripe Passive Candidates
Timing can be everything in talent acquisition. Knowing
precisely when a candidate is ready to pull the trigger on
a move can be the difference between a filled requisition
and one that lingers too long or is filled by a less-thanperfect
hire. But knowing when to engage with highly
qualified passive candidates is a tough challenge for any
recruiter.
Joberate is working to make that judgment call easier. Its
platform takes public data available through social media
and combines it with machine learning and data analytics
to create a simple score that illustrates an individual's
job-seeking behavior. This can be aggregated to the
corporate level and shows how likely employees are to
leave.
This has at least three potential applications for today's
forward-thinking HR department: First, it makes it
possible to predict how warm a passive candidate might
be to an approach from a recruiter. Second, it helps
organizations pinpoint potential areas of vulnerability
in retaining its own employees. Third, it can identify
competitors whose employees are high-potential targets
for an approach.
Job Distribution
Job ads are ripe for AI disruption. It's been proven over
and over again-at great expense-that an ad could
reach a million people, but if candidates immediately
tune it out, it's basically throwing money into the trash.
Why do candidates ignore ads for perfectly good jobs?
It can be boiled down to a few reasons: they're dull, full
of corporate jargon, uninspiring, and the job description
might even be intimidating. Seattle-based Textio is one
company that is tackling this challenge. Its AI works like a
supercharged spell checker, looking for patterns that will
make a job ad resonate with readers and can even show
if it turns them off. It assesses variables like text, fonts,
image placement, and active versus passive language.
Based on outcomes, data from tens of thousands of
previous job ads, and a back end that combines machine
learning, natural language processing, and statistics, it
predicts how well an ad will perform and suggests ways it
can be improved, all in real-time.
[54]
HRO TODAY MAGAZINE | SEPTEMBER 2016
A net 5 million jobs may
be lost as a result of
robotics and AI in 15 major
developed and emerging
economies by 2020.
Source: World Economic Forum
Looking Ahead
When all is said and done, the degree to which any
technology is adopted is driven by one of two things:
how it can help organizations save money or make more
of it.
In the talent acquisition profession, there are a lot of
administrative-heavy tasks. When talking to hiring
managers and recruiters alike, few would argue that
those tasks make people more effective, but they still
have to get done.
Implementing technology that frees up recruiters to
do things that add more value to the talent acquisition
process is always worthy of consideration. They can
spend more time with hiring managers to understand
their business, their talent needs, and how to 'sell' a role
to candidates. And they can spend more time nurturing
candidates and closing those deals.
It's all about growing relationships and helping recruiters
move away from managing 'the machine'-because it can
now manage itself.
Ian Cluroe is head of global marketing for Alexander Mann Solutions.

HRO Today September 2016

Table of Contents for the Digital Edition of HRO Today September 2016

HRO Today September 2016 - 1
HRO Today September 2016 - 2
HRO Today September 2016 - 3
HRO Today September 2016 - 4
HRO Today September 2016 - 5
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