Estimates from Gartner suggest that the business value of artificial intelligence will reach a whopping $3.9 trillion by 2022.

The firm suggests that the majority of this growth will initially be driven by AI’s ability to process large datasets at a blazingly-fast pace and in unique ways. This power continues to open up exciting new possibilities for countless industries.

Recruitment is one of those industries: according to LinkedIn, 76% of recruiters believe that AI will have a somewhat significant impact on our industry.

A subsection of those recruiters wonders whether AI will prove itself as a threat to the recruitment industry. Could machines and unfeeling logic make recruitment less human?

On the contrary, we believe that AI will make recruitment more human than ever before.

Here’s How AI Will Enhance The Human Element in Recruitment

There’s a very high chance that the emergence and proliferation of AI will result in more human-oriented recruitment. Here’s a look at the five ways AI is likely going to enhance the human element:

1. Reduce unconscious bias

Countless studies have shown that diverse workforces are happier, more productive and more innovative. A blend of backgrounds and characters also mean that companies benefit from a potent mixture of skills and experiences.

Unfortunately, unconscious bias in recruitment can make it challenging to cultivate a genuinely diverse workspace. Despite best efforts, the majority of recruitment professionals form unconscious opinions on their candidates based on small amounts of information.

We are social creatures, and we can’t help but demonstrate unconscious biases. Anything from the intonation of a person’s voice to the clothes that they wear will register on some level.

AI is already proving to be a powerful tool in the fight against bias and discrimination, though: several AI-driven technologies can help to surface the most appropriate candidates and assist with blind hiring.

In this sense, AI-driven recruitment is empowering recruiters to eliminate unconscious bias so that they can put together fantastic teams.

2. Free up recruiters’ time

Recruitment professionals often display solid interpersonal skills that they use to put together strong teams. They’ll rely on those abilities to identify future needs, source the right candidates, design job descriptions and much more.

Unfortunately, several repetitive tasks can make it difficult for recruitment professionals to focus on the core job. All too often, recruiters are stuck filing paperwork, fiddling with various job platforms and trying to keep a keen eye on the latest employment laws.

In this sense, AI is a big help. It can take care of repetitive tasks so that recruiters are better able to focus on the human side of their work, resulting in better outcomes for businesses and candidates alike.

3. Personalise learning and development

Companies that offer comprehensive training programs often enjoy a 218% higher income per employee when compared to those businesses that don’t invest in training. Unfortunately, many companies struggle to get the most from training programs. They might find it challenging to get started at all.

Thankfully, AI can offer exciting insights into the skill sets and preferences of candidates, helping businesses to place a strong focus on developing the potential of each employee with catered learning and development courses.

This feature of AI can help recruiters to understand better their candidates and how they might develop in a given role, again emphasising the individual.

4. Increase hiring volume for businesses

According to figures from Workable, the average time to hire is around a month. This will vary, of course, according to factors like the position and region. That’s quite a significant amount of time, though, and it means that recruiters often struggle to fuel their company with quality candidates regularly.

Thankfully, AI can help to expedite the time to hire allowing recruiters access to quality candidates in record time and then do what they do best – work to assess and develop that person’s skill set.

With AI giving recruiters a helping hand, those professionals will find it easier to build large and diverse teams.

5. Drive demand for more human-oriented HR professionals

As we watch AI transform the recruitment industry over the coming years, we’ll be sure to notice how the desired skillsets for recruiters shift. With AI taking care of the repetitive activities and sourcing of quality candidates, we’ll see businesses search for recruiters who have incredibly strong and insightful interpersonal skills.

With AI working away behind the scenes, the spotlight will be firmly on recruiters and their ability to assess the character of their candidates. In this sense, AI will undoubtedly help to bring about the human side of recruitment.

Recruiters will be better able and more free to forge authentic connections with their candidates and help to create more human workplaces.

