The adoption of artificial intelligence (AI) and machine knowledge are tech trends changing business workplaces and practices. Business applications for AI may take many forms, from gaining a deeper understanding of customer insights to HR applications such as hiring and recruitment.
Automation allows recruiters to adopt a candidate-first approach by utilizing AI to reduce bias in hiring. By analyzing large sets of talent field data and providing consistent communication back to applicants, they can make improved hiring decisions. This allows employers to become better advocates for candidates.
With AI-assisted tools, recruiters can gain detailed insights into the company’s growth plans and hiring needs, ultimately identifying the skills and experience needed from candidates to drive revenue. Through large data sets — many of which are free and publicly accessible — organizations can even learn more about other companies’ private hiring and growth plans, as well as overall industry trends. This information can then be applied to kick off a recruiting project that catches the perfect candidate in a timely and competitive manner.
Resume and Candidate Screening
According to hiring statistics, a corporate job post may expect to receive roughly 250 resumes, yet only four to six candidates may be called for the interview — and this figure is generally even lower for senior-level positions. Recruitment AI can offer intelligent candidate screening that uses an algorithm to find specific keywords in a candidate’s resume, helping recruiters to save time by finding suitable talent more quickly. Some AI software may not only screen resumes but can also analyze candidate data sources as well as their online presence to give a broader scope of the candidate’s history and abilities.
This information supports predictive analysis and helps discover which candidates might be most suitable for the job. The discovery of this information offers the opportunity not only to ensure the quality of the hire through the construction of their resume, but may also catch any inconsistencies, inaccuracies, or untruths in a candidate’s resume.
AI-based software can also be used to foster candidate engagement with unique values for both applicant and recruiter. The recruiter can utilize applications such as chatbot software to provide additional screening or interviews with candidates. Chatbots can:
- Be customized to reflect the brand and voice of the enterprise.
- Ask detailed questions and analyze answers for keywords.
- Provide immediate replies to inquiries.
- Offer continuous assistance in the application process.
- Schedule interviews for viable applicants.
- Remove any social performance or personal bias through the initial interview process.
On the other side of the use of AI and chatbots, applicants receive and experience:
- Immediate feedback on their potential hiring status.
- Support and guidance during the application and interview process.
- Feedback on their application, even if they are not selected as a candidate.
Utilizing AI-powered applications for the interview process can speed up the rate at which a company evaluates potential candidates. A pre-screening process can remove interviewer biases that could potentially eliminate a good candidate from the selection. Pre-screening digital interviews can be shared across hiring teams on their own time, allowing them to look for transparency in the interview process as well as how the candidate has adapted to remote interviewing.
Soft Skill and Personality Testing
The use of AI in personality testing for applicants can utilize short questions or games to measure cognitive and emotional traits, as well as how they approach different situations. These traits may include:
- Openness to experience.
These traits may predict how an individual performs at work, in addition to how well they collaborate, organize, assert themselves, or how open to new ideas and innovation they are. These emotional intelligence tests can help to predict how potential employees may culturally fit within an organization.
Candidate Targeting and Outreach
Recruiting through the use of AI can help businesses and talent scouts avoid common mistakes when targeting candidates via refined searches that operate at scale. These searches allow recruiters to seek out candidates with specific attributes. Candidate targeting can also help to increase remote diversity and inclusion efforts by eliminating any possible internal biases. Candidate targeting with AI can be customized to narrow down applicants by:
- Job titles.
- Industry experience.
- Educational backgrounds.
- Age and demographics.
Utilizing artificial intelligence within the recruitment and hiring process can help to discover, reach, and engage with relevant talent and potential hires. Rather than eliminating the human touch, AI eliminates many of the time-consuming pain points associated with the hiring process and allows recruiters more time to focus on finding the best candidate for the job.