Tips for Choosing the Right AI Recruitment Platform

Talent acquisition today is undergoing a seismic shift towards automation and intelligence. As businesses aim to keep up with changing workplace dynamics, legacy hiring practices are no longer sufficient. This growing need is reflected in the global AI recruitment market, which will reach $388 million by 2025, as per Taggd’s Decoding Jobs report. AI-powered solutions are streamlining and enhancing process efficiency, candidate experience, data-driven decisions, and more.

However, with numerous vendors offering AI recruitment tools, selecting the right platform can get overwhelming. One size doesn’t fit all when deploying such organization-wide, business-critical HR technology. You need personalized solutions that align with your specific hiring challenges today and adapt to future needs. Keep these tips in mind for making the right AI recruitment platform choice: 

Clear Understanding of Requirements 

Every business faces unique talent acquisition pains, be it excessive manual efforts, poor candidate quality, delays in hiring, unconscious biases, or a lack of insights. Before selecting a solution, undertake extensive stakeholder consultations with recruiters, hiring managers, and leadership teams to identify root causes. 

For instance, startups struggling with niche skills may need specialized sourcing support. Enterprises aiming to enhance the quality of their hiring may benefit from predictive analytics. Similarly, bulk hiring firms can leverage automation for assessments and communication. 

Once you define problem areas, specify the required platform capabilities around automation, analytics, integrations, implementation support, etc. This approach prevents getting swayed by fancy bells and whistles that may be unnecessary for your needs. 

Focus on Customization Offered 

With AI itself being customizable by nature, recruitment solutions built on it can adapt extensively too. Rather than rigid, off-the-shelf software, the platform should flex to your existing processes, policies, and stakeholders’ inputs. 

Taggd’s no-code environment allows for easily configuring various building blocks of its digital requirement platform. Recruiters can customize conversation flows in chatbots, skills taxonomies for matching candidates, quick-apply forms to capture signals, assessment forms, and more. Such configurable components prevent disruptive process changes. 

Local Support and Onboarding 

The AI recruitment tools often come with steep learning curves around managing bots, analyzing analytics, troubleshooting issues, etc. Sufficient local support and handholding from vendor teams are crucial, especially in the initial stages.

When shortlisting options, assess the extent of onboarding support offered and the resources allocated to your account. Taggd provides robust assistance, including HR analytics workshops, bot training guides, and always-available account management. Look for vendors investing heavily in customer success through local support centers. 

Integration with the Existing HR Tech Stack 

Instead of standalone applications, your chosen AI recruitment platform should seamlessly mesh into the existing HRMS, ATS, and other enterprise software infrastructure. Many advanced tools offer in-built integration with popular HCMs. 

Additionally, Taggd and other leading vendors provide open APIs to connect with homegrown tools and third-party point solutions. Such integration ability eliminates data silos, minimizes disruption, and improves adoption across teams familiar with current systems. 

Data privacy and security 

AI algorithms are only as good as the data they learn from. An extensive breadth and depth of training data improves recommendation accuracy over time. However, you must ensure strict data privacy measures around collecting, sharing, and storing applicant information, which is highly sensitive. 

Vendors like Taggd offer best practices around anonymization, encryption, and restricted access controls to safeguard candidate data. Such cybersecurity compliance should be validated through rigorous external audits for your peace of mind. 

Trusted, established technology 

Don’t get lured by every conversational bot or machine learning model claiming to transform hiring. Look for proven technology stacks that have been tested across industry use cases. For instance, Taggd video interview platform leverages Microsoft Azure cognitive services for deriving impactful signals from candidate conversations.

Similarly, emotional intelligence, speech analytics, and other niche AI capabilities offered should be based on reliable, published research from experts. Validate through client case studies how the technology has delivered value for organizations like yours. 

Roadmap for Innovation 

While core matching and automation features may meet your immediate requirements, future-proofing for continuous innovation is equally vital. With the rapid evolution of AI itself, new solutions like VR assessments, geo-targeted advertising, next-generation chatbots, and more will impact recruitment.

Taggd dedicates over 30% of its resources exclusively to advancing its AI engine and new product development. Understand the vendor’s vision and technology roadmap to ensure you stay ahead of the curve too.

Insight-driven, ROI-focused

ROI shouldn’t be an afterthought when deploying enterprise HR software involving significant budgets. Be clear on the tangible outcomes sought, whether it’s optimizing sources, reducing cost per hire, improving retention rates, or anything else.

Leading AI recruitment platforms like Taggd are insight-driven to track and enhance such ROI. Embedding analytics into each step uncovers trends and opportunities, allowing data-based decisions for recruiters. Measurements around hiring velocity, pipeline health, diversity stats, and more indicate progress towards talent goals.

The convergence of automation and HR makes measuring ROI easier than ever. So focus on platforms generating actionable intelligence for evident returns rather than just shiny new technology. 

Continuous Platform Enhancement

AI and automation technology evolve swiftly. It’s crucial that your chosen recruitment platform continuously upgrades its capabilities to leverage the latest advancements.

Opt for SaaS models that deliver new features, upgrades, and add-ons seamlessly without the need for manual software updates. For example, Taggd rolls out enhanced bot assistants, redesigned dashboard analytics, and more such functionality every quarter without disruptions. 

Such active R&D and accrual on existing platforms saves on re-investment needs while raising productivity.

Talent branding and community building

Beyond hiring, AI recruitment platforms also offer innovative ways for employer branding among both applicants and employees.

For instance, Taggd Activate allows employees to refer their connections to open roles through AI-enabled social sharing. Such powerful peer-to-peer sourcing lowers the cost per hire while boosting brand visibility.

Conclusion

Recruitment AI promises immense possibilities but also brings its share of challenges in implementation when not planned right. Avoid getting swayed by claims around innovation or disruption alone. Evaluate solutions based on how adeptly they solve your needs while preparing you for the future. 

Just as your hiring aims to uncover not only skilled but aligned, engaged talent, choose an AI platform that fits your vision. Leverage the frameworks and features listed here to make the best data-driven decision on recruitment automation. When done right, embracing this AI revolution can enormously enrich talent acquisition outcomes for your business.