AI Recruitment: Your Human Resource Partner
The traditional hiring process takes a long time to finish - but technology has dramatically shortened the average time-to-hire. But, taking it a step further, AI has been integrated into many companies' recruitment processes, saving them even more time and money. If you're planning to overhaul your recruitment strategy, AI is the best way to go. Read on to learn about AI for recruiting!
What Is AI for Recruiting?
AI for recruiting is applying artificial intelligence to the hiring process to develop a shortlist of candidates and speed up the steps in the process. It mainly focuses on turning manual, repetitive tasks into automated flows.
For example, in the past, you would have to go through the resumes submitted by applicants manually. Now, with AI recruiting, the software automatically screens the candidates based on the data you've fed the system.
The Benefits of Using AI for Recruiters
Artificial intelligence in recruitment has a plethora of advantages you can enjoy, including:
1. Improved Candidate Experience
Applicants are given the best experience with a smooth and efficient application process, fast responses to inquiries, easy scheduling of interviews, and automated notifications through emails. With this, your company can be one of the leading employers that job seekers can trust based on the testimonials of previous candidates.
2. Heavy Load Works Are Automated to Save Time
You can use AI to choose the best candidates; an algorithm can use keywords that you're looking for in resumes to match your company with relevant applicants. You can also have AI analyze their resumes on who is most likely to succeed based on their skills and experience. You’ll get the best candidates right before you in no time!
3. Improved Candidate Assessment Through Collaborative Interviews
Traditionally, candidates would go through each person in the HR team to be interviewed. It would take quite a while to select the most qualified applicants - and with every day that passed, you would risk losing them to another company. But with AI, you can create video interviews that the team can view and assess all candidates simultaneously. Through this, time and effort in conducting many interviews will be reduced, and the HR team can focus on other tasks.
4. Incorporate an Unbiased Personality Test
The traditional recruitment process assesses personality by looking at appearance, facial cues, and the manner of dressing. This type of test is biased and can let you miss good candidates with wrong judgments.
With AI, personality tests are done by letting candidates answer a series of questions created by psychological experts; results are shown immediately. The tests incorporated in the system have calculated results, and those personalities that do not meet the standard for the job will be eliminated.
5. Improved Hiring Quality and Results
AI has the ability to track down the most likely successful and unsuccessful employees with the data it has. The system will evaluate the characteristics of long-time top employees through their resumes - even those who quickly resign after a month will be assessed. The AI system will program the patterns of the high-performing and low-performing employees to create a list of the best applicants.
The system will improve hiring results, employee retention, company performance, revenue, and more. The success of hiring the best candidates through objective predictive analytics ensures success for the whole organization.
6. Assess Hiring Efficiency and Speed
All companies should keep track of their average time-to-hire and strive to lower the number. With AI, your HR team can get insights into your hiring process's strengths and weaknesses. By improving your time-to-hire, you're well on your way to becoming a top-performing HR department across the global competition.
7. Incorporate Diversity in the Workplace
When tracking stats manually, you might have errors when compiling percentages of employees based on gender, ethnicity, and veteran status. Therefore, you wouldn’t know for sure if you hit your diversity targets. With AI, you can analyze your current employment diversity status to learn where your company needs to focus on improving. Use these insights to prioritize the employees you need to balance your company’s diversification.
The Challenges of Applying AI in Recruiting
Since AI is continuously being developed, there are still some flaws that need to be worked out. Here are some of the challenges you can encounter:
1. Losing Human Touch
Introducing AI imposes fear among candidates that their personal information is unsafe, and they continuously worry that their application might not enter the system. While this is unlikely to happen (and, actually, AI is much more error-free than human staff), you might face some resistance when implementing new technologies.
2. Issues in Reliability
AI needs big chunks of data to train and implement its algorithms. So, when there are inconsistencies in data availability, the results can't be reliable to use.
3. Patterns Turn Into Bias
Incidence of bias can't be prohibited, especially when the company's data feeds the algorithms within the AI system. There was an instance in Amazon's AI recruitment system where female candidates were preferred rather than males - it happened because the 10-year data provided to the AI system had a patterned bias with women.
Innovations in AI for Recruiting
AI has made many contributions to recruitment with the following features:
1. Automated Candidate Sourcing
Finding potential candidates is a time-consuming process for the HR department - which is why having AI for candidate sourcing can be a great asset for your company. You can reach millions of job portals and platforms that AI can scan in a short time. You'll have as many potential candidates as you want, but you can filter them according to your preferences. For instance, you can set the location near the office for you and your applicant's convenience. You can also invite your company's open position through email notifications that the AI technology can generate.
