How to Leverage Data to Create Hyper Personalized Job Offers : 5 Ways to Do it Right !

We live in an increasingly personalized society. We choose individualized playlists instead of radio stations. We self-select our news sources and our TV shows. Our cars have infinitely adjustable seats and telescopic steering. Everything is geared, just for us.

AI could be the most transformative technology of our lifetime. Unsurprisingly, people still aren’t quite sure what to do with it. This is especially true at the enterprise level, where AI and and machine learning (ML)—a subset of AI—have long been on the horizon but benefits from their practical use have remained elusive due to difficulties related to existing software stacks, workflows, organizational cultures, and budgets.

Basis the report findings published by Workday, there are three specific challenges they must overcome if they hope to get the most from these technologies:

1.?????? Ensure AI is built on a high-quality data foundation.

2.?????? Establish clear use cases and a strategy to move quickly.

3.?????? Overcome the skills gap

?Leveraging AI in recruitments

In most of the corporate structures, today, recruitment for a position generally means starting with a formal list of tasks—the standardized job description — and hiring someone who can make a convincing case that they would perform each one.

?More than 80% of respondents in a BCG survey of 5,000 global consumers say they want and expect personalized experiences. But two-thirds have experienced personalization that is inappropriate, inaccurate, or invasive. That’s because most companies lack a clear guidepost for what great personalization should look like.

Authors Mark Abraham and David C. Edelman remedy that in the article published by them in HBR, which is adapted from?Personalized: Customer Strategy in the Age of AI?(Harvard Business Review Press, 2024). Drawing on decades of work consulting on the personalization efforts of hundreds of large companies, they have built the defining metric to quantify personalization maturity.

This modern recruitment marketing approach which is specifically designed by segmenting candidate target groups and analysing candidate persona with the help of data, analytics, and automation to set up a highly curated and ultimately personalized recruitment process.

Here are Top 5 ways to Do it Right:

1.?????? Data usage & AI utilization : Candidates Data and profile is collected via various sources like job portals, social media portals, etc. AI algorithms analyse this data and help in suggesting appropriate available job openings matching candidates profile. This step is beyond only keyword matching. The step involves analysing candidates experience, background, candidates aspirations and career goals and offering them personalized job offers suiting their profiles.?

2.?????? Candidate Satisfaction Score : Hyper Personalized job offers make every candidate feel special and giving the entire process personalized touch. This helps in increasing offer acceptance rate, fewer candidate drop outs, close employer - candidate engagement journey.?

3.?????? Personalized Communication: Much before the candidate gets interviewed he gets communicated on hyper-personalized job offers which includes roles, responsibilities and culture of the organization and how it can directly align to candidates aspiration, goals and job aspirations.

4.?????? Dynamic Application Process: Automation and data can streamline application process for? the candidate. This will streamline the process both for candidate and organization.

5.?????? Improved Employer Branding– It showcases the company's commitment to candidate experience and creates a positive perception.

Some of the leading examples who are leveraging AI to create Hyper personalized job offers and enhance their recruitment process are Multiverse, Indeed, IBM, Infosys, etc. These examples illustrate how AI driven hyper personalization is transforming recruitment by aligning job offers with individual skills and preferences, thereby improving both candidate and employer experience.

In conclusion, hyper-personalization in recruitment through automation is a game-changer for organizations looking to enhance their hiring processes and attract top talent. By leveraging technology to create personalized experiences for candidates, companies can stand out in a crowded job market and build lasting relationships with potential hires.