Artificial intelligence (AI) can help HR professionals to automate repetitive and time-consuming tasks such as resume screening, scheduling interviews, and candidate engagement. This saves HR professionals time and enables them to focus on more strategic tasks such as candidate assessment and employer branding. AI can also help to improve the quality of hires by identifying the most qualified candidates based on objective data such as skills, experience, and education. This reduces the risk of bias in the recruitment process and ensures that the best candidates are selected for the role. AI can provide HR professionals with real-time data and insights into the recruitment process, enabling them to make data-driven decisions and continuously improve the process over time.
AI-assisted recruiting has changed how people interact with technology, but it has also altered how HR recruits, engages and develops talent. According to SHRM, 88 percent of businesses worldwide are already using AI in some capacity for HR. Additionally, senior HR experts are overwhelmingly in agreement that AI has the ability to improve talent attraction and retention by 96%.
What is Artificial Intelligence in Simple Terms
At a basic level, artificial intelligence is about developing computer systems and algorithms that are able to perform tasks normally associated with human intelligence like visual perception. Surprisingly, artificial intelligence has been around for over 50 years. In the 1970’s and 80’s, there was a wave of innovation in natural language processing. AI again experienced innovation in the area of expert systems in the 1980’s and early 90’s followed by machine learning through the 1990’s. In the 2000’s, computer technology and resources became more affordable and could house larger amounts of data, resulting in AI further evolving with a focus on deep learning.
In simple terms, artificial intelligence is focused on building human-like intelligence focused on automation.
What AI Is for Recruitment and Hiring
In the recruiting life cycle, automation has advanced to the point where it can help streamline just about every facet of recruiting, screening and selection. Up to 40% of a recruiter’s time can be spent entering data into an ATS or sorting through resumes. This time is far better spent engaging with candidates, building relationships and improving candidate experience.
- Chat Bots – On career sites and intuitive email response technologies that help answer candidate questions, schedule interviews, and serve up resources focusing on the candidate experience. Want to see AI in action? Visit the chat on Amazon and talk to an artificial intelligence bot about a return before you talk to a live Amazon representative who will process your refund or offer you and help troubleshoot solutions for you.
- Smart Search and Match – The most time-consuming aspect of recruiting is still manually reviewing resumes, particularly when 75% to 88% of the resumes submitted for a position are unqualified. An average hire requires a recruiter to spend 23 hours screening resumes and shortlisting applicants for interviews. Artificial intelligence exists that will help source talent quickly presenting your recruiting teams new candidate prospects to review and/or refresh candidate data and information to ensure that you have the most complete picture of your candidates.
- Intuitive Qualifying – Whether it’s using video interviewing technology to determine if candidate’s are being dishonest or using a job seeker’s instagram account to determine their personality profile, these technologies can help you better determine if a candidate is a fit for your organization or a flight risk.
- Candidate Targeting – Using your position requirements and data on the qualifications that made for a great hire, your recruitment marketing technology can serve up ads that reach highly targeted and qualified candidates that are perfect fit for your company as well as the position. Candidate targeting can also be in the form of offering a more inclusive experience when it comes to your own company job postings and/or recruiting marketing. AI technology can help eliminate your unconscious bias.
- Better Recruitment Forecasting and Recommendations. File this under recruitment metrics and analytics but AI can give you more robust forecasting, anticipated turnover and candidate ratios based on larger trends and historical data that takes into account location specific data as well as larger industry or market trends.
It’s important to arm yourself with knowledge as AI is posed to push the recruiting industry forward moving faster than ever. As the market tightens even more those with the knowledge and experience in leveraging artificial intelligence, can scale their recruiting efforts more quickly than ever before.
In this competitive talent landscape, knowledge is power. That starts with arming yourself with information on how artificial intelligence can elevate your recruiting efforts giving you an edge against your competition in the war for talent.
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