The idea of a dystopian future where AI takes over the world and replaces human life is far from the truth, yet we do find artificial intelligence in places you wouldn’t think, helping facilitate workers’ tasks.
The side of artificial intelligence we will be looking at is its role in the recruitment process and how it has helped human resources teams automate and facilitate the process. Automation and AI are now valuable tools to pinpoint successful recruitment, especially in the tech field. Before delving into all the additions of AI, we should first look back at how we’ve come so far.
A few years ago, the labor force was hit by shutdowns and various other obstacles that prevented many individuals from keeping their jobs or finding new ones. Since then, all companies that depend on labor have focused on recuperating the losses they endured. This mending has been enhanced with the use of AI and the capabilities it provides.
A peculiar phenomenon is happening where unemployment rates are falling, yet participation in the labor force hasn’t increased. In other words, qualified individuals are harder to find and hire. Nonetheless, many platforms are the backbone for recruitment. Some of these platforms are job boards, which include the likes of Lensa and others.
These job boards also use AI to perform tasks, but we’ll expand on that later on in this article. AI and automation have provided companies and candidates with positive experiences. The statistics show improvements in overall recruitment success rates but remember that personal connection remains a crucial factor in a successful recruitment process.
There are various tasks AI has taken over in place of recruitment teams. This switch doesn’t mean the software has replaced humans, and it has been used as a measure to remove mundane tasks and leave time for employees to put their efforts to use better.
Artificial intelligence for recruiting is being used to automate repetitive and mundane tasks such as sorting through thousands of resumes. In turn, the AI also provides data insights for the company and leaves room for personalizing the software according to the company’s needs.
AI software runs on data and algorithms, meaning the more data it processes, the smarter it gets, thanks to the advanced levels of computing behind it. Though AI can be expensive, it also increases accuracy and efficiency. It also passively increases productivity since it takes over tasks that don’t need to be done by HR teams anyway, freeing them up to focus on larger goals.
The demand for talented professionals is high and artificial intelligence is what facilitates the sourcing and hiring of these individuals. Let’s look at how that is done below.
Now that we’ve briefly discussed how AI works let’s look at the benefits it provides to recruitment teams everywhere it is integrated. We will also discuss automation strategies in depth. Artificial intelligence can be used to source and screen candidates, schedule meetings, and nurture candidates, including their engagement.
The most common way AI is used for recruitment is to screen through job applications. The AI recruiting software does this by matching the applicant to the requirements you set for a job. It matches by analyzing the formatting, content, and keywords found in the resume. The content should align with the necessary experience, skills, and qualities being asked for.
The scale of this process supersedes human capabilities, scanning hundreds if not thousands of resumes in the span of a few minutes at most, displaying only the resumes that suit the given prompt.
Engagement is extremely important in today’s recruiting environment, so the personalized employee value propositions AI can automatically generate and send out are crucial in maintaining stable communication and connection to valuable candidates and putting you on the radar.
Artificial intelligence can do so with passive and active candidates based on their personal information, such as expertise, experience, etc. This process expands your talent pool and lets various candidates see you.
Background checks are essential and convenient in the Internet age since personal details could be well-hidden in the pre-internet age. Certain things can mark a candidate off the recruitment list that should be accounted for. AI facilitates this process by doing automated background checks on chosen candidates online. You can also use recruitment CRM software and candidate management systems to automate emails & schedule interviews with possible candidates.
Background checking isn’t only more accessible with the internet. Still, it is also convenient when done by AI, providing accurate results and reducing time-to-hire if the candidate is suitable for the job.
In the past, recruitment was a tedious, time-consuming task. As we all know, time equals money, so this method could have been better. It’s a known fact that AI isn’t cheap and takes significant computational power to function, yet it is being used widely among companies.
This is because AI is a significant investment that decreases overall long-term costs. It takes less time with higher success rates; thus, it is given that using AI and automation for recruitment will save companies significant amounts of money.
Communication has been highlighted as necessary throughout this article, bringing us to chatbots’ benefits. Candidate engagement is crucial in cultivating a positive relationship that will make them more likely to join your workforce.
Not only do chatbots provide candidates with updates and reminders, but they will also provide answers to any generic questions a candidate may have, feedback, and even suggestions. Once the AI has approved the candidate, they will automatically be sent forward in the recruitment process.
Digitized interviews are an advanced form of AI that some companies who rely on remote work have employed to hire remote workers. This AI has facial solid and speech recognition capabilities and can assess a candidate’s details during a live video interview. This helps in assessing a candidate’s soft skills in real time.
The addition of automation to this process shows up as automatic interview scheduling done for both the HR professional and the candidate in one swift motion. Moreover, as part of automation, during the hiring process, HR can use contract generation software to streamline the process of making contracts.
Bias is in every human, whether they notice it or not, and it is only natural. There is often only significant bias with AI if it has been programmed to do so. Especially in STEM, which includes the tech field, there is a lot of bias against certain groups. This means these groups either get hired less or are discriminated against in lowkey ways at the workplace.
We see increasing positives to using AI and automation to find specific professionals, including within the tech field. The benefits greatly outweigh the drawbacks, making AI and automation a revolutionary addition to the recruitment world without removing any necessary elements.
