How is AI changing the recruitment process?

If you've been paying attention to technology news recently, you may have seen that AI, or artificial intelligence, is making massive waves. In fact, some hiring managers are calling it a game-changer because it could allow recruiters to streamline the processes they use. Even if you're already using some form of AI to track resumes or to make hiring decisions, integrating different types of software can lead to a more efficient process for companies looking to overhaul their current practices.

Are you interested in ways hiring managers can use AI in recruiting? Do you want to incorporate more AI software into your hiring process? These are some of the changes you might start to notice.

How managers can use AI in recruiting

The ways managers can use AI in the recruitment process seem endless. In fact, more software companies are creating tools that hiring managers can use to make smarter decisions. These are just some of the ways you can put AI to use when you look for new candidates.

Create job ads

One simple way to incorporate AI into your recruitment process is to use it to create a job ad. You can use software to generate job descriptions that target the ideal candidate with the ad's vocabulary. Recruiters save time by having AI target the right candidates before applications even start rolling in.

AI software can help you not only generate keywords for your job description but also help you determine what kind of education and work history your ideal candidate will have. If you write your own job descriptions and ads, you can also use AI to tell you how effective those posts may be. You can receive recommendations that help you attract strong candidates.

Screen applicants for the best candidates

With the help of AI, you can screen applicants to find the best candidates in the bunch. If your organization is getting thousands of resumes for each position, AI is a huge timesaver. Not only can AI track keywords in resumes and job applications, but it can also assess the results of emotional intelligence tests to predict which candidates will be the best fit for the open position. Additionally, software can help you track which applicants might be better suited for other roles opening in the future.

Engage with job applicants

With AI chatbots, you can actually engage with applicants to arrange interviews and gather additional information. You can customize chatbots to ask questions, analyze keywords, provide fast responses to applicants, and schedule interviews. That means you can line up an entire week of interviews without ever picking up the phone yourself.

AI can also engage with candidates by providing feedback for those who are not selected to continue on in the hiring process. This represents the company in its best light and helps represent the brand positively. You can also encourage these candidates to pursue other opportunities with the company. With AI software, you ensure that you are reaching out to all candidates, even if you don't personally read their resumes.

Hold digital interviews

Some companies have been using AI-powered software to analyze video interviews in which an interviewee responds to questions on their own time. In fact, some recruiters use AI to determine if a candidate is confident or honest. While nothing beats having the opportunity to speak with candidates directly, these digital interviews can help pare down the number of applicants so you spend your time talking to only those who might be the best fit for the role.

Collect employee referrals and internal candidates

Often, the best candidates come from internal sources. One great strategy for recruiting new candidates is to collect information from current employees. A referral program or internal hiring strategy can help you maintain a strong pool of potential candidates to draw from. You can use keywords and work history to categorize referrals and existing employees for future reference. When a job pops up with specific needs, you can fulfill them easily.

The benefits and drawbacks of using AI in the recruitment process

If you're thinking about ways managers can use AI in recruiting at your company, you may want to know why this is a pursuit worth your time. Using AI-based tools in the hiring process has many perks, but it's just as important to know about the potential drawbacks associated with using these programs. These are some of the ways AI can impact your business and the recruitment process.

AI may be one of the keys to improving recruitment objectivity.

Improve applicant tracking systems

With AI, recruiters may be able to find the right candidates more quickly. Applicant tracking system (ATS) software can narrow down applicants by looking for years of experience, relevant job titles, previous earnings, and educational histories. AI-powered software can use algorithms to look for the keywords you'd like to track, and it can also rank candidates for you. Your software will pull out the candidates it deems to be the best fit for your open position before you even begin reviewing resumes. Today, the vast majority of Fortune 500 companies are using ATS software to make hiring decisions.

One matter recruiters will need to address is the accuracy of AI and applicant tracking systems. Not all applicant tracking systems are accurate or up to date, and you'll need to ensure that some of your best options aren't slipping through the cracks. For example, AI might miss some stellar applicants because the format of the resume wasn't as easy as others to read.

Improve candidate experience

Some recruiters believe that AI will improve the experience of applying for a role for candidates. That's because you can reach out to candidates more quickly, either letting them know they're not being considered or that they can schedule an interview. You can provide answers quicker with AI, so candidates aren't left waiting for answers. You can ensure that your software provides accurate information and reminds candidates of any upcoming dates.

One potential downside is that recruitment processes might lack the human touch that draws candidates in and makes them feel welcome. If candidates know that nobody is actually reading their resumes, they may not feel valued. While candidates appreciate efficiency, they also want reassurance that they are carefully considered when they apply for a role with your organization. When recruiters do speak with candidates, they should make clear that they have personally reviewed the applicant's materials carefully.

Address fairness concerns

AI may be one of the keys to improving recruitment objectivity. Using AI in your pre-screening process can help remove bias that would otherwise eliminate great candidates. Human bias can prevent some qualified candidates from getting jobs in which they would excel. Software that peruses resumes with the help of AI can reduce bias against race, region, schools, organizations, sex, sexual orientation, and other factors.

Still, some recruiters have questions about this issue. For instance, is it possible for AI to learn human biases in the hiring process? In order for AI to remain objective and unbiased, managers will need to understand what types of data the software is using to make decisions.

Many recruiters still have questions about how to incorporate AI into specific processes. Examine the areas in which your own recruiting process may be less efficient to see the benefits this new technology can have in your field.