There is no getting around the fact that AI recruitment is here to stay. Recruitment software is growing with the development of technology, and the invention of AI has become integral to streamlining the work that Talent Acquisition platforms do as it is objective, focused, and works more efficiently than humans.
But how can you best use AI to streamline your recruitment workflows, and what challenges does this present?
In this article, we explore the ways in which AI Recruiting software is changing the way we hire and how you can get on board.
What is AI Recruitment?
AI in recruitment simply means the application of Artificial Intelligence to the recruitment process. You may have heard of AI being used to screen resumes, but that’s not all it can do. In fact, there are applications of AI for recruiting talent at every stage of the procedure.
The great boon this provides for HR teams is that they no longer have to shoulder the burden of plowing through mundane, repetitive tasks. AI can take care of those and, in doing so, streamline the recruitment workflow and free up human recruiters to focus on what they do best, such as building and developing relationships.
According to a Report by Facts and Factors, the global AI talent acquisition market was worth $610.3 million in 2021 and is expected to rise to around $890.5 million by 2028. That’s a growth rate of 6.5% a year. There’s only one conclusion: AI recruiting is here to stay. So let’s take a look at why that is.
How is Artificial Intelligence Changing the Recruiting Process?
The most significant changes recruiters and HR professionals are seeing as a result of AI are to their quality of life. Automation is making manual tasks that used to take hours into almost instant processes. Let’s look at some of the most significant ways it is making our lives easier.
It’s A Fast Filtering System
For mass recruiters, AI has been revolutionary in helping to sort and categorize thousands of individual applications in minimal time. A Study found that the average recruiter takes around 15 hours per week to find the right applicant for a role during their recruitment process.
Now, artificial intelligence can help recruiters to sort job applications in a much shorter period of time by scanning electronic applications for keywords relating to industry experience, qualifications, and particular skills, and quickly eliminating irrelevant candidates. This means that the recruiter can maximize their time and efficiency for minimal effort.
It Can Promote Diversity and Inclusion in the Workplace
Diversity and Inclusion policies are now central to recruitment, and finding ways to implement diversity and inclusion policies is almost impossible without being influenced by unconscious bias to make unintentional subjective decisions.
In the modern day, these policies are an essential part of establishing permanent change to the way we tackle diversity and inclusion in recruitment, so using artificial intelligence to make insightful and smart decisions without the issue of bias can allow companies to proudly remain inclusive. To do this, Oleeo’s diversity recruiting software can help to challenge bias by using intelligent writing software to recognize gender-biased wording and remove it from job descriptions.
This is based on several studies like the Journal Of Personality And Social Psychology, which found that women found jobs less appealing when descriptions contained more masculine terminology and were less likely to apply as a result.
It Can Help You to Connect and Engage with Applicants
Building a good relationship with applicants can be essential in attracting the best Talent. Artificial intelligence can also be used through chatbots to connect with applicants.
Additionally, they can help to simulate real life situations to test competence with addressing vital decision-making or conflict resolution. This can then produce clear and concise data for you to view and compare between candidates to find the best applicant for the job.
Overall, the use of Artificial Intelligence within your recruiting process can help to boost the streamlining of hiring, shape your essential diversity and inclusion policies, and build relationships with prospective employees with ease.
What Are Some Examples of AI in Recruitment?
It’s time to explore some concrete examples of AI in recruitment. These are the tools and features that are available today and becoming ever more popular as the advantages of using them become clear.
This is probably the aspect of AI-powered recruiting that people are most familiar with. Businesses can use Recruiting Software to screen resumes and job applications.
The software does this by categorizing application documents into different sections. The exact categories used will vary depending on the employer’s preferences but would typically include details such as work experience, skills, and education. It then automatically searches for the specific keywords and phrases listed as relevant to the role.
Screening can also be used to reach out to candidates whose details are on the system from a previous application. In the old days, being told, “We’ll keep your resume on file,” when you were unsuccessful may well have caused you to raise a cynical eyebrow.
Nowadays, AI tools can scan through those resumes on file when new positions become available to check whether there are any potential matches. It’s likely that this method of AI-based recruitment will be a significant feature of the process in the coming years. In other words, candidates can expect more second chances and pleasant surprises.
Our little friend, the chatbot isn’t just handy for customer service. More generally, chatbots can be used for any kind of communication where you need to keep large numbers of people informed and updated on developments.
That’s why they’re so useful in recruitment. Potential applicants can use them to ask questions about the company and the role they’re interested in. If they decide to apply, the chatbot can then keep them updated on the recruitment process.
This means that the HR team isn’t snowed under with questions they have to answer manually. As a result, they can focus on their core tasks without being distracted.
Another common use of AI in recruiting is outreach. This is particularly useful for larger organizations that have a high volume of candidates to consider.
