Talent Acquisition

How IBM Cognitive Capabilities Provide Recruiters an Advantage

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In my last blog, I discussed how cognitive HR technology is transforming talent acquisition and its ability to streamline the recruiting process for hiring managers—helping them stay focused on their primary role in the organization. Now I’d like to focus on the role of recruiters and how IBM Cognitive Capabilities can help them quickly and efficiently get the knowledge they need to find the quality candidates hiring managers are looking for.

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Let’s take a look at Marcus, a recruiter with a high requisition load. He is responsible for recruiting mid-level managers and professional hires for diverse areas of the business. He doesn’t always have a deep understanding of each profession and the skills required, which creates some challenges. Marcus often struggles with:

IBM cognitive capibilities recruiter

  • Prioritizing the requisitions that require more effort to fill
  • Utilizing his company’s huge ATS and CRM databases efficiently
  • Determining which skillsets to look for
  • Screening for quality candidate
  • Demonstrating expertise and establishing credibility with candidates and hiring managers regarding each specialty
  • Convincing candidates to apply and accept offers

This is not only a reality for Marcus, but many of his fellow recruiters—including those who specialize in a specific vertical.

IBM’s Cognitive Capability is revolutionizing this experience for recruiters—and improving their effectiveness too.

 

Interested? Let me explain the technology

IBM Watson Recruitment is our proprietary cognitive recruitment tool designed by recruiters for recruiters to help them improve efficiency and quality. It isn’t another tool trying to automate sourcing candidates from across the internet or aggregating social profiles (I think that sourcing “magic wand” has some way to go). But it is a unique tool with functionality that doesn’t exist anywhere else right now.

Using IBM Cognitive Capabilities, Marcus’ struggles are a thing of the past. It provides:

  • Clear prioritization of requisitions by analyzing the complexity of the vacancy and historical hiring data.
  • A rank order of the most suitable candidates from the organization’s ATS and CRM databases with just the click of a button, no longer requiring sophisticated Boolean searching.
  • The defining characteristics that Marcus should look for in candidates by analyzing the resumes of previous successful hires.
  • Analysis regarding a candidate’s suitability for a position—including transparent reasoning he can share with hiring managers.
  • The latest news on relevant industries, verticals, and competitors aggregated by priority—helping him have more meaningful conversations with candidates and hiring managers.
  • Employer brand insights that highlight what the company offers over the competition and helps Marcus put together compelling offers to target candidates.

 

So what is left for the recruiter to do?

The role of recruiters is still vital to every 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 easier with cognitive.

 

Stay tuned and get started

In my next blog I will discuss how we are helping candidates during the recruitment process and beyond. Until then, why not find out how cognitive can help you?

Cognitive Consultation

Global Solutions Architect

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