By now, you’ve heard all the buzz about cognitive technology transforming HR including talent acquisition and the employee experience. But is there any data to support this latest trend? What do top HR executives actually think about cognitive in relationship to their own programs?
Even more importantly, how does this relate to hiring managers and their ability to find and attract top talent? Let’s start with some facts in a study just released by the IBM Institute for Business Value. As part of an IBM global survey of more than 6,000 executives, including approximately 400 CHROs:
66% of CEOs believe cognitive computing can drive significant value in HR
50% of HR executives recognize that cognitive computing has the power to transform key dimensions of HR
To help illustrate how cognitive HR solutions can transform talent acquisition, let’s take a look at how cognitive solutions benefit hiring managers. Additionally, over the coming weeks, I will be looking at other stakeholders in the talent acquisition process—including recruiters, candidates and talent acquisition leaders—and examine how cognitive solutions are changing the game for each of them.
So how are we helping the hiring manager?
Let’s take a look at Bai as she is seeking to fill a position on her team. She knows that each employee plays a vital role in helping her team succeed, but finding the time to sift through the résumés and interview candidates is always a challenge. When she does find time, she spends the majority of it reviewing profiles and interviewing candidates. She wants to hire the very best person for each job, so she puts a lot of pressure on the recruiting team to find more candidates for her “short list,” and has a hard time making a hiring decision. All of this takes its toll on Bai and her existing team as she should be focused on them and her day job.
Using IBM cognitive capabilities, our recruiters can present Bai with a true short list of qualified candidates who are going to best fit her team, supported by data and insights. We can instantly share insight with Bai on the number and quality of applications, their scored suitability, and details why each applicant is deemed suitable for the role. This is different from a semantic search that makes conclusions based on how many times a candidate says a word or where the words are placed in their resume. IBM cognitive capabilities evaluate applications in the context they are written—professional experience, education, skills and interests, and more. If the profile indicates five years of experience, it understands it. Furthermore, it leverages information from previous successful applicant profiles.
What else can our cognitive technology do for Bai?
Bai’s company is trying to drive more internal mobility, but networking internally to find the best talent is also very time consuming. IBM cognitive capabilities can search through hundreds of thousands of profiles in seconds and rank them by best fit—enabling our recruiters to introduce the top internal prospect candidates before sourcing externally. This also applies to her organization’s ATS database and CRM talent pool—our solutions can help identify the best fit prospect candidates in seconds without the need for sophisticated Boolean searching. This is a game changing experience for Bai, helping her stay focused on her primary role in the organization.
What is the role of recruiters?
The role of recruiters is still vital to the organization—they need to find and engage passive talent, persuade candidates to apply, qualify candidate interests and motivations, provide advice and support, be brand ambassadors, get feedback and share feedback, keep the process moving, qualify and negotiate offers—the list goes on. However, we are making their jobs a little easier with cognitive. In my next blog, I will discuss in more detail about how we are helping recruiters streamline these efforts.
Stay tuned and get started
Until the next blog, why not find out how cognitive can help you?