The entire point of artificial intelligence is to cut out all the monotonous tasks for human beings and offer them to machines instead. As time passes AI gets increasingly better at performing specific tasks at very high efficiency. This helps in driving down costs and human effort. Recruitment is one of such many repetitive but crucial tasks that require active participation of the HR management of any firm. The hiring process is extremely important for a company to thrive. The people who work for/ with you decide the destiny of an organization’s endeavor.
To solve this very problem AI steps in and saves you a lot of hassle. The approach taken by recruiters now is shifting towards AI. The recruitment process is becoming much more standardized and uniform.
Recruitment has evolved into a relationship-building exercise rather than a candidate-filling task. The primary HR function is to identify top talent that will thrive in the coming years while “bad hirings” can be extremely costly in terms of low productivity and overall growth of a company/business. Of course, conducting multiple rounds of interviews will assist you in identifying promising candidates.
How AI Is Upping The Ante In Recruitment & Hiring Processes?
AI has been used by recruiters and agents for many years, and its origins were modest and simple. For example, it is now fairly common to use an AI-powered Applicant Tracking System (ATS) to scan through hundreds of CVs and look for keywords or phrases.
As a result, AI technology provides a great opportunity for recruiters to quickly and efficiently thin the herd.
However, the use of AI to quickly scan CVs is frequently criticized by job seekers. They claim that the technology reduces a person’s CV to a simple ‘yes or no’ decision based solely on a keyword search when the decision should be based on the quality of their experience and/or personality traits.
The problem is that the alternative for recruiters is to read and evaluate each CV individually. It is extremely time-consuming for a position that has thousands of applicants.
All the while, the applicants are eagerly awaiting a response. A whopping 52 percent of recruitment leaders state that identifying the right candidates from a pool of applicants is the most difficult part of their job. Thus, it is clear that the common opinion amongst experts is that this task can’t solely be achieved by HR.
Benefits Of AI In Recruitment
AI comes with a basket of benefits in the line of recruitment. Let’s take a look at some of the pros of the use of artificial intelligence in hiring.
1. Saves Time
Most recruiters are extremely busy. In this regard, the more the time-consuming and tedious tasks are automated, the better. The use of an AI-powered chatbot, for example, can eliminate a plethora of these mundane tasks.
Consider answering (simple) candidate questions, scheduling interviews, and screening applicants. These are things that are unquestionably important and must be completed. But these are some recruitment processes which can be easily automated.
2. Removes Human Bias
The last thing an organization will want is their judgment to be clouded by bias when it comes to finding the perfect candidate for the job. Fortunately, there are some intriguing AI applications in recruitment that can assist in reducing bias.
There are tools available to assist recruiters in writing unbiased job advertisements, for example. For instance, Aidetic AI experts can provide top-notch augmented writing technology.
AI-powered pre-selection software calculates a candidate’s likelihood of success in a role using predictive analytics. This enables recruiters and hiring managers to make data-driven hiring decisions rather than gut-based decisions.
3. Candidate Hunting
People’s online presence, such as social media profiles and public data, can be analyzed using AI-powered software. Utilizing this data as a reference, predictions are made by AI.
For instance, AI can provide insights on how likely a candidate is to accept a job, and what roles he/she might be interested in?
AI can also examine the profiles of candidates who have already begun working for the company. It can identify candidates with similar personalities and skills by combining all available information. It can determine which candidates are likely to be interested in specific roles and direct relevant job advertisements to them.
AI-infused chatbots never take a day off, so it is always available to answer candidate questions. As a result, it can more efficiently guide the candidate through the recruitment process, providing instant answers when they need them.
These are just a few examples of how incorporating AI tools into your recruitment process can improve the candidate experience.
Challenges Of AI In Recruitment & Hiring Process
1. AI Is Data Guzzling
In general, AI necessitates a large amount of data in order to learn how to accurately mimic human intelligence.
For example, machine learning-based AI requires a large amount of data to learn how to screen resumes as accurately as a human recruiter. This can range from hundreds to thousands of resumes for a single position.
2. Corporate Reluctance
HR professionals are frequently bombarded with the latest and greatest trend, which quickly fades.
Recruiting and talent acquisition leaders are understandably skeptical of any technology that promises to make their jobs easier and improve the capabilities of their HR ecosystem. They want to be confident that any software that will automate one of their tasks will perform as well as they do.
However, both these challenges are easily solvable with time and patience.
3. AI And Interview Process
What if recruiters could see all of the necessary statistics at a glance whenever they demand it? The standard procedure would be to advertise the position, source candidates, hold a few pre-selection rounds and then send the candidate for the final interview.
The involvement of urgency, task completion, and performance as a KPI is more than just the desire to find the right candidate for the organization. The impact of AI on recruitment relegates all three interconnected aspects to the parking lot.
Though the above steps are already available in the manual recruitment process, the time required to complete them means that each recruiter can only fill 6-7 roles per month at most. Furthermore, the quality of these hires is frequently questionable.
AI-driven recruitment software slices and dices the talent pool into various dimensions. AI can analyze candidates’ competencies, prior experience, how they compare to the organization’s top-performing employees, and how frequently candidates with similar competencies and career paths have been selected for an interview in the past, and so on. The candidate sourcing process is powered by predictive analytics, which eliminates bias to a large extent.
Closing Thoughts
The recruitment industry is being transformed by artificial intelligence. There are already some fantastic AI-driven applications available, and the volume is expected to grow (a lot). Whether you like it or not, you’ll be missing out if you don’t investigate the possibilities of AI for your organization.
It is not because AI can replace or better your employees, but because AI is capable of freeing up their time to focus on more important tasks. If you are looking for the best AI solutions to augment your organization’s hiring process, feel free to contact our experts today!
