Dive Brief:
- Talent acquisition professionals most often use artificial intelligence for screening, but inefficiencies persist, according to an April 30 report from ICIMS and Aptitude Research.
- The next most frequent uses were for candidate communication, assessments and sourcing, reported 412 talent acquisition professionals surveyed earlier this year.
- Recruiters’ judgment still wins out, however, and that’s exactly how it should be, according to Tim Sackett, adjunct analyst, Aptitude Research: “The companies seeing the most success are using AI to remove friction from the hiring process while keeping human judgment at the center of decisions.”
Dive Insight:
AI use among talent acquisition professionals is “widespread,” the research said, but inefficient implementation may be cutting into employers’ ROI.
Most HR professionals operate between 3 and 10 different talent platforms, according to recent research from consulting firm Korn Ferry, and only 5% said those platforms were fully connected.
As a result, it can take weeks to access connected insights, the research said.
ICIMS’ report offered similar findings: While most survey respondents said they’re using AI, few reported using it “broadly” across hiring processes.
That can be at odds with employers’ reported top reason for adopting AI: efficiency. When tasks and related data are siloed, HR may become less efficient and its insights may be viewed by other departments as less credible, Korn Ferry indicated.
To see a return on their investment, employers will have to move past this isolated implementation, “connecting AI across sourcing, screening and candidate engagement so recruiters can spend less time on administrative work and more time building relationships with talent,” said Trent Cotton, head of talent insights, ICIMS, in a statement.