Artificial intelligence (AI) can streamline virtually any aspect of an organization. In addition, hiring managers and company leaders are rapidly discovering that AI-powered technology can greatly impact the hiring process.
While utilizing artificial intelligence for recruitment is a relatively new phenomenon, it’s steadily on the rise. Hiring managers report exceptional results ranging from easier talent acquisition processes to better candidate experience.
In fact, 67% of HR professionals believe AI has a positive impact on recruitment initiatives. There are plenty of headlines and stories about how implementing AI has boosted recruitment efforts and hiring decisions and generated a bigger and better talent pool.
For starters, here is one example. Hilton used artificial intelligence (AI) to evaluate job candidates in talent acquisition. As a result, they reported that their hiring rate improved by 40%, while the time to fill vacant positions with qualified candidates decreased by 90%.
Table of Contents
The Benefits of Using AI in Recruitment
Understanding Artificial Intelligence in Recruitment
How Does Artificial Intelligence Work?
How is Artificial Intelligence Used in the Recruiting Process?
What are Some Advanced Applications of AI in the Recruiting Process?
How is AI used in HR Beyond Recruitment?
Maximize Potential with Artificial Intelligence for Recruitment
Revolutionizing Talent Acquisition Using Artificial Intelligence for Recruitment
However, implementing AI to enhance the hiring process across the board requires deep knowledge, research, and AI expertise. This is because AI recruiting tools, AI systems, and AI-driven technology are not always intuitive and are steadily evolving.
An expert in artificial intelligence technology for all aspects of the recruitment process is the HR team’s best resource for using AI-powered tools and technology to revolutionize and streamline the entire hiring process.
In the meantime, explore the integration of AI-powered recruiting software and technology across the entire hiring process. This approach enhances candidate sourcing, identifies top talent for various job posts, schedules interviews, and streamlines every other aspect involved.
The benefits of using AI in recruitment
While challenges can arise and even persist when AI-powered technology is implemented in talent acquisition and other areas of the hiring process, most organizations attest that the benefits far outweigh the potential drawbacks.
A few of the top reasons why hiring managers praise AI in the recruiting process include the following:
- AI helps create more detailed and better-researched job descriptions and job postings on appropriate sites.
- Saves time by filtering through stacks of resumes to identify qualified candidates.
- Helps rank the most qualified candidates based on extensive data about the open position, as well as the candidates’ qualifications and skills.
- Assists with more repetitive tasks like scheduling interviews and answering questions.
- AI can determine how a candidate will fit in with the position, and the company culture.
- Assists with future forecasts and endeavors, like identifying areas in an organization where the workforce needs to be augmented.
- Assists with onboarding, training, and retention ventures to ensure your current team remains happy with their jobs and with your company.
Remember, implementing AI into your organization is by no means easy. That is why you need an expert to overcome the inevitable challenges that will arise along the way.
Understanding Artificial Intelligence in Recruitment
There is often an initial fear among HR professionals and hiring managers that if they embrace AI, it will inevitably replace human recruiters and even entire HR teams.
However, this couldn’t be further from the case. That is because AI plays a supplemental role in the hiring process. AI tools are designed to assist HR teams while maintaining human perspective and human interaction. AI simply eliminates the time-consuming tasks in the overall hiring process and allows hiring managers to make better-informed and well-researched hiring decisions.
Here’s an example of how AI-powered technology can improve the recruitment process compared to traditional methods. When hiring managers post open positions on various job boards or career sites, they share these jobs with a limitless candidate pool across the internet.
As such, it’s not unusual to get dozens, hundreds, or even thousands of job seekers who don’t necessarily have the skills required for the posted job descriptions. However, AI screening tools can filter through all these job seekers to identify the top talent and the potential candidates that match job description specifications. As a result, these AI-powered tools save tons of time for HR managers while providing a more vigorous talent acquisition process.
Simply put, don’t be concerned about artificial intelligence changing how your HR teams operate. A human element will always be necessary in the hiring process.
Instead, think of these AI tools as invisible assistants. The AI assistant can do the heavy lifting of job matching and evaluating candidate data, and they do a great job, too.
How does artificial intelligence work?
The exact AI algorithms and technology vary based on primary functions and applications. However, artificial intelligence uses natural language processing and machine learning to perform tasks or provide instrumental data and valuable insights during the hiring process.
This machine learning backbone also means these AI-powered tools and technologies constantly improve. Therefore, the intricate machine learning algorithms pick up perpetually more information and data-driven insights through the regular performance of strategic tasks.
How is artificial intelligence used in the recruiting process?
Artificial intelligence can be used in countless ways to streamline administrative tasks throughout the hiring process. However, here are a few core examples of how recruitment teams and HR professionals most commonly use AI tools.
- Resume parsing – As noted in the example above, AI tools can automatically extract and match key qualifications with job descriptions. This helps ensure that only the most qualified candidates (or the job seekers who fit the outlined criteria) are included in the bulk of applications sent to hiring managers. This saves hours and hours in scanning resumes and weeding out valid job seekers from those who may not have the qualifications for the position.
