With AI, companies can eliminate a lot of the manual work that goes into recruiting. The ability to use AI in recruiting allows companies to automate repetitive, high-volume tasks such as screening, interviewing, and updating candidates.
While AI will not eliminate recruiters or other HR personnel, it will make them more effective in their jobs. Rather than a recruiter sorting through resumes, scheduling interviews, and then reaching out to those candidates to inform them of the company’s decision, AI allows a computer algorithm to do all of the work.
It is hard to find the right talent and hiring the wrong person can be expensive for a company, so AI can be used to improve a company’s talent acquisition efficiency and effectiveness. The idea is that AI will reduce the amount of time it takes for a company to hire someone for an open position, and the candidate that is selected is a quality hire.
Instead of asking candidates to email their cover letter and resume to a specific email address, which anybody can do, AI technology can allow for specific questions to be asked to help determine if the candidate is the right fit.
AI in recruiting can allow hiring managers or recruiters to set up screener questions or filters during the application process that will eliminate candidates that do not meet the requirements of the job. This means that recruiters and hiring managers will never have to go through resumes of candidates who are unqualified for their jobs.
This includes filtering out applicants that do not have enough years of experience for the job or do not possess certain skills that are needed to succeed at the job. The technology will also save the recruiters the time of having to contact each of those unqualified candidates, letting them know that they are not moving forward with their application.
AI allows companies to efficiently communicate with their candidates, ensuring every candidate receives the same message from the same recruiter.
This is an important feature because research shows that job seekers have a negative perception of a company if they do not hear back from the company after they apply. Job seekers are much more likely to have a positive impression of a company if they hear back from the company after applying, even if it is to tell them that they did not qualify for the job.
AI can be used with qualified candidates because the technology can integrate with calendars such as Google and Outlook to automate the scheduling process for interviews.
Rather than receiving a phone call from a recruiter, AI allows for candidates to be contacted by email or text message to determine their availability, and then it sets up the actual appointment.
After the interview process, AI technology can again reach out to the candidates to let them know their status.
When implementing the technology, companies can create personalized messages to go out to all candidates, catering the message to how far the candidate has gone through the recruitment process. This message can encourage applicants to continue to apply to open jobs in the future, again creating a positive impression for candidates who were just rejected.
Another way that AI can be used in recruitment is the ability for companies to be compliant if they are ever audited or sued.
Rather than keeping paper files in drawers that just take up space, AI automates all of this, making it easy for records to be stored as well as for data and records to be pulled if necessary.
If a company chooses to use AI for recruitment, they can have the technology capture certain demographic information from their candidates to show that they are following legal hiring practices and not discriminating against any classes of people. The technology can help illustrate how their hiring decisions are based on the skills, education, and years of experience necessary for the job, rather than a candidate’s gender or skin color.
While humans will naturally have their biases, computers are programmed to not have any bias, focusing only on the KPIs of the job.
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