When you want to send out job offers or schedule interviews, you can use AI tools to make these happen automatically, reducing the burden of paperwork for the HR team.
We’ve already touched on intelligent writing tools, but it’s worth mentioning again. AI software can analyze the job descriptions you write and let you know if there are any biases in them.
These tools can also generate text based on training documents. This means that if you feed a large number of previous job descriptions into them, they can write you new ones that align with your business goals.
What are the benefits of AI in recruitment?
Using AI in recruitment comes with several advantages. Here are just a few of them:
Applying Recruitment Technology to the process of finding new employees is a massive time-saver. It can automate many different tasks that would take a human team a long time to achieve.
Unavoidable aspects of the recruitment process, such as screening resumes, booking interview slots, and scoring candidates against a role-related rubric, can all be done with a few clicks, thanks to AI.
Reduces bias in the hiring process
AI-driven recruitment can be a powerful weapon against unconscious bias in the workplace. Handled well, your AI software can help you reach out to a wider pool of potential applicants by formulating job ads that appeal to as many people as possible.
Also, while the judgment of human recruiters may be subconsciously influenced by factors like a candidate’s personality or ethnicity, this doesn’t apply to AI as long as it’s well-trained.
One of the problems with the traditional hiring process is that it’s pretty much impossible for HR teams to communicate fully with hundreds or thousands of applicants. This can lead to frustration if an applicant feels their messages are being ignored and can have a negative impact on a company’s reputation.
With an AI hiring procedure, that’s not a problem. You can use chatbots and other software to keep all candidates in the loop and well-informed through every stage of the process.
What are the challenges of AI in recruitment?
At this point, we introduce a note of caution. Yes, AI talent acquisition has a lot to recommend it, but there are a few potential drawbacks to AI, too:
It can learn and replicate human biases
One of the most important ethical considerations in AI-based recruitment is how to deal with biases that already exist in your system. The reason this can pose a problem is that one of the ways AI operates is by looking for patterns in existing data.
This means that if the AI software is trained on information that already has unconscious biases in it, it can pick up on them and integrate similar biases into the data it generates. For example, if there’s an unconscious bias discriminating in favor of candidates educated at a particular university, the AI may copy that behavior.
The best way to guard against this from happening is to use a trusted provider. Experienced developers of AI recruitment tools such as Oleeo are aware of the issue and provide the support that mitigates it.
It can be less accurate
The AI tools are only as good as the information supplied to them. Because they look for specific keywords during the screening process, any applicant using slightly unusual synonyms for those keywords could be out of luck.
On the other hand, some candidates may tweak their applications to include keywords that aren’t relevant to their experience just to try to manipulate the process to get past the AI screening stage and into the Interview Process.
Either way, it’s possible for errors to creep in – for some good-quality candidates to be unfairly rejected or for lower-quality ones to be unfairly advanced to the next stage.
This is why it’s vital to remember that AI recruitment software is a tool rather than a total human replacement. It’s crucial that your HR team double-check its suggestions before moving on to the next phase.
It needs lots of data for effective screening
To get AI tools to work well, you need to provide them with training data. The more data you provide, the more accurate the results will be.
This isn’t a problem if you’re dealing with high volumes of applications, but if that’s not the case, it can restrict the tools’ usefulness, at least for screening.
However, this is really just a question of using the right AI feature for the right task. Even if you’re recruiting for a specialized position that won’t attract many applicants, you can still use AI to find appropriate candidates to reach out to by selecting more appropriate training data from other sources.
Let AI Recruiting Software Bolster Your Hiring Process
AI recruiting technology is one of the fastest-growing areas of HR practice today. And it’s easy to see why. The right AI recruitment software will save you time, improve your organization’s ability to communicate well with candidates and help you appeal to as wide a pool of applicants as possible.
At Oleeo, we have years of experience helping companies like yours find top talent. Our cutting-edge AI recruitment platform provides a fully customizable approach to hiring so that you can fine-tune your recruitment process to align with your unique business needs.
Do you want to see how artificial intelligence can help you and your business? Contact Us today to find out more.
Does AI recruitment replace human recruiters?
Absolutely not! While AI is excellent at automating repetitive tasks, it’s not so good at the business of cultivating relationships with potential applicants. That takes the human touch.
Also, AI powered recruiting can’t replicate the subtleties of human judgment. The sharp eye of a skilled recruiter remains invaluable when it comes to double-checking the AI platform’s suggestions.
How can AI recruitment improve diversity and inclusion?
Today’s advanced AI software features intelligent writing tools that can create job descriptions free of biased language. This means your recruitment ads should attract applicants from as wide a range of groups as possible.
The other major strength of AI here is that it doesn’t start off with any unconscious biases that could influence the outcome of decisions. As long as the data you train it on is as objective as possible, its recommendations will be as well.