I, Robot
Over the past few years Artificial Intelligence and Machine learning have become popular subjects of debate. Incredible technological advances are disrupting industries from Advertising to Finance to Transportation and seemingly everything in between. And AI has sprung up as a component of talent acquisition with everything from Chatbots as part of the initial application process to AI programs that scan the internet and source talent based on input criteria. It would seem it is not whether AI will be utilized in the executive search recruitment process but rather when and how effectively.
Deloitte’s 2017 Global Human Capital Trends survey found that “Talent acquisition is now the third-most-important challenge companies face, with 81 percent of respondents calling it important or very important”. The survey speaks to a broad range of cognitive technologies that are changing the recruiting landscape, touching upon subjects like employer brand, candidate experience, social networking, and gamification (all subjects we’ve tackled in previous blogs) as part of the new “cognitive recruiting” trend. And it appears many job applicants are comfortable with some automation in the job application process surrounding scheduling interviews, interview prep, and performing skills assessment with fewer applicants at ease when it comes to initial questions about the interview. Could these technologies be utilized in finding top executive level talent? Perhaps. If they’re used by a knowledgeable recruiter. But as a standalone solution, no.
While technology that can streamline the task-oriented processes of recruitment is certainly welcomed, there’s a potential danger that always seems to reoccur when new technology comes to the fore; namely the idea that technology can somehow supplant humanity (ironically so in the pursuit of human capital). When Linked In first started gaining popularity it was hailed as a game changer for Talent Acquisition which in many ways it was, making it far easier for talent and opportunities to find each other. But many companies believed that simply having entry level recruiters mining Linked In would solve all their talent acquisition challenges. And more still believed Linked In would enable them to find top executive level talent and the need for Executive Search firms would be eliminated. In 2018, with full employment and a strong economy, far fewer hiring managers believe Linked In is their sole talent acquisition solution.
Help Wanted
But whether it’s applications through social networks like Linked in or Chatbots initiating initial interview questions, what these technologies all have in common is that they’re still focused on the very traditional concept of “help wanted; apply within”. These new technologies streamline a reactive intake process which can save time, but that does not mean that the right talent is in your system or applying at all.
This is especially true with regards to finding and acquiring top executive level talent. The current talent market requires a proactive approach to talent acquisition and the skills that a successful executive search consultant brings to the table are increasingly in demand. Some of the claims of AI being able to find and engage executive talent appear overly optimistic. Strong passive executive talent are not going to engage with impersonal AI technology for very long; they’re too busy being successful for your competitors. One of the most important skills an experienced executive search consultant has – the ability to engage in an intelligent and compelling discussion with a top executive about an open opportunity – is not something that can be automated. Nor is understanding what a client truly needs in a talent to move that organization forward.
AI is an exciting and fascinating technological advancement that will have a watershed effect on a myriad of industries. And there are always new things to learn about how the build the best team and organization. Wise companies will look at AI for what it is – Artificial Intelligence. Using artificial intelligence to augment human intelligence and experience can be an incredibly powerful tool, helping companies build a great team and streamline time consuming recruitment processes. But this discipline is Human Capital after all.