Articles

Implementing AI in your recruiting strategy

Only ten years ago, the recruitment industry was entirely different. The search process was long, candidates’ resumes were collected for weeks, followed by multi-level selection. 

The digital revolution marked the end of the era of handmade recruitment. The process has significantly transformed. And it has never been so difficult, but at the same time exciting as it is now. “Recruitment has become social and mobile – these are the two main features. Social networks turned into attractive platforms for job seekers. It was promoted by generation Z, which actively uses job search channels such as Twitter, Instagram, and partly Facebook, and millennials who prefer Facebook and LinkedIn,” comments the founder of Essay Tigers service. 

The digital revolution requires new ideas to boost interaction with people who have grown up in the age of smartphones. The next step is the automation of recruitment processes and the use of artificial intelligence.

What Is AI recruitment?

Artificial intelligence in HR technology is designed to reduce or fully automate labor-intensive activities such as screening resumes, evaluating candidates, and communicating with candidates. The key ideas for applying AI in recruitment:

  • Analysis and selection of candidates resumes
  • Comparison of candidates and employees and opening new positions
  • Answers to questions of employees and candidates (usually in chatbots)
  • Predictive analytics (forecast of layoffs, effectiveness)
  • HR analytics
  • Increasing objectivity in making personnel decisions

AI solutions are already being actively implemented in the recruitment industry, as revealed in the Litter Annual Employer Survey that involved 1,100 HRs in the US.

  • 49% of respondents use artificial intelligence or advanced HR analytics.
  • 31% of participants use big data to make strategic decisions about the career development of employees.
  • 24% of respondents use the latest AI technologies to analyze the effectiveness of company rules and procedures.
  • 22% of recruiters engage AI to automate processes previously performed by people.

AI benefits in recruitment

Nowadays, a search for candidates has become a real challenge. It takes time for recruiters to view resumes, communicate, schedule interviews, and then sum up the results. All this needs some automation. And AI solutions are successfully coping with many HR tasks:

  • Selection of candidates. It is time-consuming individual work, which is difficult to do qualitatively when it comes to selecting among dozens of candidates. It can be hard to understand how one candidate differs from another. 

Currently, there are a number of AI tools that can work with candidates before or after submitting a resume. AI creates a psychological profile of the ideal candidate. The data received from new applicants are compared with the profile parameters of the ideal employee. Based on this comparison, the program gives a forecast for the success of the candidate.

  • Unbiased assessment of the applicants. When checking the candidate, the robot can find his face on different photo and video materials. Machine learning algorithms will allow you to study the candidate’s emotional reactions to understand at what points in the interview he was not completely sincere. Moreover, if we analyze the facial expressions and emotional reactions of employees, we can compare them with the candidate’s facial expressions and reactions and conclude whether the new employee will correspond to the company’s corporate culture.
  •  Attracting candidates. More than half of candidates do not receive any response or have any interaction with the employer after they have submitted a resume through the job site or in some other way. Artificial intelligence automates the process of interacting with candidates much better than standard automatic email messages or similar systems. Of course, AI can be integrated into these types of automation; however, messages, replies, and communications can, with AI, be sent in real-time and be unique for each candidate, and not just controlled by tags, positions, locations, or categories.
  • ·Automation of task routine. AI offers three types of robots for recruitment: a search robot, an audio bot for calling candidates, and a chatbot for correspondence with a candidate. The search robot compiles a list of suitable candidates and ranks them. The program analyzes the resume, selects the best, and sends it to the recruiter. The search robot can find and consider factors that are not obvious or inaccessible to the recruiter. For example, to compare a candidate’s resume on different sites, match the information with data on social networks, and find out how much time a person spent on creating a resume. 

The audio bot can contact candidates around the clock, significantly saving time. The audio robot-recruiter will determine if the person has already found another job, talk about the vacancy, and coordinate the time of the interview. Such robots are already being tested in many countries, such as robot Tengai created by Swedish scientists. 

A chatbot is the most common AI tool today. It communicates with the applicant, provides the necessary information, asks questions. According to rough estimates, all these robots can select a proper candidate within just 45 minutes, while the same job will take 21 hours for a recruiter.

  • Re-attraction. Regardless of whether you use ATS or CRM, candidates’ information often remains intact after receiving their resume or after closing a job. Artificial intelligence allows you to re-apply to target groups of candidates to determine their level of interest in positions. At the same time, it updates candidate information, reflects new positions, work experience, or skills that they may have acquired since the last interaction.
  • Onboarding a new employee. A new employee needs time for effective adaptation and socialization in a new working environment. And artificial intelligence can answer the general questions of newcomers and provide them with information and resources based on the current onboarding programs. It is vital to introduce company culture and policies to a newcomer as 90% of employees forget what they were told at the first meeting or training.

Can AI replace HRs?

Recruiters will have to get used to the fact that AI tools are significantly exceeding the efficiency of people. However, the recruitment industry is not an area where a professional can be replaced by self-learning artificial intelligence. 

According to IBM, in the coming years, 120 million employees in the world’s most developed economies will need to reskill to use artificial intelligence technology. It is expected that all routine and automated tasks will be completely delegated to the robots. But a man will dominate in the areas where analytical work is vital.

AI tools used by large companies provide HR specialists with practical assistance in hiring employees, eliminating useless activities, and making the recruitment process more intelligent and rational. One of the most significant results of using AI is the release of additional time for the HR manager. It enables recruiters to spend more time communicating with truly experienced candidates without spending effort on screening resumes of inexperienced applicants. 

The company has more chances to recruit qualified staff. The potential for using artificial intelligence in recruiting is enormous, and we are only at the very beginning of this innovation.

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