The bots aren’t going to take IT recruitment over — they already have. That’s why an incredible 65 percent of U.S. respondents in a Pew survey say they believe robots will do much of the work currently done by humans over the next 50 years. 

With constantly evolving recruitment technology, there’s no doubt IT recruitment professionals fall into that 65 percent. From sourcing to screening, all the way through to the job offer, automation technology is forever changing IT recruitment. In fact, according to Korn Ferry’s Global Survey: Artificial Intelligence (AI) Reshaping the Role of the Recruiter 48 percent of recruiters felt that Big Data and Artificial Intelligence (AI) has made their job easier. 

Making their jobs easier, however, still leaves a major issue for recruiters. Over half of talent acquisition leaders (52 percent) in an Ideal report say the hardest part of recruitment is identifying the right candidates from a large applicant pool. 

Even when implementing the smartest technology, recruiters will be replaced if they’re not using it to their greatest advantage. Now is the time to remove all complacency — whether intentional or unintentional. 

Here’s how you can use AI to improve your IT recruitment strategy, rather than allowing it to take over and replace you:  

1. Know the data you need

AI is ultimately giving IT recruitment professionals the power to be more strategic than ever before. Data points are likely one of the biggest reasons recruiters in the Global Survey: Artificial Intelligence (AI) Reshaping the Role of the Recruiter report feel Big Data and AI makes their jobs easier. 

Unfortunately, all that information is useless if it’s not what recruiters need. In fact, 53 percent of recruiters say AI has given them too much data that they don’t know what to do with it. Overwhelming amounts of data take the intended strategic purpose away. 

AI isn’t capable of improving your recruitment numbers if you don’t know where your process will benefit from it. Take a step back and begin identifying where you’re hitting snags. 

Are you having trouble sourcing qualified candidates? Are you getting candidates into the application stage and then they disappear? Use these trouble spots to target the data you need to analyze. This removes the overwhelming amount of data, allowing you to focus and work directly with the AI tools you need. 

2. Create goals around its speed

The vast majority of recruiters in the Global Survey: Artificial Intelligence (AI) Reshaping the Role of the Recruiter report are excited to work more closely with AI. And we can’t blame them. It has the potential to speed up recruitment processes and, as a result, help you hit higher goals. 

This is a huge step, especially for IT recruitment professionals who typically struggle filling roles quickly. But if AI is rapidly filling roles and you’re not challenging yourself to increase your recruitment numbers, you’ll move forward without actual progress. 

Use AI’s ability to fill roles faster to your advantage by intentionally increasing your goals. Determine what AI is currently accomplishing and the effort you’re putting forth to hit current goals. 

Then, assess where you can add more power to your AI tools to accomplish greater short- and long-term goals. For example, if AI is finding you more qualified IT candidates, put your relationship-building skills to the test. 

3. Allow it to open the door for human interaction

AI is taking the place of IT recruitment professionals — but only in the mundane, analytical tasks sense. It’s not replacing their ability to make the recruitment process more human. AI, for example, can’t practice empathy, relate based on commonalities, or express a strong desire to improve a candidate’s future. 

Fully implement personal interaction into your strategy. In IT recruitment, it’s important to stand out among your competition. Position yourself as an expert in the field to connect with candidates on a deeply meaningful level. Learn IT terminology, common struggles they face in the job search and in their careers, and their expectations of you. 

What AI tools do you use to enhance your IT recruitment strategy? Let us know!