In our last post, we spoke about all the reasons why AI can never replace recruiters. While a complete reliance on technology for a human centered job like recruitment spells disaster, one can combine the best of both worlds to revolutionize recruitment as we know it. Here are some ways that AI can aid recruiters to do what they do better.
AI speeds up your hiring process, which makes a big difference to the entire recruitment process and experience. By analyzing big data, AI can sift through hundreds of resumes easily to render the most suitable short list based on historical hiring decisions, or the pre-set factors. This saves recruiters a lot of time and energy, which they can use in the upcoming stages of the recruitment process where real interaction with candidates is a prerequisite. This helps boost the productivity of recruiters, and improves their efficiency to a great extent.
AI can be extremely helpful in both increasing efficiency of the process, as well helping boost the quality of candidates in the process of recruitment. While the measures of true quality cannot be ascertained by technology, the process can be made easier to sift through the existing talent pool by picking up on keywords which define a successful candidate. Once this initial hurdle is passed, the process becomes easier, giving the recruiter access to a richer pool of talent to invest time in.
According to LinkedIn, only 36% of candidates actively search for a new job. This means that recruiters lose out on more than half of prospective candidates at any given point of time. AI can ‘source’ passive candidates for recruiters by learning the job and qualification requirements and then scanning through job boards and candidate databases. This ensures that a bigger and better talent pool is available for recruitment, and makes the process more inclusive overall.
One of the greatest advantages of using AI in the process of recruitment is the fact that there no space for bias against the candidates based on gender, caste, class or religion. The only differentiation between candidates would be based on their qualifications, leaving hiring bias out of the picture. This helps in realizing the long cherished dream of having true diversity, and equal opportunities in the world of work.
Artificial Intelligence in the form of a chatbot can help improve the overall candidate experience. And this article by Undercover Recruiter explains how –
“By using a chatbot to help candidates throughout the application process, recruiters would be able to improve candidate experience since 93% of job seekers cite unclear application instructions as the primary cause of a bad candidate experience.
In addition to helping job seekers throughout the process, the chatbot would also be able to keep them informed on where they are in the process and send a notification once the position has been filled. Implementing a chatbot in the recruiting process gives candidates the communication they need for a better experience and helps recruiters save time. More advanced chatbots can also take those conversations with candidates and learn more about them to aid the decision of who is most qualified for which position.”
While we are making a great deal of progress in bringing in AI into the sector of recruitment, one needs to tap into the mindset that is accompanied with it. It is essential to understand that AI “aids” human capabilities and cannot, or shouldn’t aim at replacing them. It helps HR in focusing on value add activities which require quality interaction with candidates, instead of having them get bogged down with repetitive tasks. Used with discretion, AI helps in making more balanced, and efficient hiring decisions.
Post by Shreeradha Mishra
Shreeradha is a development professional who loves her work. She is an avid observer of life and enjoys penning down her experiences and learning from the world of work. You can get in touch with her at firstname.lastname@example.org.