2. Automated Resume Screening
The AI software ranks candidates based on their work experience, skills, and other qualifications. With this, a shortlist of the strongest applicants will be made available to you easily, and you can schedule interviews immediately. AI also has the ability to check public platforms about the applicant's social media profiles, and you can view them for further information.
3. Recruiter Chatbots
Chatbots provide feedback, updates, and information on the next step of the recruitment process to the applicants. This feature allows candidates to have the best experience with the company by receiving consistent feedback throughout their application process.
4. Digitized Interviews
Online interviews have been trending these past few years - and are more prevalent than ever during the ongoing pandemic. With the advancement of technology, AI helps assess a candidate's facial cues, speech patterns, and word choice if it can fit the company.
You can also counter-check if the right applicant is being interviewed through facial recognition. You'll avoid the error of mixing up candidates, like in the usual face-to-face interviews.
5. Conversation Analytics
Interviews are quite lengthy to remember and assess. Having AI will help you transcribe the conversation, so you can review it when choosing among the candidates. You can also evaluate the manner of your interviews and determine whether you're consistent with the questions or not. You can filter out the common questions and compare the candidates' answers to determine who did best.
6. Automated Reference Checking
Traditional hiring makes it hard to check the references indicated in the resumes of applicants. You can only call them and ask about the candidate's character and work performance. With AI, you can also verify the persons of reference listed in the resumes of the applicant. You can check whether the names are truthful and information is truthful through automated checking on other platforms on the internet.
7. AI for Internal Hiring
Hiring for open positions in the workplace can come from employees inside the company and save you time and money. You can use AI to determine the best candidates within the company for the job. The software will use the company data of employees to get patterns from the skills and experience of each employee. Then, recommendations will be made for you to assess and select the strongest employees.
8. Rerouting Candidates
If you've found potential candidates in the future, but they aren't right for the open position in your company, you can introduce them to other locations you have. It's a big loss to have a good candidate wasted and be hired by competing companies. With AI, you can send them updates and options in their emails on where they can work. The technology can include maps and pictures that they can view to have a clear picture of the place.
9. Assessing the Strength of an Individual in Teams
Recruitment always focuses on individual strengths and potentials. However, companies work in a team effort. Yet, it is hard to tell if a person can work well in a group just by manually assessing them. AI has launched a combination of data analytics and scientific testing to understand an individual's skills and experience that can influence their participation and performance in teams.
10. Candidate Rediscovery
With AI's large database, you can take advantage of this by scanning through past candidates that can fit existing job openings. Rather than spending time and money on finding new candidates, you can use existing candidates to find a strong applicant just within your reach.
11. Have an Updated Recruiting Capacity
A company's over-hiring and under-hiring can lead to problems in productivity and costs. Imagine having three employees when one worker can do. By hiring appropriate numbers of employees, you can save a lot of resources - and also avoid overworking your employees.
It's good to have a balance in the company employees to have a harmonious workflow. To do this, you'll need to have a real-time tracker and analytics of the current employment status of the company. AI can create accurate employee analytics and forecast the needs of the company.
How AI Will Change the Recruiter Role
AI is not a threat in replacing humans in charge of the recruitment process. Instead, you can use it efficiently with the HR team you have. However, there can be changes in the roles within the team. Here are the ways AI will change the role of the recruiter:
Change 1: Recruiters Are More Proactive Than Reactive
With the manual hiring process, recruiters encounter problems that they take care of immediately after. With AI technology, you can be proactive in preventing these situations through programs and algorithms you introduce into the system.
For example, in the traditional hiring process, there were often problems with applicants who couldn't receive notifications on the dates of interviews. Some of them would come to the office asking for updates, and you would come to learn that you hadn't sent out the emails. With AI, you can prevent these problems with an automated sending of email updates, schedules, and suggestions.
Change 2: Recruiters Have More Time With Candidates
Introducing AI will save time in the hiring process. You won't have to go over hundreds to thousands of resumes submitted. Instead, the system will create a shortlist of the strongest candidates. With this, you can spend more time with the best candidates in person, learn more about them, and determine if they will be a good fit for the company and its culture.
Change 3: Recruiters Will Close the Gap Within the Team
The human resource head and employees have trouble sharing data: usually, employees don't have the KPIs of the hiring process. But with access to AI, each human resources team member has access to important data that involves the hiring process. This helps everyone assess the team and provide suggestions for improved recruitment to have the best future employees.
