Entelo held its first Recruiting Automation Summit in San Francisco on June 14. The event hosted conversations and discussions from experts in talent acquisitions, data analytics, machine learning and AI technologies.
The topics highlighted how cutting-edge technologies such as artificial intelligence, predictive analytics and machine learning will automate the administrative tasks associated with candidate sourcing and recruitment. In addition, experts detailed how early adopters are gaining a competitive advantage in the war for talent and presented tactics from world-class companies about how to integrate automation into hiring strategies.
Billy Beane, executive VP of baseball operations for the Oakland A’s and subject of the book and feature film, Moneyball: The Art of Winning an Unfair Game, kicked off the day with a presentation about how he changed the way MLB found and recruited top players based on a data analytics methodology.
Martin Ford, author of Rise of the Robots, and Mohsen Bayati, Associate Professor of Information and Technology at Stanford University, discussed the unforeseen cost of accessibility and artificial intelligence, asking if we will lose skill sets that built our careers in the early days. Will we notice? And further, how will the next generation be affected by such shifts?
Jason Nazar (Comparably), Vinita Venkatesh (Mya Systems), Maia Josebachvili and Aline Lerner (interviewing.io), and Juan Luis Betancourt (Humantelligence) discussed how recruiters need to assess desirable traits beyond a candidate’s work experience, such as if they have the right skills, behavioral characteristics, and culture fit. Also, they pointed out that in the war for talent, job descriptions need to promote the job and entice the candidate into wanting to work for that company above others.
Josh Bersin (Bersin by Deloitte) presented industry statistics and best-practices in leadership, recruiting and HR. He noted that the most-in-demand jobs for 2018 are machine learning engineers, data scientists and sales reps, and discussed how the new skills needed in the workforce are for hybrid and service-oriented jobs. The need for both hard and soft skills is growing for management, sales, communication and marketing, with required capabilities of adaptability, cultural fit, collaboration and leadership. In addition, he outlined how 40% of workers in the U.S. & U.K. are taking home work-induced stress, and a sixth of Americans are taking anxiety-reducing measures or drugs to help them sleep or cope with that stress. Companies will benefit from providing wellness programs to their employees to find balance.
Margie Cadet, (DonorsChoose.org), Lily Jampol, John Redmond (Dell) and Danielle Weinblatt (ConveyIQ, Inc) discussed how diversity and inclusion should not stem from a feeling of obligation, but rather from a sense of purpose and impact. They cited companies such as MOGUL, a worldwide platform connecting women to top trending content that includes articles, videos and jobs, and Rallypoint for veterans.
In addition, the panel highlighted opportunities for AI to positively affect talent acquisition strategies. Diversity recruitment starts with proper candidate engagement to ensure unconscious bias is removed from the process. AI can provide tools for holding managers accountable for documenting justification for promotion or hire that reflects biases. It also can set notification alerts to encourage managers to offer opportunities for employees who may otherwise be overlooked.
Analyst Robin Erickson shared research-backed insights from Deloitte’s 2018 High Impact Talent Acquisition Report on successful talent team strategies and what matters to employees. She highlighted how culture and leadership are 3x more important than salary and employment brand, while career development and learning are 2x more important than compensation, benefits and work environment. She outlined how successful recruiting teams leverage personalized talent journeys to engage talent, continuously regenerate because of dedication to employee upskilling, and have mature TA functions using AI and predictive analytics to continuously sharpen their TA functions.
Cara Brennan Allamano and Robby Peters (PeopleTech Partners) highlighted upcoming opportunities in the HR tech space, including services surrounding career progression, personal well-being, development and company culture. They also recommended when working with new technology companies to ask for customer references, try the product before buying, communicate as much as possible and always make sure to back up your information.
Please visit Entelo’s Facebook page for videos of the event.
The results of AI Nirvana
- Lower candidate acquisition costs
- More engaged and aware candidates
- Reduced attrition on all levels of TA process
- Greater recruiter efficiencies and accountability
- Talent diversity and inclusion as real strategies
- Accurate metrics and real-time analysis
- Innovative technology as a competitive advantage.