Having a tough time finding the right candidate? Artificial Intelligence (AI) recruiting might be able to help.
In a survey of over 1,000 HR professionals, 85% expect AI to replace some parts of the recruitment process. In this article, we’ll explore the potential impact of AI recruitment on your business. You’ll also learn the steps to take if you want to try AI in your recruitment workflow.
The Role of AI in Recruitment
Before exploring the role of AI in recruitment, let us first define it. IBM defines Artificial Intelligence:
“...combines computer science and robust datasets, to enable problem-solving. It also encompasses sub-fields of machine learning and deep learning, which are frequently mentioned in conjunction with artificial intelligence. These disciplines are comprised of AI algorithms which seek to create expert systems which make predictions or classifications based on input data.”
AI has many applications in different spheres of human life—including finding the best candidate for a job. AI offers a toolkit of solutions that can change the way you find and select job candidates.
AI can analyze huge data sets, identify patterns, and make predictions. This can make recruitment easier and more efficient.
AI recruiting software promises to help recruiters streamline and enhance different parts of the recruitment process. This runs the gamut from sourcing, screening, interviewing, and testing. Common applications of AI in hiring include:
- writing job descriptions
- searching social media and other online platforms for qualified candidates
- screening job applications and resumes
While all that sounds promising, many HR specialists believe the human touch, intuition, and evaluation are still essential for the final stages of hiring.
How AI Is Transforming Recruitment
Recruiters and hiring managers are looking to solutions like AI due to the challenges they face in recruiting. These include receiving an overwhelming number of applications.
On average, a corporate job opening receives 250 applications. This leaves recruiters with limited time to thoroughly review each application. Based on behavior on its site, Workopolis observed that 60% of employers spend 11 seconds or less on a resume.
Another challenge for recruiters is the need to overcome biases. Unconscious biases can and do influence candidate selection. This is a big concern for employers who want to build a diverse and inclusive workplace.
AI can help employers overcome these challenges. At the sourcing stage, AI can generate engaging job descriptions to attract good matches. AI can also scan and analyze data from sources like job boards and professional networks. This way, AI can identify good talent who haven't even applied for the position.
At the screening stage, AI-powered tools review resumes, cover letters, work samples, and other materials. They can extract information that’s relevant to the recruiter and rank candidates based on the hiring manager’s criteria. The recruiter can use this information to quickly make a shortlist of candidates to interview.
Speaking of interviews, AI-driven chatbots can conduct screening interviews. The chatbots ask predefined questions and assess the candidates’ responses. Those become the basis to determine which candidates can move on to the next step of the application process.
Finally, AI algorithms can help with candidate matching. This entails comparing candidate profiles with job requirements to see who is the best fit.
Introduction to AI Recruiting Software and Platforms
Different AI recruiting software and platforms are available, and more are coming up. Here are a few examples of the most common AI recruiting solutions:
- AI-powered applicant tracking systems (ATS) are probably the most commonly used AI recruiting solutions. These computer programs analyze, sort, and rank job applications. They often filter resumes based on keywords that the employer determines are essential for the job.
- AI-driven candidate assessment tools evaluate candidates. These include tests for aptitude, skills, emotional intelligence, personality traits, and culture fit. With AI’s machine learning, tests can predict which competencies and traits lead to success on the job.
- AI-powered video interviewing platforms allow for automated video interviews. One-way video interviews take place remotely. Candidates record themselves responding to interview questions. They then submit their videos on the platform. This eliminates scheduling conflicts. Completed interviews can be shared with hiring managers, which reduces the need for panel interviews. Thus, employers can review candidates and make decisions faster. Some interviewing platforms also analyze facial expressions, speech patterns, and other cues to help with candidate screening.
- AI chatbots and virtual assistants are conversational AI tools on the employer’s website. They engage with job candidates to answer frequently asked questions about open positions, eligibility, benefits, and the company. They can also pre-screen candidates by asking questions set by the recruiter. Those who qualify can then self-schedule their live interview right on the chatbot, too. These tools can reduce time-to-apply and help employers capture talent information. They also free up recruiters from tedious recruiting tasks so they can focus on candidates who make it to the next round of the process.
How do AI recruiting software do all this? Here are a few functionalities of AI-powered platforms:
- Data parsing. AI extracts and analyzes large volumes of information. The data can come from various sources such as websites, resumes and cover letters, and assessment results. It can capture relevant details for consideration during screening. A resume parser, for instance, is a specialized AI tool that automatically scans and organizes key resume details, transforming unstructured data into structured insights. This streamlines the initial stages of recruitment, allowing hiring teams to make quicker, more informed decisions about candidate suitability.
- Sentiment analysis. AI algorithms can detect positive or negative sentiment and traits from video interviews. It does this by analyzing cues like speech patterns, facial expressions, and body language. These analyses provide insights for recruiters.
- Natural Language Processing (NLP). NLP is what enables AI recruiting software to understand and interpret human language—and communicate like a human. It’s how AI can perform tasks like answering questions and analyzing sentiment.
- Machine Learning (ML). ML is the use of data and algorithms to “teach” machines in the same way humans learn. It’s how AI software can classify, predict, solve problems, and get insights from data.
5 Companies that Use AI in Recruitment
With all the promise of AI to streamline recruitment, it’s no wonder that according to Jobscan, 99% of Fortune 500 companies use ATS. ATS is a kind of AI recruiting software.
Here are just a few examples of how companies are using AI for recruiting:
- Unilever uses AI-enhanced recruiting to process millions of job applications a year. They use AI software at various stages of the recruitment workflow. It begins with the initial assessment of candidates through online games that assess their suitability for the role. They then submit a video interview, which is analyzed by AI software. Those who make it are invited to the Unilever discovery center to meet the company’s leaders and recruiters. Unilever’s AI recruitment system also gives feedback to all candidates including those who didn't get the job.
