Maggie BleharSeptember 28, 2023
Topics: Recruiter Experience

6 Companies Successfully Using AI in Their Recruiting Strategies

Using artificial intelligence technology in the recruitment process is essential for companies to stay competitive — especially in the current labor market.

AI can help recruit top talent, streamline and personalize the application process for candidates, enhance the employee experience through skills matching and job alerts, save recruiters time to focus on other important tasks, and more.

Our CEO and co-founder, Mahe Bayireddi often says AI is like oxygen. “It’s everywhere, and it’s essential to filling open roles with incredible talent and retaining them for the long haul.”
However, many Fortune 500 companies are lacking when it comes to their use of AI in attracting, engaging, and converting talent. In fact, 89% scored poorly in this area according to the 2023 State of Candidate Experience Report.

Adopting AI to help reduce time to fill and connect TA teams with quality talent shouldn’t be difficult — and with the right technology, it isn’t.

Check out the following six companies that are successfully using an AI recruiting platform, and learn just how they’re doing it.

1. Electrolux

Multinational home appliance manufacturer Electrolux Group faced a talent shortage last year — and “in times of labor shortage, it’s essential to stay ahead of talent market trends,” said Anja Ullrich, their Global Talent Acquisition Director. To keep a competitive edge, the TA team recognized the need to digitize processes to elevate their candidate, employee, recruiter, and hiring manager experiences. At the same time, they wanted to boost internal mobility and reduce both time and cost to hire.

To overhaul almost their entire recruiting process, they needed an AI-powered platform that could keep up.

The powerful combination of a hyper-personalized external career site, internal talent marketplace, active talent community, talent CRM, and automated campaigns functionality empowers their recruiters to nurture leads by sending relevant content targeted to a candidate’s expressed preferences, career goals, and interests.

With the help of the platform’s AI-driven fit scoring, candidate matching, and one-way interviews, recruiters and hiring managers can improve the screening and selection process for better fits, faster. If candidates do apply and qualify for an interview, automated AI scheduling removes the time-consuming back-and-forth — expediting the process and elevating the overall experience.

Since implementing this comprehensive AI-powered platform, Electrolux has seen:

  • 84% increase in application conversation rate

  • 51% decrease in incomplete applications

  • 9% decrease in time to hire

  • 20% recruitment time saved using one-way interviews

  • 78% time saved through AI scheduling

This “is the right [technology] for proactive talent pipelining, both inside and outside the company,” said Ullrich. “It’s critical in the HR technology landscape and allows us to evolve.”

Read the full story: Electrolux Group Digitalizes Key HR Processes for Distinct Hiring Edge

2. Cigna

Cigna, with a highly skilled workforce of 70,000+, had a major challenge: it was easier for employees to use LinkedIn to find a new position at Cigna than to use the company’s job board. On any given day, they’re hiring physicians, attorneys, pharmacists, nurses, data scientists, and more — all working in more than 100 countries. Mandy Day, VP of Talent Acquisition, wanted to reduce employee frustration and create a career path forward without employees having to find another company.

To do so, they leveraged the same holistic Intelligent Talent Experience platform they use for external hiring to unite efficiency through AI and automation — resulting in an incredible experience.

With their talent marketplace, they were able to “build a tool that created an ecosystem for us, not just for people to find their next jobs, but to actually grow within the company, build a network, and build mentorships. We’ve retained employees that would have left for something different because they got frustrated with the archaic tools that we had,” said Day.

"Gone are the days of employees posting for a role they’ll never get because they’re just trying to fish and find anything,” she added. “The AI behind it helps employees find jobs they never would have found before. It's giving them suggestions on jobs that they may not have all the skills for, but can definitely start the conversations to grow and develop those skills.”

Six months into this implementation, Cigna has seen:

  • 60% of employees with completed profiles in the talent marketplace

  • 50% of employees updating their skills and interests

  • 24 skills per employee and 33,000 unique skills across the organization

This increase in internal mobility has benefited the company as a whole by strengthening its skills base and retention. “Combining those skills keeps employees engaged, invigorated, and continuing to grow within the company [rather than] looking outside,” Day said.

3. Kuehne+Nagel

For far too long, the employee experience has been often overlooked by companies. Global logistics leader Kuehne+Nagel, however, knows that an incredible employee experience is a major factor that drives retention and increases ROI.

To ensure their employees were satisfied with their work and given opportunities to evolve, Kuehne+Nagel turned to AI for their internal recruitment strategy to help cultivate career growth and internal mobility options for their people.

Leveraging an intelligent talent marketplace — AI-powered technology that’s built to connect employees with learning and development opportunities — they were able to market open jobs to employees, personalize job recommendations, and provide recruiters with a smart tool to find quality talent within their own organization first.

Through a talent marketplace, “our own recruiters turn into internal head-hunters and proactively search for, pre-screen, and reach out to employees with job opportunities that could be of interest to them, before searching for external candidates,” revealed Claudia Harms, Global Talent Acquisition Expert at Kuehne+Nagel.

