AI is no longer new, it has been around for a while and has proven to be a captivating technology that continuously transforms human lives and tremendously impacts almost all spheres of the corporate world. While AI is constructively indiscriminately flourishing in all fields, workforce management is not an exception to the rule. In fact, with the help of AI, companies’ recruitment processes are now very much efficient without fail.

This article discusses the numerous aspects of the recruiting process that AI is altering, as well as the significant benefits that come with the progress for both recruiters and job seekers.

What is Artificial Intelligence?

According to Zigurat, the process of picking out the connections of a large amount of data by utilizing ML (machine learning) algorithms and projecting the possible results to enable the decision-making process is at the heart of AI.

Have you noticed your email box correctly directing spam emails to the spam folders? You don't even need to mark these emails as spam every time. The algorithm learns from user experience to complete the task automatically.

It also saves you the trouble of moving it to the garbage can. Indeed, artificial intelligence (AI) is an intelligent human-designed technique for automating both routine and important jobs. Needless to say, using Artificial Intelligence for recruitment saves a significant amount of time and effort in locating the most efficient resource for your company.

What impact is Artificial Intelligence having on recruitment?

Artificial intelligence is bringing a significant transformation to the recruiting process, benefiting both job seekers and hiring managers. Artificial Intelligence developers have the capability of traversing several data sets; using this strategy, AI technology may speed up its hiring process by automating sections of it while still assuring the best applicant fits for the job opening. AI for recruiting is the use of AI-based technologies to the hiring of experts for specific job tasks. Here are the steps of the recruiting process that currently rely heavily on AI technologies.

Sorting and filtering resumes

AI technology strives to automate time-consuming and resource-intensive processes; the most notable duty is thorough applicant screening and matching individual job searchers to precise job criteria. According to hiring statistics, over a hundred people submit their applications for a job interview, but only four to six get contacted for an interview. This figure is often lower for a senior-level post; artificial intelligence recruitment technology is trained to examine resumes in order to obtain predetermined competencies related to the job criteria.

A hiring manager needs to set keywords relevant to the position on AI software and automatically put away resumes that do not contain such keywords. Recruiters can keep adding keywords and increasing the requirement filters until they find the maximum number of candidates for interviews.

Digitized Interviews

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Using AI-powered tools in the interview process can help a firm analyze potential applicants more quickly. A pre-screening method can prevent interviewer biases that could potentially disqualify a good applicant from the selection. Pre-screening digital interviews may be shared across hiring teams on their own time, allowing them to examine for transparency in the interview process as well as how the applicant has acclimated to distant interviewing.

Soft Skills and Personality Assessment

HR professionals generally agree that soft skills are as necessary as hard skills. The traditional recruiting model relies on body language cues to assess soft skills. This method has only resulted in fifty percent success as hiring managers, even the most talented, have biases. Bais often lead to the employment of less qualified candidates and the loss of high-value candidates.

A blind systematic approach that is based on data is needed to achieve the best results in soft skills tests. AI technology is the answer to the question.

Artificial intelligence software may be used in soft skills and personality exams throughout the employment process; AI software can utilize brief questions or even games to assess candidates' mental and emotional attributes and how they approach different scenarios. These characteristics are as follows:

  • Neuroticism
  • Authenticity
  • Experiential learning
  • Agreeableness
  • Friendliness

These aforementioned characteristics are likely to determine how individuals perform at work, how well they organize and express themselves, and their openness to new ideas and creativity. Videos may also be used by AI to assess friendliness and genuineness.

Furthermore, businesses may employ AI technology to assess the soft skills of a huge number of candidates, and each candidate can do it at their own leisure.

Candidate Engagement

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The recruiting process provides job applicants with their first view of the company's culture and values. The way candidates are handled during the recruiting process influences their opinion of the organization if they are hired. According to the BBC, research on engagement, convenience, and empathy is critical to candidate involvement. Job searchers should be able to quickly connect with recruitment staff to demonstrate that the organization understands the client's pain.

Engagement is simple with Artificial Intelligence software. Unlike the traditional recruiting model, which leaves candidates in a void with no feedback and offers inconvenient or one-way communication, AI recruiting tools such as chatbot software can be used to engage with candidates and conduct additional screening or interviews with them at any convenient time. Recruiters may also use chatbot software to:

  • Customized the program to fit the company's brand and voice
  • Ask comprehensive questions and look for keywords in the responses.
  • Provide prompt responses to queries.
  • Assist with the application process on an ongoing basis.
  • Schedule candidate interviews.

In the early stage of the interview process, any sort of social performance or personal prejudice is eliminated.

Candidates, on the other hand, have the following experiences using AI chat ox software:

  • Immediate response to their employment status
  • Assist and guide applicants and interviews during the application and interview process.
  • Even if they are not shortlisted, they will receive feedback on their application.

Candidate identification and outreach

For every firm, there are certain positions that require highly specialized skills and a great depth of experience. Most firms depend primarily on candidate outreach and targeted recruitment for such roles. The traditional method will leave hiring managers manually scouting for talents by sourcing profiles one by one online and sending generic emails to all of them.

