AI outsourced recruiting

5 Secrets to Recruiting AI Talent And Stomping on Your Competition

January 30, 2020

AI continues to change the way we live; it’s quickly redefining how employees do their jobs (especially in the recruitment industry) and how consumers make decisions. In 2016, 38% of businesses implemented AI. That number has only grown; the use of AI nearly doubled by 2017. 

And, in 2019, 71% of surveyed companies announced plans of adopting AI tech. This groundbreaking form of technology isn’t leaving any time soon, and the demand for talent in the industry is booming.

Because the field is relatively new, recruiting AI talent can be tricky. While the tech-savvy applicant pool is growing, it’s still fairly limited — which makes it cumbersome to reach qualified candidates with real experience. It’s also crucial to keep in mind that several companies recently hopped on the AI train, making the competition for finding highly-qualified candidates fierce.

 

So, how can you attract skilled AI gurus to your company? These five secrets will turn you into a tech talent magnet in no time.

With over 71% of businesses announcing plans to implement #AI, the demand for #techtalent is booming. @IQTalent reveals the secrets for #recruiting qualified candidates in this crowded market:Click to Tweet

1. Be Unique


AI experts don’t want to work at just any company; they know they’re in high demand and have plenty of roles to choose from. They’re highly selective and look for what the employer has to offer in terms of its company culture, benefits, and career development. To attract the best talent out there, you need to stand out from the crowd of hungry AI-adopting companies and offer something no one else can. Most importantly, remain transparent — from the job description to the final interview, and beyond. Candidates should know what to expect from your company in terms of the recruiting process

2. Go Beyond the Brains


A traditional recruitment process is based on skillsets and previous experience. Bad news: that isn’t enough for recruiting for AI and tech roles. Of course, you’re in search of candidates that have AI knowledge down to the nitty-gritty details, but they also need to make sense for your company.

 

Ask yourself:

  • Does the candidate represent our mission?
  • Will they fit into our culture?
  • Will they be willing to abide by our company processes?
  • How will they behave in certain situations?

 

Being a tech genius is great — but if they can’t bring the rest of the food to the table, it’s not going to work out. To determine if the candidate is an elusive fit, use online assessment tools like DISC that measure beyond a candidate’s skills and look at personality, behavior, and motivators.

3. Overuse of Buzzwords Is a No-Brainer


You likely see the latest tech-related buzzwords thrown around in your pile of resumes. Don’t let them fool you. Many candidates throw these terms on their resume because of the assumption that ‘the machine’ will see it (especially if it’s repeated throughout) and give them a chance at the job — even if they aren’t qualified.

 

If you notice a buzzword or two in a candidate’s resume, check their role descriptions. If they provide thorough examples of how they used the term and make statements that indicate a clear understanding of the role, chances are they’re a qualified fit. Also, be sure to scan their resume for diverse experience across industries and job functions. While you want the candidate to be outstanding at what they do, a variety of experience shows they have additional knowledge to bring to the table and will be able to problem-solve under different perspectives.

Copy and pasting generic #recruiter templates won’t cut it anymore. Find and engage tech candidates yet by adding personalization to your messages. Explore some tips in @IQTalent’s latest article:Click to Tweet

4. Stand By Your Fellow AI Influencers


They’re knowledgeable, powerful, and willing to help you find your best. Reaching out to top business influencers in your industry and asking them to promote your open roles will drastically expand your reach to an audience of tech talent. Focusing on building relationships with influencers is the ultimate power move. If you haven’t already started looking for the go-to influencers of your playing field, now is the time to start.

 

Here are some of the best places to find influencers worth your attention:

 

  • Industry-leading podcasts
  • LinkedIn
  • Twitter
  • Instagram
  • Top-rated blogs

 

5. Avoid Sending Generic Messages Via LinkedIn and Email


Out of the 5 secrets, this is hands-down the most important when it comes to recruiting AI talent. The old-school, generic copy-and-paste messages aren’t going to help you reach a qualified talent pool. Again, AI professionals with a significant amount of expertise know their worth — and most likely will not be willing to respond to something that is clearly sent in mass.

 

Add personalization — highlight specific components of their LinkedIn profile or resume that impress you. You already know their work history and general skill sets, so ask about their interests beyond their career. Again, you want to verify that the candidate’s personality and behaviors match the tone of your company. Putting in the extra time to send these messages not only improves the candidate experience and makes your company shine, but it tells you what else you need to know about them before moving on in the recruitment process.



By paying attention to the signs, making the most of your resources, and building relationships with the right players in your field, you’ll find the hunt for recruiting AI talent more navigable and will bring in AI expertise that will spearhead your company’s next growth spurt.


Do you feel like you don’t have the time or internal bandwidth to make these tweaks to your recruiting strategy? The IQTalent Partners team has extensive experience in recruiting in the AI and tech space and will help you tackle your to-do list. Let us know if you could use a hand!

IQTP Sourcing Calculator Blog CTA