- Active supply can help recruiters find candidates who are better correspondence
- Retail teams note the lowest satisfaction of existing tools
- IT and marketing teams will spend the most for new tools
The latest Testgorilla report revealed that barely more than one (37%) (37%) (37%) of the United States hiring and recruitment is well prepared for AI, automation and advanced analysis.
This despite the three -quarters (77%) indicating that active supply is “essential” or “very important”.
Even if HR and recruitment professionals recognize the important thing of active supply, where teams are coming out and actively find candidates instead of waiting for people to apply, only 27% have actively obtained more than half of their hires.
HR and recruitment are due to a technological makeover
Talent acquisition teams are still struggling with key steps in the process, such as harming skills on CVs (58%), identification if candidates align themselves with business culture (47%) and the search for qualified workers (43%).
IT organizations have also noted the data of obsolete candidates (44%) and integration gaps between tools (48%) as major obstacles – even in a technology sector, while retail teams have declared the lowest satisfaction with regard to supply tools (31% against 54% on average).
“”[Sourcing teams are] should provide quality hires on a market where AI is quickly reshaping talent acquisition, skills are more difficult to check, and obsolete tools cannot follow, “said Gorilla CEO Wouter Durville.
For the future, IT professionals expect a greater disturbance in AI and automation (54%) than skills shortages (27%). This despite two out of three IT teams (67%) planning to invest in a new supply technology in the next 12 months, with the most likely budget marketing teams for new tools (75%).
“Better supply comes down to three things: more intelligent signals on skills and culture, tools that fit perfectly and erase the return on investment so that you can double what works and repair what does not,” added Durville.