Unlock the Power of AI-Driven Talent Intelligence with Elevate

Here at Elevate, we’re incredibly excited about the potential of AI to reveal the human side of recruitment. Are you ready to leverage the real power of talent intelligence? Learn more about Elevate AI and how our platform can help you to retain, engage and attract the best talent.

Finding the right talent is harder than ever before. Statistics from the Society for Human Resource Management tell us that 75% of recruiters believe there is a skills shortage among their applicants.

The war for talent means that recruiters must leverage cutting-edge tools and techniques to source the best candidates.

With time these tools and techniques evolve. For a significant period, Boolean search operators were a critical tool that gave recruiters the ability to surface relevant candidates.

Now, AI-driven sourcing is taking the lead.

In this post, we’ll explore those two concepts in more detail. We’ll then offer up five reasons why AI sourcing is superior to Boolean sourcing.

What Is Boolean Sourcing?

Boolean search allows recruiters to combine keywords alongside a series of operators to find the most relevant results. Those operators include AND, NOT and OR.

Recruiters can use those operators alongside brackets and quotation marks to tweak their search results to surface more suitable candidates. Specific search engines and applicant tracking systems also offer a range of additional tricks and tools to help recruiters refine their search even further.

When using Google, for instance, recruiters can start their search with “site:” to perform an x-ray search and surface results from a specific domain. Here’s an example of a typical Boolean search using Google:

As you can see, the Boolean search returns relevant results based on the keywords and operators that were used.

What Is AI Sourcing?

AI sourcing is much more powerful. Recruiters can use AI-powered platforms to search through vast databases in a matter of seconds intelligently. The AI algorithms can weigh and balance several factors to present recruiters with the most appropriate and suitable candidates.

This power is the driving force behind Gartner’s estimation that the business value of AI will reach a staggering $3.9 trillion by 2022

Let’s dig deeper into the key differences between Boolean and AI sourcing.

Five Reasons AI Sourcing Is Better Than Boolean Sourcing

AI-driven sourcing will replace Boolean sourcing in the not too distant future. Here are the five factors driving the explosive growth of AI sourcing.

1. Easier to use

Mastering the art of Boolean sourcing is no easy task. Recruiters will often spend hours upon hours learning the intricacies of Boolean search – and there’s no guarantee that they’re going to get the best results.

AI-driven platforms, on the other hand, are very elegant and simple to use. Recruiters can quickly set up their searches with just a few clicks and rest assured that they’re going to see every viable candidate for their position.

This ease of use means that recruiters can say goodbye to the hours spent learning Boolean search and invest in other areas of growth.

2. See More Sophisticated Results

Boolean searches are powerful, but recruiters have no guarantee that those searches deliver comprehensive results.

This is because Boolean logic only offers up yes or no results – there’s no space for “maybe”. This means that recruiters might find themselves missing out on that perfect candidate due to the inflexibility of Boolean search.

AI-driven logic is much more powerful. Those searches can embrace and understand ambiguity to give recruiters the full spectrum of potential candidates. The most sophisticated AI-driven searches will use natural language processing, for instance, to identify synonyms and the relationships between words.

3. More Free Time for Recruiters

Boolean searches are not only challenging to master, but they can also take a long time to execute. Even the most skilled Boolean expert will have to type out their search and proofread it carefully manually – a single misplaced piece of punctuation can undo a Boolean search, after all.

AI sourcing is much faster. Recruiters can configure their searches in a matter of seconds and leave the heavy lifting to sophisticated algorithms. In the blink of an eye, those recruiters will have comprehensive and high-quality results before them.

This speed means that recruiters can work as efficiently as possible. Recruiters who use the Elevate AI Platform enjoy a 90% reduction in search time. This empowers recruiters to invest their time in what they do best – connecting with candidates.

Technology is making recruitment more human. Looking to learn more? Read our piece on how AI enhances the human element of recruitment.