However, when AI is employed in the recruiting process, businesses may pay talent scouts, avoiding frequent mistakes when targeting prospects through enhanced searches that allow them to function at scale. These searches aid recruiters in their search for certain characteristics. AI-assisted candidate targeting can help to specifically filter down applications by:

  • Job descriptions
  • Experience in the industry
  • Earnings
  • Backgrounds in education
  • Demographics and age

Using artificial intelligence and collecting employee data throughout the recruiting process may assist in discovering, reaching out to, and engaging with relevant talents and potential recruits. Indeed, AI eliminates any time-consuming pain points involved with the recruiting process by using programmed advertising to target job searchers who commonly search certain keywords relevant to specific positions..

Hiring managers may use data management processing (DMP) to supplement candidates' profiles and tailor outreach, keeping high-value prospects interested and engaged throughout the talent acquisition process. Rather than removing the human element, it gives the recruiter more time to locate the best candidates for the position.

What Are the Advantages of AI in Recruiting?

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There are various reasons why AI is significant and why so many businesses are using it in their employment procedures. One of the most important advantages is that you may obtain a practically immediate return; artificial intelligence can immediately redesign and improve your talent acquisition process. Here are some of the advantages of artificial intelligence.

Hire quality has improved.

The quality of hire is an important KPI for businesses since it gauges the efficacy of the hiring process in bringing in productive personnel. Hiring managers may rely on AI to improve that metric; AI software allows them to accurately match job candidates with vacant positions based on previously processed data. AI can offer a detailed assessment of the candidates; it can also examine their entire social media activity to determine which candidate is most suited for the position. For example, AI can identify a candidate who is enthusiastic about climate change based on what he writes and the material with which the candidate interacts. This often leads to remarkable hiring success, which boosts productivity and lowers staff turnover.

Reduced hiring time and cost

The traditional recruitment process involved hiring managers manually sorting resumes to find better candidates for the job role; this is usually time and resource consuming and frequently results in hiring managers being overwhelmed and taking up a long time; moving slowly sometimes results in losing high-value candidates, primarily because talented job seekers could have received offers from other companies by the time hiring managers got to talk to them. It is simple to prevent wasting time and losing high-value applicants using AI-powered solutions based on machine learning algorithms. AI can automate the tedious chores of sifting resumes and organizing the best prospects for the job role, speeding up the recruiting process and lowering the overall cost of talent acquisition by relieving hiring managers of many hours of manual analysis.

More inclusive recruitment 

Creating a more diverse and inclusive workplace is a moral imperative. This needs more than simply good intentions. However, every individual has feelings that influence their decisions. These feelings may have arisen as a result of cultural stereotypes or systemic causes, which frequently contribute to prejudice in the process of selecting eligible individuals for certain roles.

To achieve meaningful diversity and inclusion objectives, the entire recruiting process must be objective. AI technology is the ideal option since it only works with facts. For the employment recruiting process, AI software is dependent on data sets. More crucially, the data can be designed to ignore race, gender, physical appearance, and sexual orientation. As a result, the population is accurately represented based on merit and experience relevant to the available post.

Covid19 has altered many aspects of the world, including the way people work. The widespread acceptance of the work-from-home concept has had the greatest impact on the business environment. Companies had to find a way to keep operating. Despite its origins in lockdowns and stay-at-home regulations, the strategy proved to be a success for many businesses. Indeed, many firms saw increased productivity with the remote work model as more talent was hired from locations far from the actual office. It is no longer a given that the work-from-home concept will be around indefinitely.

Remote employment, on the other hand, poses a significant challenge for recruiting managers. Recruiters must deal with a huge number of resumes for all jobs since they have access to a wide pool of talent. Manually accomplishing this is very hard, but AI technology can make it a piece of cake. AI software is capable of automating the entire talent acquisition process no matter the number of applications.

Locating suitable candidates for organizations

AI reduces the cost of marketing that recruiters and organizations are required to spend on a job posting; AI has the ability to improve targeted ads that will be visible to the right people at the right time, sometimes the best candidates for a job don’t even know they are looking passive candidates and candidates who may have applied for other positions earlier can sometimes be a better fit for the job role, however, locating this manually is not easy; AI software can use the personal online activity history to find the required individual; AI software will analyze the candidate’s data and use it to place ads where it is most likely to be seen.

Final Thoughts

Artificial Intelligence is positioned to help with almost every aspect of the economy, it is currently used in health care, finance, entertainment and more. However, there is the fear that it may take away jobs leaving the growing world population unemployed. While this fear might be valid, there has never been a time in human history where technology — no matter the form, displaced humans, not even during the industrial revolution.

Artificial intelligence is undoubtedly the new phase of recruiting. Any company engaging in talent acquisition will hardly find high-value candidates as leveraging AI recruiting is also perceived as progressive and advanced.

Although, it is a fact that machine learning and artificial intelligence will replace many jobs done by humans in the future. But no matter how sophisticated AI becomes, it will not take away the human intelligence needed in hiring decisions. On the flip side, artificial intelligence technology will boost human intelligence massively in the entire talent acquisition process, and it will make the whole procedure exceptionally fast and efficient.

Research & analytics team

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How Artificial Intelligence is Changing the Recruiting Process