AI, Automation & Agencies
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Clair Bush, Marketing Consultant & Cofounder at Talent Stories presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following. Artificial Intelligence, machine learning and automation feature heavily in the headlines. It’s been reported that corporate spend on AI will grow to $47 billion by 2020, but what does this mean for recruitment agencies, and how can you compete? Discover how machine learning and automation can create efficiencies for recruiters Deploy Artificial Intelligence to increase client and candidate engagement Understand how you can apply AI and automation to increase profitability
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AI, Automation & Agencies
- 1. Artificial Intelligence, Automation & Agencies Clair Bush, Marketing Consultant & Co-founder, Talent Stories
- 8. Role of a Recruiter #1: Business Development
- 9. Candidate.ID’s Talent Pipeline Platform provides one central, unified SaaS solution that manages and optimises every tactic used to find, attract, engage and nurture candidates. ● Candidate nurturing and scoring, ● Email marketing, ● ATS and CRM integration ● Closed-loop, real-time reporting tools
- 10. Takeaway: Adopt Automation for Business Development ● Analyse and track visitors to/from your website ● Create content for all stages of the relationship ● Data cleanse regularly so your conversations resonate ● Nurture engaged visitors using automation ● Identify ‘qualified’ leads for precise business development
- 11. Role of a Recruiter #2: Sourcing Candidates
- 12. SourceBreaker's Award Winning, Intelligent End to End Search platform delivers measurable results and provides genuine USPs to help you win and place more business. ● Search across all platforms ● Match candidates to jobs ● Keyword matching
- 13. Takeaway: Adopt Machine Learning for Candidate Sourcing ● Search across all channels and platforms ● Identify the best match ● Re-engage with candidates that you already know ● Shortlist faster, with more accurate, engaged candidates ● Combination of technology and the human touch
- 14. Role of a Recruiter #3: Candidate Experience
- 16. Takeaway: Train your Recruiters to be relationship marketers ● Subject matter expertise ● Industry or sector gravitas ● Well networked ● Content creator ● Technically proficient
- 17. Role of a Recruiter #4: Results, Referral & Revenue
- 18. cube19 is a business intelligence and performance management technology for the global recruitment industry. Provides recruitment-specific analytics, business intelligence, reporting, dashboards, leaderboards and gamification to help recruitment companies increase revenue, scale efficiently, improve data quality, and motivate teams.
- 19. Takeaway: Use integrated, data aggregator software to optimise performance ● Join the dots with your data ● See the big picture, and use insight to create more success ● Make insight based decisions ● See what’s working well, and replicate it
- 20. The Rec Tech Industry Sourced from Ken Brotherston, TALiNT Partners
- 21. A pause for thought… How to take business complexity and make it simple… use 2x2 Avinash Kaushik, Digital Marketing Evangelist & Google Co-founder https://www.kaushik.net/avinash/
- 22. Recruiter versus technology All jobs boil down to four categories on two dimensions: Nonroutine Manual: Service occupations related to assisting or caring for others Nonroutine Cognitive: Management and professional occupations Routine Cognitive: Sales and office occupations Routine Manual: Construction, transportation, production and repair occupations SOURCE: https://www.kaushik.net/avinash/ Manual Cognitive NonroutineRoutine
- 23. Summary: ● Know your process, but do something different ● Know your recruiters, their strengths and weaknesses ● Use technology in the best and right places to support your recruiters ● Think like a relationship marketer: simplify your complex business problems
- 24. Clair Bush Marketing Consultant & Concierge TALENTStories clair.bush@talentstories.co.uk | @ClairBush | in/ClairBush
Notas do Editor
- · Welcome · Clair Bush, co-founder of Talent Stories, marketing consultancy & concierge · Present my view of AI, Automation & Agencies
- Digital age Data driven Demand generation Age of technology innovation Information digestion: we bounce from current affairs to leisure activities, to communicating with friends and family in erratic micro moments.
- Competition for mindspace is exponential Purchasing decisions used to be simple - so marketing and sales messaging was just 2 dimensional - right place, right time… Now marketing needs to be omnipresent Must be easier if you’re selling cars, holidays or even houses, But how can you complete if you’re selling dreams, new lives and changing lives? Because that’s what we do in recruitment.
- · The reason why is that our journey to purchase or consuming information, products and services is so much more complex.
- This is why it's imperative that we understand the impact technology has on the recruitment industry We build relationships - computers can’t do that As a recruiter, your job is to represent … your clients - their needs, the business and the culture Your agency - it’s specialism & professionalism Your candidates - empathise, encourage and educate Yourself - integrity, passion, enthusiasm
- What does Artificial Intelligence, Automation or Machine Learning actually or really mean for Recruiters? Can you define what each of these technology hot trends do, and how they differ? Do you use AI, Automation or Machine Learning in your recruitment process today? What are the benefits? How has this technology changed your approach?
- Where can technology create better experiences for candidates, clients and recruiters?
- CandidateID Automatically segments contacts, based on data on the web / CRM / online behaviour Recruiter sets the rules Irony is that automation takes lots of initial time to set up and create content / rules Users can get up to speed in 1-3 months Key benefits - better qualified lead dev, shortlist quicker, with established relationships both sides
- Sourcebreaker Combines ML & human instinct - you teach the system based on your knowledge and it learns - performing faster and across more data than you can digest Smarter than other systems in that SB can spot anomalies ie java dev and java software engineer Harnham & Premier client case studies - saves about 1 hr of sourcing time a day. Expands pool of suitable candidates and increases opportunity for revenue growth - doing more with the candidates you know as you can find / match them quicker
- Cube19 BI, reporting - data management for growth and to increase opportunities