4. Eliminate Unconscious Bias

Diverse workplaces are more innovative, creative and productive. Those companies also benefit from a stronger employer brand and an enhanced level of employee engagement.

Unconscious bias can become a serious barrier to achieving a truly diverse workplace. The Guardian recently published an insightful piece on unconscious bias in Britain. The article makes it clear that unconscious bias is still an issue within recruitment.

AI-driven sourcing surfaces the most appropriate candidates and presents them to recruiters. While those algorithms can be configured to pay attention to factors like race and gender, they can help recruiters to break free from their unconscious bias.

5. Surface More Suitable Candidates

Boolean searches return a list of results with no further insight. Your dream candidate might be at the top of the list – or they might be buried under several unsuitable candidates.

This means that recruiters spend countless hours tediously sorting through potential candidates. While they might have a pool of potential candidates before them, they’ve still got to find the diamond in the rough.

AI-driven searches can weigh several factors to deliver the most suitable candidates in a logical order. This expedites the search process and means that recruiters are presented with the most suitable candidates.

Recruiters who use the Elevate AI Platform enjoy a 20% increase in suitable candidates, for instance.

Unlock the Power of AI Sourcing with Elevate

Are you ready to say goodbye to Boolean and hello to AI-powered sourcing? Step into the future of recruitment with Elevate’s leading Talent Intelligence platform today.

According to the Office for National Statistics, 6 million people in the UK currently work in governmental agencies. The public sector plays a critical role in the UK employment landscape and, as such, its hiring managers must stay on top of recruitment trends to compete with the private sector for the best talent. As we watch Recruitment 4.0 continue to mature, we’ll see dramatic adjustments to legacy recruitment technology systems and processes.

Here’s where we’ll see the majority of those changes take place:

Feature creep and abandonment are making old tools obsolete

Dramatic leaps in technology mean that across countless industries old tools are being replaced by more modern alternatives.

This is the same in the world of recruitment, too, where recruiters are abandoning older tools. Feature creep – the ongoing expansion of new features – means that older applications are not fit for purpose any longer.

It’s becoming increasingly challenging to find recruiters and hiring managers who can use those tools, too, which can elevate training costs and reduce efficiency.

AI sourcing is replacing Boolean sourcing.

For many years, Boolean sourcing was an essential strategy for recruiters and hiring managers. Elegant strings of operators and quotation marks were able to surface suitable candidates, but this technique wasn’t without its drawbacks.

It’s challenging to master and the results weren’t 100% comprehensive – there was always the danger of missing out on the perfect candidate. Every recruiter will know that it can also be quite time consuming, too.

As Recruitment 4.0 continues to mature, we’ll see AI sourcing replace Boolean sourcing and cement itself as the go-to sourcing method. To give you a head start, here’s a closer look at some of the ways we’re likely to see public sector recruitment change in light of new recruitment trends and technologies.

Sourcing candidates

In the private sector, 47% of companies currently report little to no qualified applications for the positions that they are trying to fill. This dynamic also affects the public sector, which has a strong need for the most impressive talent.

We can expect public sector recruiters to capitalise on new recruitment trends and technologies to source a higher number of qualified candidates:

Contingent workers will present an opportunity for the public sector

The meteoric rise of talent platforms like Upwork and a growing appetite for self-employment among workers means that there’s a higher number of contingent workers. Those professionals are often freelancers, independent contractors, agency workers and consultants.

In fact, there are an estimated five million self-employed workers in the UK, according to the Office for National Statistics. As this figure grows, we can expect the public sector to capitalise on this trend to meet its talent needs.

Alumni pools will provide proven candidates

As the battle for talent becomes even more fierce, public sector recruiters and hiring managers will make the most of talent pools to keep track of their candidates.

The talent within those pools can be divided into smaller subsections such as referred candidates, applicants, and alumni. We’ll see alumni talent pools play a significant role within the public sector, given that they can make it easier to recruit pre-approved and trusted talent.

