Leading AI recruitment software company StrategyBrain shares its insightful experiences.

How diverse talent feels today

“ Employee Turnover Concerns”. According to TalentBoost’s Jessica Tane, who submitted her report during the 2024 HR technology virtual conference in Las Vegas, some significant findings published in the company’s survey “What Diverse Talent Wants”. HR specialists need to re-think their talent acquisition ability for enhance AI and HR Strategies , as 59% of employed employees are thinking about leaving their jobs, compared to 49% in 2023. While this may present a considerable opportunity to acquire the best external talent, it generally indicates a high level of dissatisfaction in many organizations.

Job Insecurity

“I don’t want to be considered a person” – a strong feeling of job insecurity was observed by 60% of men and 43% of women. Surprisingly, 0% of trans and keine binary business subjects reported feeling secure in their roleships. According to the survey, 60% of respondents had high engagement levels: they were somewhat or very concerned about their work; however, they were still worried about AI 60%, pat burns and stress

“Flexibility as Key Attractor”. Surprisingly, here, also, the employees’ opinions were quite extreme – only 32% is concerned about their work-life balance, 70% of the primary carers expects them to get more flexible schedules, and an astonishing 91% would quit their current place of work for a better capacity. This was a sensitive part where employees and employers’ opinions clashed, as only 45% of employers believed that flexibility was an essential distributor of work place satisfaction. A governmental approach, however, is not a solution – in the same survey, nearly 70% concerned respondents confessed their unpredictability was quite satisfied with their managers.

Upskilling Trends

When it comes to diversifying the talent one company uses, Jessica mentions that clear career paths and leadership development programs play a big role in different types of recruiting. More and more companies will need to pay special attention to upskilling to help attract different types of workers and retain them.

According to TalentBoost’s analysis, there is a trend suggesting that more and more economies are skills-based. In this respect, by 2030, more than 90% of people will require new skills, and 12 million occupational transitions are expected. In addition, 90% of executives are planning to use a new approach to define their work, form a team, and manage careers. Top Desired Skills

The survey demonstrates that employees decided to focus on the skills below this year:

AI literacy – by mastering this skill, people will have a good understanding of AI, its purpose, how it works, and how to make the most of AI technologies.

• Project management
• Data analysis and visualization
• Strategic planning
• Social and emotional intelligence
• Implications for Talent Acquisition

When it comes to enhancing one’s talent acquisition strategies, various HR teams will benefit from the following:

Promotion of a work-life balance

 job postings should advertise various work options, and there should be some focus on work during the recruitment procedure. Besides, the managers should know the specifics of remote team management, use contemporary tools for such purposes, and be guided in establishing limited windows of mandatory work.

Salary transparency

it is necessary to be open with the applicant regarding salary and benefits, while these should be established according to the local market for different types of recruiting needs.

Candidate experience

given that as many as 59% of various workers are looking for a new job, the procedure of application for workers has to be smooth. To help use different types of recruiting, instead of so-called “ghost” job posts and automatic rejections, feel free to use such recruitment practices as personalized messages and inclusive hiring and ensure they use better employer brand.

Targeted recruiting outreach

 visit job fairs at various organizations to help meet the needs of underrepresented potential workers.

AI in Recruitment

Enhancing Efficiency and Trust. In the end, it is worth mentioning that various recruitment strategies can benefit greatly from the use of AI recruitment technologies. Some of them to use for your employer brand are such AI recruitment strategies as AI resume analysis and AI candidate sourcing helping to streamline the hiring process.

Using AI Recruitment Technologies

The involvement of AI recruitment technologies is capable of totally reshaping the way organizations fundamentally approach talent acquisition, significantly increasing the degree of efficiency and trust of the candidates. Artificial intelligence provides a fast an in-depth analysis of numerous applications providing an HR team with the most suitable resumes in regard to the specific criteria. As a result, a human resources department can be confident while dealing with numerous specialists that all the potential candidates are the most suitable for the requirements of the organization and that there is no person who fits in the workforce requisites better. That approach reduces the time of hire decreasing maximum time to fill positions or overlooking compatible applicants. Additionally to that, there is AI candidate sourcing in place which allows HR to receive not only the resumes of the employees that are looking for a job but also those who are passively qualified. Those candidates are not looking for a position at the time but their skills and experience correspond to the requirements nonetheless. In that way, the employer leverages a possibility of a larger talent pool utilizing the perfect match. Lastly, the chatbots based on AI technology can also assist candidates by responding to their questions lightning-fast and in a very engaging way. In turn, these tools provide help and guidance to the applicants depending on their candidates career paths and decisions and an impression of a transparent and trustworthy employer. Moreover, the chatbots provide a standard and consistent format and answer pattern thus no candidate feels left beside. In that way, the AI role in recruitments is more meaningful than a way of finishing common tasks in a sophisticate and fast-paced manner.