"Like this, we are able to build a strong talent pipeline, offer hiring managers the best available candidates, reduce time to hire, and create an all-around better — even unique — employee experience.”

After just 2.5 months of implementing this AI technology, Kuehne+Nagel:

  • Increased their conversion rate for internal candidates 22% overall

  • Decreased their time to fill for internal requisitions by 20%

  • Achieved a 74% employee satisfaction rate with the experience

Read the full story: How Kuehne+Nagel Empowers Employees To Own and Grow Their Careers

4. Brother International Corporation

Brother International Corporation — a premier provider of home office and business products — needed a better way to market their brand and attract talent. So they set out to use AI to promote their brand and in turn, attract quality candidates.

What they needed — and fast — was a career site that could showcase their authentic employer brand, personalize job recommendations to candidates, and host a conversational chatbot that would serve as site visitors’ first introduction to the company.

After their new and improved career site was up and running, they adopted a new CRM to help screen passive candidates and capture qualified leads, and they relied on artificially intelligent talent analytics that automatically applied data insights to optimize apply options for candidates.

Without this AI platform, Brother’s recruiters “wouldn’t be capturing any leads from the chatbot, similar job subscriptions, or partial applications. This type of efficiency is extremely helpful, especially for our higher volume positions in sales and marketing,” said Brother's Senior Specialist of Employer Branding, Recruitment Marketing & Social.

After just three weeks of their career site rebrand and launch of new AI recruiting tools, Brother achieved:

  • 140% increase in completed applications

  • 45% increase in total page views

  • 40% increase in job seekers

  • 15% increase in returning job seekers

  • 25% decrease in time to fill

The truth is that when you’re hiring for one position, a large percentage of candidates will walk away without the job. But by using an AI recruiting platform to create an amazing candidate experience, they won’t forget your company or their desire to work for you if a future opportunity arises.

Read the full story: How Brother International Corporation Increased Completed Applications 140% with Rebrand

5. Stanford Health Care

It’s hard to visit a website without being greeted by a conversational chatbot these days. But, successful chatbots are those that can help employers provide a stand-out experience for candidates and give TA teams the ability to deliver personalization at scale by automating sourcing, screening, scheduling, and answering FAQs.

This is exactly what Stanford Health Care set out to achieve with their artificially intelligent chatbot, which has streamlined and simplified the candidate journey to allow candidates to complete the application process at their convenience — and right from their cell phones if need be!

What else does their chatbot do?

  • Provides relevant job matches. The chatbot takes candidates through a few questions, then suggests positions that best fit their skills and experience.

  • Makes applying easy. If a job candidate can’t complete the application process in one go, the bot allows them to pick up where they left off at any time.

  • Communicates through the CRM. When the bot captures candidate details and the position they’re interested in, that information gets passed along to the CRM where recruiters can pick up communication from there.

  • Answers and forwards FAQs. Any question asked by a candidate also gets sent to recruiters so they can follow up with that candidate personally.

Not only does the chatbot save recruiters hours of time, but in only six months, it garnered a quarter of a million interactions. It also drove 35,000 unique visits, 11,000+ candidate leads, and 12,000 apply clicks.

Finally, by using insight from the chatbot, the team was able to proactively address issues that typically would have resulted in calls and emails to HR from confused candidates. As a result, support tickets in the recruiter queue have dropped from an average of 50 per week down to one or two.

Read the full story: It’s All About the Bot: How Stanford Health Care Connects with Candidates

6. Thermo Fisher Scientific

Many organizations meet talent demands by buying talent. Pressed to fill critical roles or fill skills gaps, employers pay a premium to acquire employees — many of whom turn over quickly, leaving the organization back to square one.

But not Thermo Fisher Scientific. They set a goal to fill 40% of their open roles with internal talent by 2024 — and they’re well on their way to accomplishing that.

How are they doing it? Through:

  • An internal talent marketplace that highlights a variety of opportunities, including open job roles and learning courses

  • AI-driven career pathing recommendations

  • Automated campaigns to generate excitement and engagement with the platform

  • A talent CRM to source internally as well as externally

All this technology lives in a centralized platform — the same platform they’re using for their external recruiting. This technology is built on a foundational AI model using an ontology of roles and skills to rapidly create career progressions. The effect of the unified platform is a constantly learning system that updates not only as employees move, but also as new talent is brought into the organization.

“When you show employees that using the platform helps them grow and develop, that’s the best mechanism to keep enthusiasm going,” said Amy Ritter, Senior Director of Talent Acquisition at Thermo Fisher.

Read the full story: How Thermo Fisher Scientific is Filling 40% of Roles Internally

Let AI do the heavy lifting when it comes to your recruitment strategy. AI-powered technology can save recruiters hours of time they would have otherwise spent on administrative tasks, attract quality candidates to your talent pool, and boost employee retention.

If you’re looking for more ways AI can work for you, download The Definitive Guide to Artificial Intelligence for Recruiting.

Maggie Blehar

Maggie is a writer at Phenom, bringing you information on all things talent experience. In addition to writing, she enjoys traveling, painting, cooking, and spending time with her family and friends. 

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