Boomerang Employees will reduce recruitment costs

The modern workforce is more mobile than ever before, with three out of four millennials stating that they’re open to finding a new job.

While vast portions of the workforce will seek greener pastures, some of them will inevitably return to previous employers. Those people become boomerang employees, in fact 15% of employees have returned to a former employer at some point.

This is an excellent dynamic for the public sector. Not only will public sector agencies be able to reduce their recruitment costs, but they’ll also be able to source proven and trained talent.

New tech will help public sector recruiters handle more significant volumes of applications.

AI-driven sourcing tools such as Elevate are already helping recruiters and hiring managers around the world to manage more applications and better identify and validate the ideal candidates. 

Meanwhile, new trends like programmatic advertising can target qualified talent with pinpoint accuracy.

These are just some of the ways that new technology will empower public sector recruiters and hiring managers to attract qualified candidates.

Shortlisting candidates

Nascent trends and technologies will also impact the way public sector recruiters approach the shortlisting of candidates. Here’s how:

Automate the screening process

Screening and evaluating candidates is often the most time-consuming part of the entire recruitment process. Frequently, recruiters and hiring managers will also discover that a candidate is unsuitable for different practical reasons like location or salary expectations.

Nascent tools like chatbots and sophisticated survey tools are now capable of offering a helping hand at the outset of the screening process. Take Elevate, for instance: AI algorithms are capable of analysing vast amounts of information faster and smarter than any human. Leading to recruiters and hiring managers liberation to focus on building recruiting strategies and nurturing candidate relationships.

Essentially, AI is capable of delivering high-quality talent at a faster pace while improving the overall recruitment experience.

The recruitment process will become more human

Public sector work is divided into two key areas: central and local government. Also, millions of people work in public services like healthcare, law enforcement, social care and education.

Those are all diverse fields and finding candidates with the perfect blend of personality traits is challenging. A nurse will need to exhibit different personality traits to a police officer, for instance.

New recruitment technology is going to automate routine tasks so that hiring managers can spend more time getting to know their candidates to assess better their characters leading to satisfaction all round, improving employee fit and sequentially retention rates.

Selecting candidates

Once the list of candidates is reduced to a set of finalists, recruiters need to start making their final decisions and perform hires. This is a delicate part of the recruitment process, and recruiters have to be on the top of their game.

Here’s how new trends and technologies will help public sector recruiters to select the right candidates:

Gamification will enrich the selection process

Gamification is cementing itself as a reliable recruitment technology. Games are becoming incredibly popular because they empower candidates to showcase their competencies in practical ways and demonstrate their agility.

These gamification technologies are also a great way to enliven the hiring process and energise public sector candidates. Gamification can also be used to more effectively gauge the personal traits of candidates.

New technologies can help with diversity hiring

Over the years, some media reporting and commentary have suggested that areas of the public sector over-rely on internal recruitment. People who subscribe to this idea believe that the public sector has suffered to incorporate new ideas and profiles.

In the era of Recruitment 4.0, AI-driven platforms analytics and talent intelligence will play a prominent role in the recruitment process. Expect to see recruiters and hiring managers use technology and insights to complement internal hires with talented and diverse candidates from outside the public sector.

Closing Thoughts

We hope that this piece helps you to think how new recruitment technologies could help your talent acquisition initiatives. Have you seen the rise of any unique opportunities? We’d love to hear your thoughts and how you think public sector talent acquisition might evolve.

These are challenging times for charities in the UK. While the need for their services is rising dramatically, only 18% of charitable organisations have the appropriate resources and tools to meet that demand.

This challenge is being compounded by the fact that the long-term impacts of Brexit have yet to manifest, the proportion of people giving money to charity saw a steady decline between 2016 and 2018 (69% to 65%) and budgets continue to tighten.

Among other challenges, this blend of factors means that many charities are understaffed. 88% of local charities have fewer than five full-time employees, while 55% have no full-time employees at all.

