Are Organizations Using Mobile and AI Technologies?

Many organizations still have not adopted mobile capabilities in their talent acquisition practices

Given the prominence of smartphones and tablet computers today, it is disappointing to see that 28% of respondents say their organization does not use any mobile-related technologies for talent acquisition. Just 49% leverage something as basic as a mobile-accessible career site.

Moreover, few make use of texting in the recruiting process. Just 37% say their organization uses texting to engage with applicants, and 33% say they use texting to schedule and confirm assessments or interviews.


We believe that organizations may be missing out on a large portion of qualified candidates without adopting mobile-friendly technologies. In fact, some sources suggest mobile job applications are becoming more popular than desktop job applications.

Just 36% say their HR department is generally knowledgeable about using AI for enhancing talent acquisition

Nearly half of respondents (48%) actively disagree that HR is generally knowledgeable about using artificial intelligence, or AI, for the purposes of enhancing talent acquisition. While this is a large number, it may be understandable as AI is a relatively new technology, and HR may not always have the budget to try out and master such new technology.

However, more than one-third (36%) agree or strongly agree that their HR departments are generally knowledgeable about using AI in the TA process. It’s a good sign that so many HR departments are staying up to date with the latest technical innovations in talent acquisition technology. Not all AI tools are mature enough for widespread use, but we can be confident that AI will become increasingly prominent in the HR and talent acquisition function, and it’s reasonable to expect HR to be proactively learning about it.

About two-fifths (41%) would like to see AI-powered talent acquisition applications be able to personalize the recruitment process

When we asked respondents what they want from AI-powered talent acquisition applications, the top two answers relate to finding a quality hire:

  • ability to assess (e.g., determine skill levels of the candidate)
  • ability to predict (e.g., predict which job candidate will result in the highest quality of hire)

The third most commonly cited feature on HR’s wish list is the ability to personalize the recruitment process (41%). Indeed, this may be one key way to enhance the experiences of job candidates.

The more sophisticated aspects of AI do not appear to be high up on HR’s wish list. For example, few would like to see AI have the ability read facial expressions (9%) or be able to simulate a conversation (8%).

Source: HR
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