How AI Enables Audience Targeting
AI has introduced a new way of reaching an audience by tracking a web user's behavior and making predictions based on the gathered information. For example, let’s say you've watched an action movie on Netflix. Its AI algorithm enables recommendations, so you can easily find movies that are similar to what you've enjoyed.
In a company's recruitment process, AI targets candidates by the available data on their skills and strengths. The algorithm recognizes keywords in an applicant's uploaded resume and goes through analytics, determining if the candidate has a high probability of being a successful employee. Then, the applicant can receive requests through emails, and if they are interested in the job, the process will continue until the digitized interview.
Why Big Data Analytics Is the Key to AI in Recruiting
Computer experts and IT professionals use big data analytics. They converted it into a model that a computer uses to help in business decision-making processes that are typically too overwhelming for the human mind. AI, similarly, has programs and algorithms that deal with the task of creating functions from enormous and complex data. The internet has provided information on consumer behavior and preferences, which is insightful “big data” that AI utilizes to give recommendations.
AI creates patterns from huge sets of data to arrive at an objective conclusion. Conversely, if you just have a few sets of data, bias will be prevalent.
Since recruitment involves a lot of data - from resumes, job postings, requirements, and more - AI recruiting tools do the work for you. They organize big chunks of data to create programs and algorithms for the hiring process - and it would be much easier to derive algorithms from large data patterns and arrive with an unbiased hiring process model.
Keep the company's data records involved in hiring, so they can be used to train the AI technology.
Choosing the Right AI Technology
You may find it hard to switch to AI technology for your recruitment process, but it all boils down to choosing the right one for your business. Here are some tips you can follow to select the best AI for your company:
1. Look for AI That Can Automate Data Transformation
Choose an AI software that can transform several data inputs into models. Look for the tools that the software offers that must include automation of data transformation and enrichment to come up with algorithms that can process data and select the best applicants.
Here are some AI tools you can search for:
Hiretual - customizes engagement with candidates and also includes features such as diversity and internal hiring.
XOR - offers live chat for a support team, video interviews, and connects recruiters and candidates
Eightfold - assists job seekers in finding the right job openings and also promotes diversity hiring.
Humanly - mainly features diversity hiring but also automates candidate's screening and scheduling of interviews.
MyInterview - analyzes a candidate's interview answers for their reasoning and professionalism.
Loxo - has a larger database reaching 530 million people for your recruitment needs.
Seek Out - a search engine tool you can use to search for talents, shortlist candidates based on the job description you provided, engage candidates in the hiring process, and implement diversity hiring.
2. Has Model Updates
Optimum AI performance can be made possible by up-to-date features and tools. It helps to choose a software provider with automatic updates instead of manual updates - the latter could cost more in the future.
3. Can Give You Adjustments
Get an AI system that you can control without having to ask for outside help. Look for an AI software provider that includes training and demos for their customers.
It's best to be informed without all the tools and features of the AI to make adjustments yourself, so you won't have to worry about additional costs related to assistance.
4. With Scalability
When AI is scalable, it can easily handle growing data sources and add resources to the system. Make sure to select an AI system that can manage several applications and databases so that you won't have a problem running multiple functions.
5. With Help Desk Availability
A new system leads to unfamiliarity when troubles appear. Select a software that has a help desk readily available for your inquiries. You can test out the responsiveness of their support team first so that you'll have reliable support in case of problems and inquiries.
6. Has Reasonable Costs
Check the inclusions of the AI software you'll be purchasing for the company. List down all the features you need, including support and updates. It's convenient to invest in AI that has everything you need and has fewer additional costs in the future.
7. Check the Ratings
Even if you've found the AI recruitment agency provider, you still need to verify whether the information they have is true. You can check this through perusing reviews from those who avail of the services.
You can also speak with an expert or recruitment advisor to guide you on the AI recruitment agencies to get the best one for your company. Don’t be afraid to seek assistance! When you have somebody guiding you through the process, you will find the best fit and avoid incurring additional costs.
The advisor will usually recommend AIs based on your budget and needs, so be specific and list down your recruitment needs. When the options are available, you can shortlist them by the reviews you've read, the money you can save, and more. The choice will be up to you, so make sure to do your own research as well.
Boost Recruitment With Lanteria
By automating the recruitment process, you are not only speeding up hiring but also eliminating human errors. With Lanteria’s innovative features, you can cut out manual HR tasks, freeing up time for more creative and revenue-boosting work. Reach out today for a demo and to learn about our Core HR functions.