Could the development and adoption of AI-driven recruitment technologies help UK charities to unlock new efficiencies and address their staffing challenge?

Let’s take a look at what these AI-driven platforms can achieve and how they might benefit UK charities.

What Are AI-Driven Recruitment Platforms?

These powerful nascent platforms can automate critical recruitment tasks, such as:

  • Talent sourcing
  • CV screening
  • Candidate outreach
  • Candidate qualification

By helping with such tasks, those platforms can elevate hiring results and make hiring managers much more efficient.

Those platforms are growing in prominence, too: an impressive 96% of senior HR professionals believe that AI has the potential to enhance talent acquisition and retention significantly. In comparison, 55% of HR managers see evidence of AI becoming a regular part of HR within the next five years.

How AI-Driven Recruitment Will Benefit Charities

Here’s how we will see UK charities make the most of these platforms:

1. Reduce recruitment costs

According to findings from Glassdoor, the average cost of recruitment for a new employee in the UK is £3,000. That’s a significant amount of money for any private sector organisation, let alone a public sector charity.

In trying times, it’s critical that UK charities work as efficiently as possible and leverage new technologies to reduce that cost.

AI-driven recruitment tools are a great opportunity from this perspective.

These recruitment tools can help hiring managers within charities to automate critical tasks, unlock new efficiencies and find talent quicker. Using an AI-driven tool, for instance, hiring managers within charities will be able to access a wider pool of talent and sort through it much faster.

Those types of features can help drive down steep recruitment costs and protect the budgets of cash-strapped charities.

2. Free up valuable time

As we touched on earlier, charities often have very small teams. This means that multidisciplinary team members will usually wear several different hats – recruitment and hiring might prove to be a distraction from other more primary work.

AI-driven recruitment tools are going to liberate the time of charity workers, who’ll be better able to focus their attention on other areas. With more time on their hands, charity workers will be able to focus on crucial areas like fundraising and essential administrative tasks.

As AI-driven recruitment tools continue to mature, we’ll be sure to see teams within charities do great things with their newfound time.

3. Slash time-to-hire

The average time to hire in the UK lasts 26.8 working days. This is often longer within the public sector, too, owing to a lack of candidates and resources.

This presence of unfilled roles can negatively affect charities, given that it can cause significant operational challenges. Without the right team members, charities find it difficult to operate and place a considerable strain on existing team members.

AI-driven recruitment tools can help to expedite the time to hire, though, and give charities the power to find the right candidates within a reasonable timeframe.

4. Uncover appropriate candidates

It’s critical that charities are able to attract the right talent. Potential team members need to exhibit desirable personality and character traits that will set them up for success within a charity environment.

The process of finding sourcing those candidates according to those factors is never easy, however. It takes a lot of time and effort, which results in more expensive hires and a protracted sourcing period.

AI-driven tools are giving hiring managers new ways to sort and select their talent. These new functionalities can provide hiring managers within charities the ability to sort talent and source the perfect candidates to fill their essential roles.

Closing Thoughts

We’ll be sure to see AI-driven recruitment platforms mature over the coming years, and we’re very excited about how their application might benefit the many hard-working charities in the UK.

Here at Elevate, we’re delighted to play a part in discovering the potential of AI-driven recruitment technology. We look forward to helping charities across the UK and beyond unlock all of the benefits outlined above.

Data is the new oil. Vital to power our activities yet costly to acquire. 

This is especially true for the recruitment industry, where the need for multiple sources of verified talent data (CV’s) is the life blood that is required to drive daily activities.

Many businesses are paying high prices needlessly for building these different sources of talent , though, given that they’re already sitting on vast treasure troves of legacy candidate data. The issue is that this data has been challenging to interrogate via boolean search, but that’s no longer the case.

Let’s take a closer look at what we mean by legacy data, why it was so difficult to manage in the past, and why it is critical to migrate your legacy data now.

