ProcureCon HR 2019

25 - 26 September, 2019

Amsterdam

+44 (0) 207 368 9465

Allegis Cuts Recruiter Search Time by More than Half with Intelligent Automation

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The maturity of robotics has led to a surge in the use of AI in the workplace. As a result, people and the press have shown increasing concern about the prospect of losing jobs to our robot counter-parts, and for some it’s a very real prospect. However, HR and Talent Recruitment won’t be going anywhere soon. In fact, HR related roles ranked 266 out of 344 job families surveyed to determine the likelihood of redundancy via automation. So there’s no need to kneel before your robot overlords just yet. Nevertheless, automation is moving further and further into sophisticated analysis of emotion and personality, and the talent industry needs to be prepared.

Analysing Emotion and Personality

Google is a major player in the effort to incorporate elements of AI into the recruitment process. Their ground-breaking strategies include using AI to monitor satisfaction by analysing sentiment in natural language to check the pulse of the company. Another venture from Google is the ‘people analytics’ initiative which uses psychometric tests to calculate strengths and weaknesses in employees and build a compatible team.

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The new app, Google Hire is another recent venture into the world of HR and Talent. The app is aimed at small to medium sized businesses keen to recruit new staff, and leverages AI to make smart matches on hot leads. Google’s presence is an exciting development for the talent industry, given Google’s status as a leader in the world of AI.

It’s easy enough to imagine how growth in artificial intelligence could spell job losses somewhere down the line, especially with the force of Google behind it, but as Allegis’s whitepaper on AI explains, “AI will not replace the need for talent professionals; instead, it will change the nature of what they need to do to succeed.”

Augmenting the Human Skill-Set

When ATMs were introduced in the eighties, many assumed that was the end of the bank-teller role. But contrary to expectation, as time consuming but simplistic tasks were taken over by automation, the number of bank workers actually rocketed. The savings made by automation were followed by a surge of new branches opening around the country, and new branches needed staff to attend to more important tasks like sorting out loans and mortgages. It’s one of many examples where the cost savings made by automation allowed employees to deal in more ‘human’ skill-sets, like creative problem-solving and relationship-building.

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So what does all this mean for talent acquisition? What’s likely is that we’ll see a dramatic transformation in job roles across the board. The Allegis group are a great example of frontrunners in the industry that are constantly reviewing and updating their strategies to stay one step ahead. A major announcement they made last year was a significant investment in HiringSolved for an intelligent data platform. Akin to ATMs for tellers, HiringSolved takes care of the more simplistic, but time consuming side of things to leave more time for the creative or emotional tasks which only humans can do.

An Intelligent Platform

The software HiringSolved owns has the ability to learn how a company matches candidates to jobs, and based on patterns in the hiring process, the software can then suggest new matches automatically and intelligently. Talent professionals can accept or reject candidates through their email, and the system will learn and improve candidate suggestions over time.

Chris Hartman, Allegis Group Global Development Officer, explains, “HiringSolved’s capabilities are game-changing for our growth strategy and present great upward potential for enhancing how our industry engages the best talent required to get work done.”

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The intelligent platform has won investments from an impressive portfolio of customers, including giants such as Dell, GSK and Netflix, who are all using the platform for the purposes of qualifying, searching, matching and engaging with the best and most suitable talent. With capabilities such as automated job-to-candidate matching, predictive diversity search, social network mining and analysis, automated internal mobility analysis and seamless integrations, the software is an attractive prospect for anyone looking to stay one step ahead in the talent industry.

Final Thoughts

Talent professionals will need to push the boundaries if they want to find out just how far AI can augment the industry. But hanging back and waiting for a solution to come to them isn’t the way top go about this. Treading water inevitably means being left behind as competitors advance- it’s time for talent procurement organisations to take the plunge and embrace AI.

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The last word goes to Neil Cains, Innovation Lab Director, Allegis Group.

“Every talent decision maker has a full plate, and it’s tempting to ignore the market and wait until next year’s budget to consider innovations, new technologies, and solutions in areas such as AI. In today’s market, waiting is a risk. Whether you are a talent partner working as an advisor to your clients or an internal talent expert for the business, an ‘eyes open’ approach to AI innovation is essential.”


Don’t forget to download the agenda to find out what our speakers from Allegis will be discussing at Total Talent this year.