Artificial Intelligence has changed the recruitment world as we know it and all that for a good reason!
Finding, connecting, and retaining people is a complicated process. When a recruiter is being thrown resumes, recommendations and cover letters left right and centre, it’s not easy to determine which are really worth their time and investment.
Introducing AI to the recruitment process makes the recruitment process seamless as it brings in a more targeted approach to the entire recruitment process. Here is how AI makes a difference in the organisation’s hiring process-
Improved Online Applications
Applicant tracking systems (recruiter databases) use keywords, word flows, and other data points to analyse and prioritize the thousands of resumes they receive online for each posted position. AI devised algorithms increasingly simplify the complex technology by filtering resumes which best fit the organisation’s requirements by monetize the hiring tools and repurposing them for job hunters, enabling more effective applications through predictive analytics to analyse the probability of a candidate sticking to the job or switching within a short time after joining.
Ensuring Best Fit
AI will be able to fill in the gaps for an employer by assessing not just the candidate’s resume, but the candidate’s online presence and overall fit more accurately. AI can help a recruiter pick the best fit candidate who matches their organisation’s culture and hiring requirements. AI algorithms can scan the social media profile of the prospective candidate to highlight the one who is interested in cultural activities or who is interested in sports, giving the HR a wider scope to hire a candidate who is an allrounder.
Automating Tedious Manual Tasks
When used correctly, AI can act as a personal assistant to recruiters. AI can be deployed to automate the manual tasks that take up most of the daily time of the recruiters, like form filling, resume scanning and so on. By using scheduling software or automated resume checkers, the recruiter can ensure things get done without needing to take time away from the recruiter’s busy schedule.
Organisations have different hiring requirements as per their work-schedules. The problem is that once the recruiter starts searching for these candidates online, they will be overwhelmed with the number of candidates they receive, and it is difficult to find a perfect match in today’s competitive world. AI is significantly helping solve this problem like the recommended matches by LinkedIn which offer a candidate recommendation match for the open job posting.
Cost Effective Hiring
Hiring a new employee is a costly endeavour. When a recruiter posts a job application and subsequently screen applicants, host interviews, and ultimately train employees, they want to be sure they have invested in the right individual. Although infusing the recruitment process with AI comes with additional costs, it creates a more effective hiring funnel as a result and thus will definitely have a positive impact on long-term ROI.
Improved Quality of Candidates
The quality of applicants depends on the initial candidates a recruiter is attracting with the job posting. If they are unable to get quality candidates excited about the open position, it’ll a tough time weeding through semi-qualified applicants, hoping one of them can fill the open position needs.
Adding AI to the recruitment process can help a recruiter to improve the quality of the applicants in a number of ways. In the very first phase of the process, AI can help the HR formulate clear, descriptive job descriptions, for example, that help explain what exactly they are looking for in applicants. When the job description accurately represents who they are looking to hire, they will see more candidates who fit the needs and less that are over -or under qualified for the position.
Reduced Time to Hire
Efficient hiring has always been a bit of a double-edged sword.
While a recruiter will want to put the right candidate in the open position, they will also need to fill that slot as quickly as possible and as cost-efficient as possible, by adopting a process that brings together the following steps-
• Screening resumes.
• Nurturing the applicants.
• Shortlisting these candidates.
Better Experience for Candidates
Candidate experience is such a core element of the recruiting process when job candidates and applicants can get the answers, responses, and information they need quickly and easily, they’ll feel more compelled to stay connected with the organization. If they’re having a positive experience applying, they will want to work with the organisation even more, with a sense of belonging.
Making Resume Screening Easier
Talent acquisition leaders said that the hardest part of the hiring process is screening a large pool of candidates. But the recent technology innovations have helped solve the most significant pain of the recruiter – resume screening, mostly because of the large volume. It has enabled the recruiters to find the right candidates without the need for going through resumes. It has also helped make a lot of data consumable which wasn’t possible earlier, like picking candidates who belong to a specific location, age group, qualification levels on a single click.
Artificial Intelligence is changing the game in a number of industries, including recruiting. AI can make recruiting easier and quicker by simplifying those mundane tasks that take up most of the recruiter’s time. Allowing AI to assist recruiters in the hiring process can give them the time to focus more on hiring the right person for the job versus the tasks necessary to make it happen.