AI Buzz vs. Hiring Reality: The Curious Case of Recruitment Tech-Shy Recruiters
For the last 18 months, the recruitment industry has been bombarded with talk of AI, the advancement of technology and how it will affect the industry, but even after all the hype, according to the CIPD’s Resourcing and talent planning report, adoption remains low.
From Artificial Intelligence (AI) to sophisticated Applicant Tracking Systems (ATS), recruitment technology (Rec Tech) has the potential to revolutionise hiring processes by making them faster, more efficient, and more accessible for candidates. Despite these clear advantages, the adoption of Rec Tech remains limited. According to the Report, only 26% of organisations currently use an ATS, and while the use of AI in recruitment has grown from 16% in 2022 to 31% today, many organisations still lag behind in adopting available technologies.
Over the past 12 months, 78% of organisations have increased their use of technology in recruitment and onboarding processes. Technologies such as AI and machine learning are being increasingly utilised, with 31% of organisations now employing these tools – up from 16% the previous year. Despite this growth, the adoption of Rec Tech is still not widespread, with many organisations missing out on the full benefits of available technologies.
The benefits of using Rec Tech are well documented. Technology has been shown to improve the candidate experience, speed up recruitment processes, and increase accessibility for candidates. Among those organisations that use AI, 66% reported that it improved hiring efficiency, while 62% noted an increase in the availability of useful information for resource planning. However, the primary barriers to wider adoption include a lack of resources, skills, and knowledge within organisations. Many internal Talent Acquisition (TA) teams lack the budget to invest in advanced recruitment technologies, and without the necessary expertise, these teams struggle to implement and optimise tech-driven solutions.
Specialist recruitment companies like Omni, have the resources and budget to invest in advanced Rec Tech, which allows them to reach a broader pool of candidates. By partnering with these companies, internal TA teams can benefit from this technology without the need for direct investment. Tools like LinkedIn Talent Insights, AI led sourcing tools such as SourceBreaker, Programmatic tools such as Socially Recruited, Talent Community Platforms and CRMs allow recruiters to cast a wider net and engage with candidates more effectively than traditional methods.
For internal TA teams, limited budgets and resources can hinder their ability to implement and maintain these technologies. Outsourcing recruitment activities to companies like Omni allows organisations to inherit the technological capabilities as part of the service. This approach not only expands the reach of internal TA teams but also enhances their ability to identify and engage with high-quality candidates quickly and efficiently.
Recruitment technology also plays a crucial role in automating many of the repetitive and administrative tasks that are time-consuming for recruiters. By automating these processes, technology frees up recruiters to focus on building relationships with candidates and customers – a core aspect of recruitment that technology cannot replace. This combination of technology and human interaction creates a more efficient and effective recruitment process.
The integration of technology into the recruitment process offers so many benefits. It shortens the time to hire, makes the process faster and smoother, and extends reach of recruiters. For example, automated scheduling tools can handle interview bookings, while AI-driven platforms can sift through large volumes of applications to identify the most suitable candidates. These efficiencies are crucial in today’s fast-paced hiring environment, where top talent is often available for only a short period of time.
But, while technology can streamline processes, it does not replace the need for human interaction. The human touch is essential, particularly when it comes to understanding candidate motivations, assessing cultural contribution, and providing personalised candidate experiences. Technology can augment these interactions by freeing up time and providing data-driven insights, but it cannot replace that empathy that recruiters bring to the table.
The most effective recruitment strategies are those that strike a balance between technology and human interaction. Recruiters can use technology to handle administrative tasks and data processing, allowing them to focus on building genuine connections with candidates. This balanced approach not only improves efficiency but also enhances the overall candidate experience, making it more personalised and engaging.
To fully leverage the benefits of recruitment tech while maintaining the human touch, organisations should consider the following:
One of the key differences between RPO and traditional hiring lies in the level of specialisation and scalability offered by recruitment RPO providers. RPO partners often have dedicated teams of recruiters who specialise in specific industries or skill sets, allowing them to access niche talent pools and identify high-quality candidates more efficiently. Additionally, RPO solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs, whether it’s scaling up recruitment efforts during peak periods or adjusting to changing market conditions.
Recruitment Process Outsourcing (RPO) can significantly enhance your Talent Acquisition strategy by providing specialised expertise, scalability, and strategic partnership. Here’s how:
Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. These experts possess in-depth knowledge of the labour market, industry trends, and sourcing techniques, allowing them to identify and attract high-quality candidates efficiently. By leveraging their specialised expertise, RPO partners, like Omni, can access niche talent pools and ensure high-quality people for your organisation.
Scalability: One of the key advantages of recruitment RPO is its scalability. RPO providers can quickly scale recruitment efforts up or down based on your organisation’s hiring needs. Whether you’re experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can adapt to accommodate your changing requirements. This flexibility ensures that you have the right resources in place to meet demand without overburdening your internal HR team or sacrificing recruitment quality.
Cost-Effectiveness: RPO recruitment can offer cost savings when compared to traditional hiring methods. While there may be an initial investment in outsourcing recruitment to an RPO partner, the long-term benefits often outweigh the costs. RPO can help reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for your organisation.
Strategic Partnership: RPO goes beyond transactional recruiting by forging a strategic partnership between the RPO partner, like Omni, and your organisation. At Omni, we become an extension of your employer brand and we work closely to understand business objectives, culture, and talent requirements. This collaborative approach allows RPOs to tailor recruitment strategies that align with your organisation’s goals. By working as an extension of your HR team, RPO providers can provide valuable insights, leading practices, and innovative solutions to help achieve talent acquisition objectives.
There are several key advantages:
Access to Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. This expertise allows them to identify and attract high-calibre talent more efficiently than internal HR teams or traditional recruitment agencies.
Scalability: RPO recruitment solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs. Whether your organisation is experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can flexibly adjust to accommodate your changing requirements.
Cost Savings: RPO can offer cost savings compared to traditional hiring methods. By outsourcing recruitment processes to an external provider, organisations can reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for the business.
Strategic Partnership: RPO recruitment goes beyond transactional recruiting by fostering a strategic partnership between the RPO provider and the organisation. At Omni, we work closely with our organisations to understand their organisation’s objectives, culture, and talent requirements, allowing us to tailor recruitment strategies that align with the organisation’s goals and values.
Recruitment Process Outsourcing (RPO) is a strategic partnership where Omni acts as an extension of your Recruitment or TA team, representing your brand to attract and retain talent. From startups to large enterprises, our bespoke RPO services cater to organisations of all sizes and industries.