- Candidate ranking – Sophisticated AI tools can also assist with prioritizing applicants based on predefined success indicators. This approach ensures HR managers consider the most qualified candidates for the job and easily identify which job seekers to contact first.
- Conversational AI for engagement – AI-powered chatbots can also assist with administrative and communication tasks, such as answering candidate questions, scheduling interviews, and gathering more information. As a result, this form of artificial intelligence creates less work for recruiting managers and better candidate experience. Therefore, your most qualified candidates can quickly receive answers to pressing questions, like application deadlines or when to expect a response.
What are some advanced applications of AI in the recruiting process?
The above list of common artificial intelligence applications in the hiring process is just the tip of the iceberg. Many organizations are becoming more familiar with these AI tools. Their best solution is to enlist guidance from an artificial intelligence expert to create AI tools for more complex and strategic tasks.
Predictive analytics for assessing candidate compatibility and potential
Predictive analytics can provide valuable insights into how a seemingly qualified candidate will fit in with their new role. An AI tool can compare the candidate data with company culture, the detailed job description, and other key and relevant factors
AI-powered diversity hiring tools to reduce unconscious bias
Inherent human biases are one of the main problems with a strictly human centered approach to the recruiting process.
This is certainly not intentional and does not indicate that your HR professionals aren’t up to snuff – it’s simply natural. For example, a hiring manager most likely has a wealth of learned data on what makes a qualified candidate based on years of experience and expertise.
Therefore, while they adhere to an organization’s hiring practices, this vast knowledge can sometimes be a detriment, as these inescapable past experiences inherently form a manager’s hiring decisions. However, artificial intelligence doesn’t have these human biases with candidate sourcing and can fully and thoroughly review all job seekers objectively.
Video interview analysis using sentiment detection and behavioral cues
Believe it or not, there is even advanced AI technology that HR managers can use to review candidate interviews. This helps identify any behavioral cues or actions that signify a deeper meaning. Potentially used as part of predictive analytics, this technology provides additional insight into whether a potential candidate is indeed an excellent fit for an open position.
How is AI used in HR beyond recruitment?
While HR professionals generally consider artificial intelligence a means to enhance the recruitment process, AI technology can fill many gaps when it comes to an HR team’s everyday tasks.
Here are some examples of how AI for HR can be used outside the hiring process.
- Assisting with onboarding, training, and employee retention strategies – HR professionals can use AI-powered technology to review extensive in-house data and statistics to improve their ability to train and retain their best employees.
- Identifying training needs and career growth opportunities using predictive analytics – AI tools can also look at the team you have and identify any employees who may be ready to take on a stronger or different role by comparing their job performances, skill sets, and other factors.
- Forecasting workforce needs using AI-driven analytics – HR departments can even use AI tools to determine what needs will need to be met in the future when it comes to new hires. They can examine areas of the organization where more employees will be necessary. Also, they can inadequately staffed departments for the current workload.
What are the challenges of using AI in recruitment?
Artificial intelligence fulfills many recruiting needs, replaces repetitive tasks, eliminates human bias, and provides actionable insights about the future. But artificial intelligence isn’t perfect — well, at least not yet.
Consider the early example of Amazon, an undisputed global leader in artificial intelligence. Amazon has been building computer programs since 2014 to review job applicants’ resumes with the aim of mechanizing the search for top talent. However, in 2018, a worldwide news story broke that the tech giant had to scrap their secret in-house AI recruiting tool because it showed a biased against women candidates.
This wasn’t because the AI technology itself preferred men over women. Instead, the AI-powered systems vetted job seekers by analyzing patterns in resumes submitted to the company over a 10-year period. Notably, most of these resumes came from men.
This is just one early and famous example of how AI can present challenges in the recruitment process. Generally, when incorporating AI into the hiring process, hiring managers will need to account for the following in order to avoid potential hurdles.
Have a deep understanding of algorithmic bias and its potential impact on fair hiring
Like the Amazon case above, it’s important to understand all the major and sometimes subtle or overlooked ways that AI algorithms can mistakenly create biases against a segment of your applicants.
Addressing the transparency gaps and understanding how AI makes decisions
AI tools can sometimes act as “black boxes” with little information on how these candidate recommendations are made. This can be a problem for qualified candidates who receive adverse decisions and who want to understand the reason behind them. It can also make the decision-making process a little more challenging. This is especially true if your HR team does not fully understand the data that drives these personalized job recommendations.
Reviewing data security and compliance issues when using AI tools
Using AI tools in the hiring process entails collecting and analyzing large amounts of candidate data. If this goes beyond appropriate research practices, it can lead to both privacy and legal concerns. This sensitive information can be mishandled without proper guidance. Furthermore, legal issues and lawsuits may arise from non-compliance with regulations outlined in GDPR or the CCPA, which dictate very strict rules on data collection and storage.
Maximize Potential with Artificial Intelligence for Recruitment with C1M
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