Fact: Global spending on cognitive and AI systems will reach $57.6 billion in 2021, according to market research firm IDC (source). As adoption of artificial intelligence (AI) grows, innovative ways to use AI in the recruiting field continue to emerge.
Yet, as talk of AI grows, more recruiting professionals have come forward to voice an underlying fear that these systems and technologies will eventually replace human recruiters and completely automate the hiring process. But, we say, recruiters have nothing to fear. In fact, AI can give recruiters a competitive advantage—allowing for a faster, more accurate approach to candidate sourcing.
In today’s blog post we dive into some of the most interesting applications of AI in the world of recruiting. Keep reading!
Why Should HR and Recruiting Professionals Care About AI?
Recruiters know all too well that the sheer number of candidates per job opening is overwhelming. Consider this fact: each corporate job offer attracts 250 resumes on average. Yet, only four to six of that number will actually receive an invitation to interview (source).
That’s a good deal of resumes to review when only one person gets the job. Not to mention, it’s often tricky to actually find an applicant with the basic skills and knowledge to do a particular job. In fact, 63% of recruiters say there aren’t enough suitable candidates (source). This is a challenge modern recruiters can’t afford to ignore. After all, recruiting and hiring top talent is critical to business success.
The good news is, artificial intelligence can ease some of these recruiting challenges. Keep reading to learn four ways your company can use AI to identify and hire top-notch candidates.
1. Source candidates
In the war for top talent, AI gives recruiters an edge by allowing them to source candidates in new and innovative ways. Let’s look at some examples:
Create compelling job descriptions:
The way you write a job post, from the title to the position description, can determine who applies for the role. You may not realize that your job post contains language geared toward one particular demographic.
AI technology can remove unconscious bias in your job posts and improve candidate pool diversity. For example, artificial intelligence tools like Textio and TalVista analyze job post descriptions and offer tips for more inclusive language.
Sort through passive candidates:
How often have you been ignored by passive candidates? You’re not alone: 42% of recruiters say candidates don’t respond to calls and emails (source). New AI technology can save you the headache. For instance, AI tools like ENGAGE and Envoy can sort through potential candidates and predict how likely someone is to engage with your outreach efforts.
Craft and send targeted messaging:
AI tools can also help recruiters craft and send personalized messages to engage candidates at exactly the right time. For instance, programmatic ads use a potential candidate’s browsing history to display job openings that align closest to their career interests.
2. Screen candidates
Screening candidates is an essential step to determine if a job seeker is a good fit for an open position. So, how AI can help you screen candidates to find the most qualified talent? Explore these six examples below:
Resume screening is more sophisticated than ever, all thanks to artificial intelligence. AI allows companies to scan resumes not only for specific keywords but also for context and meaning. These advanced scanning tools can even compare candidate resumes to that of high-performing employees already employed in the role.
Identify top performers:
It can be tricky to figure out if a candidate will succeed in a position. Fortunately, AI advancements provide valuable data-driven insight into a jobseeker’s future job performance. For example, AI-powered video assessment tools like HireVue can analyze verbal and non-verbal cues to predict a candidate’s problem-solving style, emotional engagement, and thought processes.
AI-powered video assessments also give recruiters the ability to quickly spot inaccuracies—and even lies. For instance, Affectiva’s emotion recognition software reviews facial and voice cues during live video to determine if a candidate is lying, whether it’s about an exaggerated skill set or inflated salary history. This is noteworthy news for recruiters considering that 58% of employers have caught a lie on a resume (source).
Employers must often determine if a candidate meets the language requirements to perform the job. Natural language processing tools or chatbots can assess vocabulary, fluency, and even the progression of ideas.
Review social media:
Reviewing candidates’ social media accounts is standard practice in today’s technology-driven world, and AI can help! For example, new tools like Fama can scan candidates’ public social media accounts for warning signs. These tools can also look for data that determines if someone will be a good fit within your specific team dynamic.
Develop and ask questions:
Another core benefit of AI is that new tools enabled with this technology can actually help screen applicants and weed out unqualified candidates. For instance, if a candidate leaves a key job qualification off their resume, a chatbot like Mya can follow up to ask about the missing skill.
Or consider this scenario: an applicant lives across the country but forgot to mention they will be relocating. AI enabled chatbots can now reach out and ask the appropriate questions to learn that the candidate is moving to your location in a few weeks—saving you valuable time and energy.
3. Schedule interviews
Given that 54% of recruiters would prefer to automate interview scheduling, AI arrived just in time (source). Recruiters can now reduce the manual time and effort of scheduling interviews with AI personal assistants. For instance, the AI scheduling tool x.ai will reach out to candidates to coordinate a time, confirm the meeting, and get the invite on everyone’s calendar.
4. Improve the candidate experience
A CareerArc survey shows that almost 60% of job candidates have had a poor candidate experience. That same survey reveals that 60% of candidates say better communication throughout and after the applicant process would make the most positive impact (source). The good news is, AI can keep communication flowing and improve candidate experience. Here’s how:
When you speak with job candidates, you know one thing for sure–there will be a lot of questions to cover. Everything from benefits, to policies, to culture. What if you could take some of that work off your plate? Enter, artificial intelligence. AI-powered chatbots can answer common job candidate questions at any time of day, in natural language to engage and inform interested applicants.
Build relationships with candidates:
Communication is key to build relationships with potential candidates. New AI tools like Beamery send targeted news, content, and jobs to engage qualified candidates. This helps to build a relationship before they even apply. Chatbots can also help build relationships by providing regular status updates at any time of the day or night.
Artificial Intelligence and Recruiting: Key Takeaways
The impact of artificial intelligence on recruiting will continue to grow as technology evolves. As robots and recruiting continue to come together to tap into top talent, keep these AI strategies in mind to improve the effectiveness and efficiency of your hiring processes.
To learn more about how AI affects other industries and job functions, check out the following blog posts:
- Artificial Intelligence and Marketing
- AI For Sales: Discover How Sales Is Changing
- 11 Ways to Improve Your Website with Artificial Intelligence
Contact ZoomInfo to learn how our recruiting platform can help you source high-quality candidates today.