AI for recruiting solutions are an important piece of the HR technology ecosystem. Direcly integrated with the ATS, AI-powered tools add a layer of talent intelligence to the recruiting process, designed to automatically screen thousands of resumes and reduce time-consuming maual tasks.
Screening resumes efficiently and fairly still remains the biggest challenge in talent acquisition: 52% of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool.
According to a survey of talent acquisition leaders, 56% say their hiring volume will increase this year, but 66% of recruiting teams will either stay the same size or contract.
of Talent Acquisition leaders say the hardest part of recruitment is screening candidates from a large applicant pool
This means that recruiters are being tasked to do more with less.
In the next few years, finding top talent will depend on a recruiter’s ability to intelligently automate their workflow and unearth insights into their talent pool.
To help you better understand how artificial intelligence for recruiting fits into your technology stack, we created this definitive guide for HR professionals on how AI can automate your workflow to more effectively engage, screen, and assess candidates.
Watch our 2-minute video on Ideal’s AI below:
AI for recruiting is the application of artificial intelligence to the talent acquisition process, where machine learning can learn to shortlist your ideal candidate, as well as automate manual tasks in the recruitment process.
This technology is designed to streamline or automate some part of the recruiting workflow, especially repetitive, high-volume tasks.
For example, software that applies machine learning to resumes to auto-screen candidates or software that conducts sentiment analysis on job descriptions to identify potentially biased language.
AI recruitment software also leverages the wealth of data in your ATS to generate insights into your talent pool. Artificial intelligence can help recruiters with blind screening for reduced bias, as well as visibility into past successful candidates that have remained at the organization.
Any area of recruiting where distinct inputs and outputs occur – like screening, sourcing and assessments – will largely become automated.
Talent acquisition leaders report that their hiring volume will increase next year but their recruiting teams will remain the same size or even contract. This means recruiters will be expected to become more efficient by “doing more with less.”
Manually screening resumes is still the most time-consuming part of recruiting, especially when 75% to 88% of the resumes received for a role are unqualified. Screening resumes and shortlisting candidates to interview is estimated to take 23 hours of a recruiter’s time for a single hire.
AI for recruiting represents an opportunity for recruiters to reduce the time spent on repetitive, time-consuming tasks, such as automating the screening of resumes, automatically triggering assessments, or scheduling interviews with candidates.
The best AI-powered technology will be designed to not only automate a part of your workflow but to integrate seamlessly with your current recruiting stack so it doesn’t disrupt your workflow.
As a bonus, speeding up these parts of recruiting through automation reduces time-to-hire, which means you’ll be less likely to lose the best talent to faster moving competitors.
Quality of hire used to be a bit of a recruiting KPI black box due to an inability to close the data loop (i.e., measuring what happens to the candidates after they get hired).
As HR data has become easier to collect, access, and analyze over the years, quality of hire has become recruiting’s top KPI.
The promise of AI for improving quality of hire lies in its ability to use data to standardize the matching between candidates’ experience, knowledge, and skills and the requirements of the job.
This improvement in job matching is predicted to lead to happier, more productive employees who are less likely to turnover.
Early results are extremely promising. Early adopter companies using AI-powered recruiting software have seen their cost per screen reduced by 75%, their revenue per employee improve by 4%, and their turnover decrease by 35%.
The positive part of this is that we can standardize our processes to better and more objectively assess a candidate’s ability and skills
In general, AI requires a lot of data to learn how to accurately mimic human intelligence.
For example, AI that uses machine learning needs a lot of data to learn how to screen resumes as accurately as a human recruiter. This can mean several hundreds to several thousands of resumes for a specific role.
AI for recruiting promises to reduce unconscious bias by ignoring information such as a candidate’s age, gender, and race. However, AI is trained to find patterns in previous behavior.
That means that any human bias that may already be in your recruiting process – even if it’s unconscious – could be learned by AI if developed without due diligence.
To avoid replicating any biases that may already exist, make sure the AI software vendor you use has taken steps to ensure that their AI is developed and continually monitored for any patterns of potential bias (e.g., only hiring graduates from a certain college).
HR professionals are often bombarded with the latest and greatest trend that disappears just as quickly.
Understandably, recruiting and talent acquisition leaders can be skeptical of any technology that promises to make their jobs easier and that can enhance the capabilities of their HR ecosystem. They want to be sure that any software that will automate one of their tasks is going to be able to do as good of a job as they can.
Intelligent screening software automates resume screening by using AI (i.e., machine learning) on your existing resume database.
The software learns which candidates moved on to become successful and unsuccessful employees based on their performance, tenure, and turnover rates.
Specifically, it learns what existing employees’ experience, skills, and other qualities are and applies this knowledge to new applicants in order to automatically rank, grade, and shortlist the strongest candidates.
The software can also enrich candidates’ resumes by using public data sources about their prior employers as well as their public social media profiles.
Intelligent screening software that automates resume screening represents a massive opportunity for recruiters because it integrates with your existing ATS, which means it doesn’t disrupt your workflow, the candidate workflow, and requires minimal IT support.
Recruiter chatbots are currently being tested to provide real-time interaction to candidates by asking questions based on the job requirements and providing feedback, updates, and next-step suggestions.
AI-powered chatbots have a lot of potential to improve the candidate experience.
58% of job seekers say they have a negative impression of a company if didn’t hear back from the company after submitting an application, whereas 67% of job seekers have a positive impression of a company if they receive consistent updates throughout the application process.
Online interview software has been available for a while, but today’s technology claims to use AI to assess candidates’ word choices, speech patterns, and facial expressions to assess his or her fit for the role and possibly even the organization and its culture.
Industry experts believe the future of AI for recruiting is Augmented Intelligence.
Augmented intelligence is the belief that you cannot fully replace human capabilities through technology. Instead, augmented intelligence suggests we should look to create technology to enhance human aptitude and efficiency.
Augmented Intelligence, rather than totally replacing people at work will be used to make them more effective. I think this may be the best use of AI for HR.
The ability to use augmented AI to automate repetitive, administrative tasks will be extremely valuable. There are 3 main ways this technology will change the role of the recruiter:
If recruiters and companies can learn to pair themselves with a specific AI, they can train it to understand a particular corporate mission and culture—so that recruiters feel like they leverage these chatbots and other similar technology as extensions of their teams, not as replacements for them.
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