AI The future of Recruiting

AI recruiting is the process of using artificial intelligence to automate time-consuming, repetitive tasks while offering personalization and data insights throughout the hiring process. Artificial Intelligence (AI) is the science of training machines to perform human-like tasks so that certain functions can be automated.

For instance, many industries have applied AI to quickly process large amounts of data to improve efficiency, accuracy, and productivity. In its simplest terms, AI is really just automation that allows us to solve big, complex, repeatable problems with quality results.

Similar automation capabilities and benefits can be applied to recruiting, especially for repetitive, high-volume functions, like screening, sourcing, and scheduling. AI-powered technology is meant to speed up time-consuming manual processes so recruiters can focus on more valuable initiatives; AI is not meant to replace human recruiters — despite what some resistors might believe.

Recruiting AI enables talent acquisition teams to discover passive candidates and unlock data-driven insights that guide decision-making and better outcomes, such as quality of hire. AI recruitment tools can help deliver the right jobs to the right talent, the right talent to the right recruiters and build the right teams for the company.

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
  

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.

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.

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.

Re-routing talent

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 re-route 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.

In Conclusion...

If you're considering implementing the latest AI solution in your recruitment team, it may be necessary to ensure your team is ready for it. Some people approach new technology with scepticism, which may be an obstacle when introducing new software. To avoid this, communicate the change as early as possible, giving everyone enough time to adjust. It's also helpful to explain the benefits of using AI tools to people.