What is AI for recruitment?

AI for recruitment refers to the application of artificial intelligence technology in the hiring process to streamline and automate various aspects of recruitment. AI allows recruiters to use the power of data to make better decisions. AI for recruitment can assist in sourcing and screening candidates, analyzing resumes and job applications, conducting pre-employment assessments, and even predicting candidate success and cultural fit.

Why is AI important for recruitment?

With AI-driven technology the recruitment teams can make their work more efficient and focus on the bigger picture. They have more time to be strategic and put time on the bigger goals.

Here are 4 reasons why every recruiter should stay updated about AI in recruitment:

With AI-driven technology the recruitment teams can make their work more

 1. Maximize recruitment efficiency

Recruitment is typically a lengthy process that often involves a lot of manual work. The average recruiter spends up to 30 hours a week on administrative tasks such as sourcing candidates, screening resumes, scheduling interviews, and coordinating with other members of the hiring team. This can result in a significant loss of productivity. AI-based solutions can source through thousands of applications in an instant and identify qualified candidates. This can help HR teams significantly reduce the amount of time they spend on administrative work so they can focus on strategic tasks that will actually help you deliver results for your organization.

With AI-driven technology the recruitment teams can make their work more

2. Overcome recruitment bias

Human biases can often creep into the recruitment process and influence decisions in ways that are not aligned with your corporate values and priorities. Almost 50% of HR Managers admit to being affected by unconscious bias when selecting candidates. This can result not only in bad hires but can also be limiting for organizations that are trying to build a diverse workforce. When utilized correctly, AI can counteract these biases and eliminate subjectivity in the hiring process. AI is able to screen candidates objectively based on factors such as qualifications and experience without relying on subjective factors such as age, gender, and race.

With AI-driven technology the recruitment teams can make their work more

3. Enhances candidate experience

An inefficient recruitment process and impersonal approach can be a major turnoff for job applicants and lead to a poor candidate experience. In fact, a survey revealed that nearly 60% of candidates declined a job offer due to poor recruitment experience. Not only can this discourage potential candidates from applying in the future, but it can also hurt your employer’s brand. AI-enabled recruitment tools can help mitigate this problem by streamlining the entire application process and making it more efficient and enjoyable for candidates. By leveraging AI to make the recruitment process more engaging and personalized, you can significantly improve candidate experience and attract more qualified candidates.

With AI-driven technology the recruitment teams can make their work more

4. Improve the quality of hires

Employees are the lifeblood of a business, and one bad hire can have a serious impact on the company’s productivity and bottom line. The United States Department of Labor says a poor hire might cost a company 30% of the employee’s first-year salary. The cost is estimated to be greater by some HR agencies, ranging from $240,000 to $850,000 per employee. This is where AI can prove to be beneficial. When used alongside traditional methods, AI-powered recruiting solutions can assess job candidates based on data and analytics and provide insights that can help managers make informed decisions.

How Is AI Changing Human Resources?

Candidate resumes, applications and cover letters that are submitted through traditional methods have been on the wane for years now. Job candidates are increasingly sending this information to recruiters and job managers via email and website submission centers rather than through the U.S. Postal Service. When people think of applying for jobs, they think of sites like LinkedIn, Glassdoor and Indeed. Not only do these sites use AI to help job seekers find opportunities that appear to fit their experience, they also help hiring companies find candidates who are a close match to the job posting.

A Decrease in the Value of Resumes:-

Resumes were once the cornerstone of the hiring process, but hiring managers are finding that AI does a far better job of learning essential information about job candidates. AI streamlines the search and decision process for human resource managers by scanning each resume and searching for designated keywords to determine whether the prospective employee has the edge requirements for a given position.

Once a capsule of information, a resume now is merely the transportation device to reach the AI-oriented scanner. The rest is up to machine learning at its finest. If hiring managers had time to sit down and read every resume, the documents would still hold high value. As it is, detailed resumes are a smaller part of the hiring data puzzle.

Less Humanity in Human Resources?

A major concern in implementing AI in HR hiring processes is that the human factor will eventually and ultimately be removed from the process. According to an article by HR platform HiBob, AI will not replace human resources, but rather, enhance it.

AI has the power to efficiently and effectively filter through resumes and applications, so HR professionals can more quickly meet with candidates who most closely align with the company’s objectives. For example, upon a resume or application scan, hiring managers can request specific parcels of information, such as how far away candidates live from the business location and the times they are available for work.

Such nuggets of information can help an employer rule out an unrealistic candidate fairly quickly, since someone living a great distance with limited availability may become a liability to the business, and a burden for the candidate. Better to remove them from consideration and move to someone who better matches the company’s hiring needs.

At the same time, it is also important that the human element remains. If a candidate living far away has educational and job experience truly unique to the position, it is worth a second scan from human eyes to see if that candidate may work out.

Additionally, a human read on resumes and applications can deliver quantifiable benefits. It can help ensure companies hire candidates who are more aligned with the employer’s organizational culture and have a greater chance of more successfully delivering on objectives.

What Is Next on the Horizon for AI in Recruiting and Hiring?

Technology always continues to advance and evolve, so it is a certainty that more AI refinements are incoming in the hiring process. One of the most important features of AI immediately on the horizon is its ability to make better data-driven decisions.

Here are just a few ways that data-driven recruiting helps improve the quality of each hire and more.

Developing an Improved Overall Hiring Funnel

AI and the data it provides can help hiring managers find issues at various points in the recruiting process. For example, if there are strange fluctuations in the number of completed applications in one hiring round versus a previous one, communication leaders and hiring managers can determine whether there is a problem with the application itself or an issue with the entire hiring process.

Allocating the Budget to the Best Channels to Gain the Most Exposure

The data that AI gathers can be used to find the best channels to attract the best candidates, whether the platform is based on social media advertisements, recruitment platforms or job portals. The data that is aggregated can quickly tell the story, identifying where the most final hires have historically come from, guiding hiring managers to the best channels and thus, the best use of the allocated budget.

Conclusion

AI is gaining popularity in recruitment, owing to its enormous potential to automate some of the low-value, high-volume recruiting operations that continue to consume time and attention. While AI for recruitment has the potential to automate some currently manual processes, some functions cannot yet be substituted by technology.

AI cannot replace jobs that need social skills, empathy, and negotiating talents. It can only be used to augment human skills rather than entirely replace them. It can already replace low-value administrative duties like resume screening, but how far AI can go to replace a recruiter’s ability to interact and interview applicants remains to be seen. One thing is certain: knowing the potential possibilities and limits of this new type of technology puts us in the best position to use it to become better, quicker, and more competent at what we do.