AI is helping talent acquisition (TA) move from a fulfillment function into a strategic talent engine, focusing more on the health and future of the talent pool and directly impacting business goals, according to new research from the Josh Bersin Company and talent acquisition firm AMS.

A new report, Navigating the Talent Acquisition Revolution, released last week, found that leading employers are rethinking what to expect of TA teams in an AI-enabled future. Those with integrated AI systems and strong governance are beginning to ask recruiters to provide insights into improving talent density inside orgs.

“​​What this profound adoption of AI in talent acquisition and the reinvention [with] AI is actually calling for is a completely new role for the recruiter who is able to be a strategic talent advisor to the organization,” HR industry analyst and senior research director, Stella Ioannidou, who authored the report, said.

The AI-enabled recruiter is more concerned about the candidate experience, if the experience and outcomes are meeting the business’s standards, what interventions are needed to address issues or improve the system, and if the underlying technology is delivering on the expected outcomes. Recruiters safeguard the AI system to make sure the AI is delivering “every single step of the way.”

“This type of augmentation actually leads to a direct link—the more direct as it’s ever been—to business impact,” she said.

There isn’t a specific industry leading on AI in TA, she said, but there are some markers of great TA operations.

“They are organizations who are very forward-looking and are really looking at talent acquisition as a ‘precision science,’” she said.

Precision workforce planning shares data and intelligence across HR, TA, and the rest of the business, helping design what talent best meets org needs.

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