Another tool that proves to be invaluable to the talent acquisition process and at the same time, allows the organization to ensure that AI is being used in its recruitment process is AI-based candidate matching. This system utilizes complex algorithms to rate all the candidates’ submitted profiles based on how well they match the job. This ensures that there is no bias in the selection process and that it will lead to a diverse pool of candidates, most of whom can be fairly assessed. In the meantime, I will be able to use AI in other areas of recruitment to speed up hiring and be less distracted by repetitive tasks, as AI will also be able to handle interview scheduling and applicant follow-ups. Therefore, the implementation of all the aforementioned AI technologies will provide the organization’s candidates with the comfort in knowing that the hiring process will ensure that they are the right fit for the position and that their application will be fairly considered.

Benefits of AI

There are several benefits of utilizing AI technology in a talent acquisition and recruitment process, and these benefits are pervasive throughout the entire process. First of all, the organization employing AI in this process is able to achieve a level of efficiency and precision in their hiring that would have been unthinkable just a few decades ago. There are several AI-driven tools that allow for instant analysis of resumes and a search for the best candidates that are interested in the job or already employed by the organization. As a result, the hiring process does not only take an instant rather than several days but is also much more precise and efficient. At the same time, these tools can also discover the best candidates that may not be actively pursuing other job opportunities but would be interested in changing their position. The final benefit of utilizing these AI tools is to ensure a quick hiring process. However, in addition to the tools already mentioned, the final benefit of utilizing AI in recruitment includes chatbots that maintain constant contact with the applicants and respond to their inquiries instantly, ensuring that the conversation never stops. In addition to it, the final hadmaid of tools that utilize AI technology in recruitment is the utilization of screening and matching algorithms that reduce bias and ensure an efficient match. The utilization of these AI technologies in recruitment can have various benefits for the organization and its mission to recruit and retain qualified talent.

AI as a tool for an effective and fair recruitment process and organizational development

It is worth mentioning that the utilization of AI in recruitment is not solely based on its role in attracting qualified employees. In fact, it can also be used to ensure the effectiveness, fairness, and inclusivity of the process and promote the idea that the organization welcomes people who are diverse in various aspects and poses a strong force that should not be underestimated. Furthermore, using AI for onboarding and further organizational development can create the image of an adaptive structure that prioritizes new technologies to enhance operations and welcomes changes and innovations:

Upskilling with AI

 Implementing AI in upskilling initiatives can help employees develop relevant modern skills, such as AI literacy and data analysis, and enhance their preparedness for the future workplace.

Emphasizing continuous learning and development

 It should be noted that the current job market is demanding and requires rapid adaptation from the employees’ side. Thus, it emphasizes the need for EB practices that create a learning and development culture.

Interactive training programs

the use of various interactive training methods, such as online courses, webinars, and hands-on workshops, can help employees develop new skills and apply them in practical scenarios.

Mentorship and coaching

organizing mentorship and coaching programs will enable experienced employees to share their knowledge and provide guidance to their less experienced peers.

Use AI for personalized learning

businesses can use AI-driven learning platforms that consider the data regarding learning styles and preferences and adjust the training programs accordingly, suggesting relevant courses for employees based on their current skills and destination paths.

Regular skill assessment

using this method will allow companies to assess the skills’ level of their employees and identify the areas for improvement. Overall, this approach will allow businesses to update their programs and ensure they are relevant to the market’s changing demands.

Train Employees to Keep Their Skills Relevant

Embed learning and development activities as part of the performance review or recognition criteria to keep employees engaged in their continuous growth. Recognize and reward employees who take on new skills and certificates. In other words, offer responsibilities or promotions to employees who display a commitment to professional growth. By developing you company’s culture of continuous learning you mitigate the risk of skill obsolescence, drive innovation, and retain the best talent. Essentially, this strategy prepares you for tomorrow’s challenges and increases the chance of your company’s success due to a confident and constantly developing pool of workers.

Finally, I would like to share a brief Q&A for my fellow HR recruitment specialist to address some of the questions on common HR practices:

What are the benefits of using AI in recruitment?

AI helps improve your hiring process by enhancing efficiency and accuracy and allowing you to automate and delegate some of the routine tasks, such as resume screening and initial candidate sourcing. AI can also maintain records and provide data insights to help you make more informed hiring decisions.

How to make AI recruitment fair?

First of all, ensure your AI tools are trained on a diversified data set to avoid biases. Second, regularly audit your AI systems for fairness. Third, introduce human oversight into AI-based decision-making systems.

How to make flexible jobs work?

Ensure your company clearly communicates policies and expectations regarding flexibility. Also make sure your workers have all the necessary tools and training to effectively work remotely. And finally, ensure work-life balance to avoid burnout and maintain employee satisfaction.

Conclusion

Thus, flexibility, transparency, opportunities, and AI implemented to be used side by side with these strategies should be at the top of the list of priorities for HR recruitment specialists in the modern work environment. Using the adaptable approach suggested in this essay, I was able to develop a talent acquisition strategy that will work for my company. It can work for you, too – with the help of StrategyBrain ‘s AI-powered tools you can make the first step towards the desired work environment today. Don’t wait until tomorrow – join the future of recruitment right now!