What Is Legacy Data?

Legacy data is information that is stored in an old or obsolete system. This means that the data is difficult – or even seemingly impossible – to access and incorporate into an existing system.

It’s common for recruiters and hiring managers to have lots of legacy data spread across different systems, such as:

  • Disused Excel spreadsheets
  • Physical CVs and application forms
  • Obsolete in-house tools
  • Candidates CV’s stored on various hard drives and cloud drive applications.

While the data might be locked away and inaccessible, it’s still precious. The truth is businesses might find themselves paying to acquire new potential candidates when they already have that information in an obsolete system.

Thankfully, cutting-edge technology can now act as the key to open those useful treasure chests of candidate data.

Why Was Legacy Data Difficult to Manage?

Recruiters and hiring managers need to focus on what they do best: building relationships with candidates and assessing their suitability for a range of roles. They can’t afford to spend their time collecting, organising, analysing, interpreting and presenting candidate data.

Aside from the time and skill shortage, the diverse nature of those legacy systems made it difficult for businesses to extract and sort that data in a logical and automated way.

Those factors mean that for far too long, businesses have sat on valuable data that they paid for but couldn’t use.

Why Is It Critical to Migrate Legacy Candidate Data Now?

Now’s the time to migrate your legacy data and unlock its full potential. Here are the key reasons that are the case:

1. Move quickly

Manually moving and manipulating data is no fun: it takes a long time, it’s uninspiring work, and there’s always the potential for human error.

Cutting-edge technologies offer businesses powerful functionality that makes it simple to handle legacy data. New AI sourcing technologies – like the Elevate Valut – can automate the process to migrate legacy data quickly and accurately giving you instant access to a useable talent pools.

This empowers businesses to move quickly and bolster their talent pools with high-quality candidate data in no time at all.

2. Reduce wastage

There’s a good chance that you pay top dollar for each candidate that you acquire. This means that your legacy candidate data is just as valuable as the day you first paid for it.

New technologies can help you to re-use that older data, protracting its value and boosting your ROI even many years later. This allows businesses to reduce wastage and squeeze every ounce of value from the data that they collect.

In a time when candidate data is so expensive and challenging to acquire, this can give you the edge over the competition.

3. Access a more significant volume of leads

As we touched on already, data is the new oil. If your recruiters and hiring managers are going to continue chugging along and getting the results that you need, you must provide them with as much fuel as possible.

The talent shortage means that by 2030, there will be a human talent shortage of an estimated 85 million people. If you’re going to conquer the talent shortage challenge, you’ll need as much data as possible.

Mobilising your legacy data is a great way to put yourself ahead and grow the volume of leads that you can access for your positions.

4. Harmonise your data in one place

Data is vital to recruitment success, so you must learn how to manage and manipulate data to fit your needs. Often, this means collating your data and putting it in one location.

By migrating legacy data into your current talent pools, you’ll be better able to manipulate and sort that data. Powerful platforms like Elevate can give recruiters the ability to intelligently match candidates to specific roles based on many data points, too, further assisting recruiters and hiring managers.

Closing Thoughts

We hope that this piece has been useful to you. As you can see, now’s the time to start migrating your legacy data and unlocking its actual value for your business.

Elevate can empower acquisition teams to move faster and recruit talent quicker. Request a demo today to see Elevate in action.

Over the course of 2020, an estimated 1.7MB of data will be created every second for every person on earth. This immense volume of data means that businesses now face critical data management challenges.

Are you prepared?

In this brave new data-driven world, recruiters and hiring managers must carefully manage valuable candidate data to find the right talent quickly and at the right price.

In this piece, we’ll take a closer look at what we mean by legacy data then explore five key reasons you should migrate and rejuvenate this data.

What Is Legacy Data?

Essentially, legacy data is data that is currently stored on obsolete systems or outdated formats. As time progresses, it often becomes more challenging to re-access, search and even migrate this data.

