Q: You mention AI models form the majority of the Innovation Trigger Phase. How is HR utilizing AI in talent acquisition and recruiting?
A: In most organizations, HR and recruiting leaders are evaluating the use cases for AI to determine where it makes sense for them to augment human recruiters.
We see in the Hype Cycle as AI-enabled technologies are dominating most of the rising innovations, including:
- Generative AI in recruiting
- AI-enabled interview intelligence
- AI-enabled skills management
- AI-enabled candidate sourcing
- AI-enabled recruitment marketing
In the recruiting function, generative AI can enhance recruiter efficiency, talent attraction and engagement, and improve the quality of hires. Right now, most organizations that are utilizing generative AI are doing so to create personalized and contextually relevant job descriptions and onboarding content, along with communicating with candidates.
Q: What are actionable next steps that HR and talent acquisition leaders can take to incorporate technology to streamline the recruiting process?
A: When evaluating how technology can enhance the recruiting process, it’s important to start by:
- Determining initial use cases where they can rely on purchased capabilities or collaborations with trusted vendors to introduce AI/generative AI capabilities.
- Examining and quantifying the advantages and limitations of AI and generative AI in improving candidate experience and recruitment service delivery.
- Working closely with current recruitment technology vendors to understand how they are incorporating AI and generative AI capabilities.
- Prioritizing vendors who promote the responsible deployment of models by publishing usage guidelines, enforcing those guidelines, documenting known vulnerabilities and weaknesses, and proactively disclosing harmful behavior and misuse scenarios.
- Ensuring ethical and legal compliance to prevent employees from using any inaccurate or biased data that may be provided by AI/generative AI and put guardrails for the future.