- Brother International uses AI not only to promote their brand but also to attract top talent. They renovated their career site and installed AI capabilities. A chatbot engages job seekers on the site and helps them complete their application. It also makes personalized job recommendations based on their browsing history, skills, and interests. AI recruiting increased their completed applications by 140%.
- Johnson & Johnson adopted “human-centered technology” to give candidates the best possible experience and attract quality applicants. For example, it uses AI to write job descriptions without gender bias and other forms of unconscious bias. Johnson & Johnson has embraced all-digital workflows and onboarding.
- Hilton is another global brand that uses AI to streamline its recruitment process. One way is by using a digital interview platform for on-demand interviews. Aside from being able to interview candidates round-the-clock, this technology also made interviews more consistent and less biased. Many of the interviews also include scenario simulation to test specific skills and attitudes. As a result, Hilton slashed its average time to hire from 42 days to five.
- Amazon, the second largest private-sector employer in the United States, is also using AI for at least some recruiters’ tasks. Its Automated Applicant Evaluation System (AAE) helps predict which candidates are most likely to succeed in the jobs they applied for. Those applicants are then fast-tracked for interviews.
“It’s an example of artificial intelligence allowing us to be more human.” - Leena Nair, former Chief of HR, Unilever
Although these examples are from some of the largest companies in the world, the use of AI in recruitment isn't just for huge corporations. Small businesses can also take advantage of AI software.
Step-by-Step Guide to Integrating AI-Driven Recruitment Software
If you want to harness the power of AI recruiting, here are some steps you can follow:
1. Assess Your Recruitment Needs
The first step is to know your needs. Identify the pain points you’re experiencing and see which ones AI can address.
2. Set Your Goals
Determine the goals and outcomes you want to achieve as a result of implementing AI in recruitment.
3. Conduct Research and Select Solutions
Explore the different AI recruiting software and platforms available. Review their features, schedule demos, and dig into product reviews. Select the AI recruitment software that addresses your needs.
4. Prepare Your Data
You’ll need to train the AI system with your data. The specific data required depends on which solution you’re using. This could include job descriptions, historical recruitment data, candidate profiles, and employee performance assessments. The output of AI is only as good as the input. So, make sure to provide high-quality data with diversity to reduce biases.
5. Configure and Implement
Set up the AI software, customizing it to your specific requirements and recruitment processes. Integrate with HR systems you’re already using for a seamless data flow.
6. Test and Refine
Conduct trial runs with testers and eventually a small set of candidates. Review the accuracy and effectiveness of the AI system. Analyze the results, fine-tuning the algorithms, and adjust as necessary to improve performance.
7. Keep Monitoring and Iterating
Continuously review the AI software’s performance. Get feedback from both recruiters/hiring managers and candidates. Carry out regular evaluations so you don’t forget. Make the necessary adjustments to optimize the AI platform.
5 Tips for Optimizing AI Recruitment Software
As powerful as AI can be in recruitment, it’s not a perfect solution. AI systems need to be “trained” with good data. And they need to be calibrated to suit specific needs. Below are five tips you can use to optimize whatever AI recruitment software you’re using:
1. Ensure Data Quality and Diversity to Reduce AI Hiring Bias
“Garbage in, garbage out,” is a tenet in computer science. It is no less true in AI. AI recruiting systems fed with data from human admission decisions learned the recruiters’ biases as well. Flawed data sampling that under-represents some groups also leads to AI hiring bias.
2. Update and Calibrate AI Software to Improve Accuracy and Relevance
Keep your AI software updated by feeding it with new data. You’ll also need to refine the software’s settings and configuration. The software vendor can help you make optimize their platform to your needs and goals.
3. Use Feedback Loops and User Interactions to Enhance AI Learning and Adaptability
Get feedback from recruiters and candidates and collect suggestions for improvement. Some AI software also collect and analyze data from user interactions to enhance its functionalities.
4. Educate HR Professionals on Effective Use of AI Tools for Candidate Selection
Those who’ll be using the AI recruitment tools need comprehensive training to use them effectively. Make sure you and your HR staff understand both the strengths and the limitations of AI. Everyone also needs to get on the same page about the ethical considerations of AI recruiting.
5. Use Security to Protect Candidate Data and Maintain Privacy
Set up robust security measures to protect the data and privacy of candidates and job seekers. Again, any good vendor should be able to help you with this.
Create Impressive Recruitment Materials with Envato Elements
Since you want to attract top talent, you need to present your business in the best light. That includes your website and recruitment materials. Envato Elements can help.
With a small subscription, you can access millions of creative assets from the Envato Elements library. You get unlimited downloads of everything you need to make a good first impression to job seekers:
- templates
- photos
- videos
- fonts
- and more
Everything comes with a commercial license, so you don’t have to worry about copyright issues.
Website and graphic templates are some of the most popular downloads on Envato Elements. These are professionally designed to make your company documents stand out. No designing skills required on your part.
Give AI Recruitment a Chance
AI is already transforming recruitment processes in small and large organizations alike. AI recruiting is helping employers save time, avoid tedious and repetitive tasks, give candidates a better, more level experience, and attract top talents.
It's only natural to have reservations on using AI in recruitment. After all, no technology is perfect. AI can be a double-edged sword.
Remember, what you get is only as good as the data you put in. Use the tips above to maximize the benefits while avoiding the pitfalls of artificial intelligence recruitment. Explore AI-driven tools and platforms with an open and adventurous mind.
And remember to use Envato Elements to ensure you’re optimizing your recruitment documents.
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