Recruiters and hiring managers will often have valuable candidate data hosted on different systems and formats spread across various areas in the business. This data has very little day-to-day value for businesses.

Why Should You Migrate Your Legacy Data?

Legacy data represents an unmissable opportunity for recruiters and hiring managers.

Now that we’ve got a better handle on precisely what we mean by legacy data let’s explore the top reasons that you should rejuvenate it today.

1. Harmonise your data

It’s not at all uncommon for recruiters and hiring managers to have data spread across various obsolete systems. Businesses will store candidate data in the following areas:

  • Applicant tracking systems
  • Physical filing cabinets
  • Different excel documents
  • Cloud storage systems
  • Local hard drives
  • Shared servers

That candidate data is often stored in different file formats and structures, too. This makes it practically impossible for recruiters and hiring managers actually to use that data in any meaningful way.

Many legacy database systems are also based on Boolean search. This method of searching through your data is inefficient and achieves subpar results, while AI sourcing is much more powerful.

With all of your data in a single space, AI sourcing can make it work for you. You’ll be able to do much more like access unique insights, intelligently sort through your candidates, surface the right talent, lower your cost talent acquisition and generate more suitable, candidates for roles you need to fill.

If you want more information in this area, be sure to read our piece on five reasons AI sourcing will replace Boolean sourcing.

2. Capitalise on your past investments

Data is the new oil, and it comes at a cost. Businesses will often invest significant amounts of money into sourcing candidate data using a blend of these tools and techniques:

  • Job boards
  • Networking events
  • Career fairs
  • Referral programmes
  • Digital advertising
  • Physical advertising

All too often, though, businesses fail to maintain that data once they’ve filled an open position. This means that many companies fail to capitalise on their candidate data investments.

It also means that businesses will pay again and again for the same candidate data. This is a very costly way to work, and it pushes your cost per hire much higher than it should be.

If you store your data in a single space and use the appropriate AI sourcing techniques and tools, you’ll extend the ROI of your data collection initiatives and reduce your average cost per hire.

3. Grow your talent pools

The well-documented talent shortage outside of the Coronavirus is the most significant emerging risk for businesses around the world. 54% of companies reported talent shortages last year.

In order to tackle this risk, recruiters and hiring managers must carefully maintain and feed healthy talent pools. These databases empower businesses to organise their talents into distinct groups and nurture each group more effectively.

Growing those talent pools is a significant challenge, though, and you must capitalise on every opportunity to add quality candidate data to them. Migrating legacy data is a great way to stop your talent pools from running dry.

Looking for more information? Check out these six reasons you should develop an alumni talent pool.

4. Prepare for an increasingly data-conscious industry

As the digital world continues to mature, so does our shared understanding of online privacy protection. Most people – including your candidates – now take several steps to protect their digital information.

As one academic study focused on online privacy puts it, “personally managing and protecting online privacy has become an essential part of everyday life.”

The simultaneous emergence of GDPR and other data protection regulations also means that it’s now trickier than ever for recruiters to collect and collate accurate candidate data.

This is why your legacy data is a goldmine.

If you migrate this data effectively, you’ll be able to incorporate valuable and GDPR-compliant data back into your systems. This can give you the edge over your competition and help you to connect with proven talent.

5. Activate your passive data

Data is one of the most precious resources available to your business: you can’t afford to leave it to gather dust. As the renowned data scientist Donato Diorio said: “Without a systematic way to start and keep data clean, bad data will happen.”

By migrating your legacy data today, you’ll be better able to incorporate it into your existing talent pools and using tools like Elevate’s AI sourcing to sort through it intelligently. The more data you have, the more comfortable you’ll find it to fill your open roles with great candidates.

Elevate gives you the power to work smarter and faster by providing immediate visibility to the talent you need. Request your Elevate demo today to learn how our solution can help you to unlock the full value of your legacy data.