In today’s dynamic hiring environment, companies are increasingly investing in technology to streamline their hiring processes as well as enhance the candidate experience.
To better understand how technology is helping professionals across Human Resources simplify tasks, TechTalent.ca spoke with Chuck Walker, who serves as Senior Advisor of Public Safety Information Management for Sterling, which he joined in 2014 after completing a 32-year career with the Royal Canadian Mounted Police.
“Today’s dynamic hiring environment requires new, adaptable ways of screening,” he says, “and the velocity of hiring remains a top priority among technology employers.”
In order to mitigate the cost of candidate drop-off, companies are investing in HR technology, according to Walker, who cites as an example integrating Human Resources information systems with application tracking systems,
“Together, these systems can simplify the process of initiating background screening requests and even improve the candidate experience by pre-filling some required personal information,” he explains.
Another example: Candidates may intentionally or accidentally provide inaccurate identity information, Walker offers. In this case, technology can help determine if candidates are who they say they are via the latest methods of Identity Verification, such as biometrics.
Most of these new technologies are underpinned by Generative Artificial Intelligence systems. Moving forward, Walker anticipates that AI will be able to “provide accurate, relevant, and timely insights that accelerate hiring decisions with confidence; It will also help to deliver quick and frictionless experiences to candidates, as well as enable enhanced identity verification and background screening processes.”
It remains important that humans continue to make hiring decisions, he clarifies—indeed, figuring out where AI doesn’t belong is just as important for companies to get right as figuring out where it does.
“Where should the line be drawn between technology and humans making hiring decisions?” Walker asks.
There’s no single correct answer; every company must draw its own conclusion.
“HR leaders should assess if technology enhances the process without replacing human decision making,” he suggests.
Overall, AI is at its best when it can “reduce the risk of data overload by eliminating noise and focusing on what really matters,” according to Walker.
“Replacing repetitive, mundane tasks can reduce turnaround time and cost, but utilizing AI for more advanced functions in the decision-making process should be reviewed thoroughly,” Walker concludes.
And once employees have joined the company, AI’s role does not have to end there.
TD Bank, for example, leverages the AI-powered GitHub Copilot to optimize productivity and efficiency of software engineers.
“GitHub Copilot assists engineers by analyzing the code they’re writing and providing real-time suggestions for completing and testing it,” explained Licenia Rojas, Chief Engineer and Architect for TD, in an interview with TechTalent.ca. “Copilot is one of the ways we’re bringing our talent strategy to life by increasing productivity for our engineers and empowering them to focus on high value work.”
Introducing tools like GitHub CoPilot demonstrates TD’s commitment to creating a positive engineering experience, according to Rojas, who posits that continuous learning and development are a critical part of a successful talent strategy.
In terms of adopting AI, Rojas warns that “it’s important to balance the speed of implementing such tools with being able to manage the risks that new technology also introduces.”
At TD, pilot programs allow new technology to be introduced and tested at a measured pace, enabling leaders to “thoughtfully explore how emerging technologies like generative AI can be used to address real challenges before reviewing their potential.”
Even the best tech is not guaranteed to work for a particular company or specific situation, and thus should not be recklessly adopted without sufficient preparation and analysis.
“In my experience, strategic implementation of innovative technology solutions starts with a strong business strategy,” Rojas said.
In other words: Technology may be powerful, but wielding a weapon blind is foolish. Leverage tech—with a plan—to maximize recruitment and retention of talent in 2024.
Did you find this content interesting? Discover more Expert Wisdom on the state of tech and talent in Canada.
