Recruiters’ toughest and most time-consuming moment is sourcing candidates for a role. Finding the right match for the company who will add value and bring something new to the table, takes time.
A recent study confirms that a single recruiter, on average, spends 15 hours in a week finding the right hire for a single position. To add, 52% of talent acquisition professionals admit that the most challenging part of recruitment is the candidate’s screening process from a long list of applications.
HR professionals are expected to minimize costs and time, while at the same time onboarding top talent. Recruitment and searching for the right talent can really be an arduous job, but with the help of artificial intelligence (AI), it’s become increasingly easier.
Today AI attracts top talent by asking relevant questions and making informed choices about who is best qualified to fill positions. Recruiters welcomed AI with enthusiasm and interest, with 75% of them saying technology will shape how companies make new hires.
In other words, these recruitment experts believe that automating the recruitment process is the most effective way for refining the process, increasing efficiency, removing bias, and finding the best talent at the most appropriate time.
Let’s discuss in detail the role of AI in recruitment, how AI can change the HR space, and some of the major applications of AI in recruitment, including the following:
- AI-powered physical interviews
- Background checking
- Reference checking
- Recruitment from an internal talent pool
- Identifying talent gaps and assessing working teams
- Rerouting talent
- New employee onboarding
The role of AI in recruitment
There is no limit to what AI can do to make human lives better; from training machines through data labeling to developing AI for autonomous vehicles to pattern recognition, AI has not stopped mimicking the human brain. Today, for example, security systems around the world are able to deploy video surveillance technology powered by object detection with deep learning.
When it comes to recruitment, AI takes a central role, helping recruiters scan through thousands of CVs using AI technologies, such as the Applicant Tracking System (ATS). Recruiters are able to work faster and more efficiently, while simultaneously finding the right fit for open positions.
In other words, AI has taken over the entire recruitment process – from initial screening to onboarding – everything is automated. To add, other AI tools also come in handy in setting up interviews and responding to candidate questions. Below are a few common examples of AI applications in the hiring process.
Physical interviews by bots
Robots, also known as bots, are now trained to conduct physical interviews as part of the hiring process. These bots use both natural language processing (NLP) and interview analytics to assess the candidate’s suitability by skimming their soft skills and personality traits.
The use of bots to conduct physical interviews is beneficial to recruiters, as they guarantee consistency in the interview process since the same interview experience is meant to provide equal experiences to all candidates.
However, do candidates appreciate being taken through the process by a robot, or do they miss the human touch to it? That is certainly a genuine concern.
AI-enabled background checking
Candidate background checking is tedious and time-consuming but is as important as a skills assessment. 92% of organizations conduct background checks for one simple purpose – risk reduction.
AI has improved that experience, making it quicker, simpler, and more efficient than going through the traditional manual way. With AI-powered background checking, organizations are assured of unbiased and private procedures that protect both the organization and the candidates.
AI-enabled reference checking
Reference checking is almost synonymous with background checking, as both are done during the hiring process. Collecting different references from candidates’ profiles is a time-consuming process, nonetheless.
Employers look for a minimum of two to three references from applicants, and it is these references that attest to the candidate’s ability to do the job. However, the manual process of conducting reference checks is tedious as some people included in references may not pick up the calls or respond to emails, for example.
AI-powered reference checking automates the entire process and helps recruiters assemble as much information as possible at once. The references are given a chance to respond to emails and questionnaires at their convenience and get reminders in a rather subtle manner.
Finding the right hire from within
Hiring from an organization’s internal workforce saves time and money significantly. In fact, hiring from within the company means that they won’t have to spend on induction for the ‘new’ hire since they are familiar with the company. Therefore, internal mobility is advantageous to companies, and recruiters know this.
According to IBM, AI-driven internal mobility process is best for spotting talented internal candidates since it uses data, pattern recognition, and NLP to gather information about the company’s employees and their roles.
The software then matches the skills with open opportunities, creating personalized recommendations in the end. Additionally in the IBM study, 44% of HR experts prefer AI for finding the best internal candidates for newly advertised jobs.
Talent gap identification and team strength assessment
There is a notable trend in HR teams across organizations, shifting the focus more on teams and identifying skill gaps. Using AI, recruiters can leverage its power by using data analytics and scientific testing to understand their teams’ individual characters at a deeper level and learn how these character findings shape their team performance. AI has made this process much more efficient and quicker than any other viable option HR professionals might deploy.
There are instances where an organization is unable to find a particular skill set in a person at the time when they need them most, and, instead, they find different skill sets applicable elsewhere. In such cases, organizations reroute such candidates to other locations down the line where they are needed.
The current marketplace is competitive, and building and maintaining a talent pool is more crucial now than ever. AI comes in handy in keeping a database of these potential candidates with the intention to reroute them to opportunities that suit them.
New employee onboarding
AI is becoming mainstream as it reinvents the employee onboarding process by saving organizations the time and resources spent on onboarding their new hires. AI ensures that companies offer a 24/7 onboarding exercise where AI-powered chatbots can respond to candidates’ questions relating to the company, as well as guide them through other critical aspects of the onboarding process to help them settle down for work faster.
However, the human touch to this process is still a must-have for HR teams, as it makes the entire process as natural as possible.
The increased use of AI in recruitment is soon becoming mainstream, as technology experts continually find ways to make recruitment more efficient.
It is evident how AI’s application in recruitment, interviewing, hiring, and onboarding becomes faster, easier, and fairer.
However, as much as AI is changing the recruiter role from how we know it, the human touch is still relevant and cannot be wished away from the recruitment process.
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