A recruitment environment that is becoming increasingly chaotic is the reality for most talent acquisition leaders. Organizations face a huge challenge in extracting useful information from all the hiring data they have in their HR systems to help them make better hiring decisions.
Talent acquisition has become easier with artificial intelligence making steady inroads. Improvements in routine and repetitive recruitment tasks are typically the first steps in this area. We’d like to start by automating screening and scheduling, then move on to more intelligent tasks such as candidate engagement and predicting the future to assist with recruiting decisions. The following are a few areas where artificial intelligence and machine learning are making a difference in talent acquisition.
How does AI recruiting work?
AI recruiting refers to the use of artificial intelligence in the process of recruiting talent. Managing communication to interview and assess candidates effectively is a vital step in auto-screening candidates. Recruiting professionals can use AI for a number of applications that improve hiring efficiency, increase speed, and remove bias.
In AI recruiting, parts of the recruitment process are streamlined or automated. Additionally, recruiters can work more efficiently, hire the best-fit candidates, and allocate more time to developing strong relationships, which is something only humans can do.
AI is no longer the exclusive domain of big tech companies.
Today’s recruiter is in an era of artificial intelligence
During our exploration of the possibilities and applications of AI in recruitment, we realized, however, that the recruiter has a significant role to play. HR-tech will enable recruiters to do their tasks with more ease and precision, as recruiters will have powerful technology at their disposal.
It is already happening right in front of our eyes, as recruitment software enables more employers and recruiters to recruit in the same way that large companies with large HR departments would, and recruitment practices such as recruitment marketing and global recruiting are becoming more accessible.
Therefore, recruiters are here to stay, but with far more advanced technology to help them build their teams.
Candidate recruitment challenges
Recruiters are under great pressure right now due to an abundance of freshers and job seekers. Especially when they must manage processes manually, businesses are having a difficult time finding high-quality candidates in large numbers. It is also difficult for most recruiters to track and categorize the massive recruiting metrics generated by the application process.
A well-structured and efficient selection process is a challenge for many businesses. In recruiting or staff development, it is difficult for stakeholders to make the best decisions based on data. Additionally, a lack of centralized visibility to manage assessment procedures, insufficient coordination between departments, etc., are platform limitations and flaws.
Improved efficiency and a better understanding of candidates
Job seekers and recruiters can sort data using AI on LinkedIn. Often, today’s talent search can seem inefficient and slow. In the interview, you may spend all your time on a candidate who does not have the skills you were looking for. As a result, you may have to send out applications, emails, and networking requests to hear nothing back.
Artificial intelligence allows you to sort candidates more quickly based on specific skills and previous experiences, matching them instantly. It will only get better as Artificial Intelligence becomes more knowledgeable about the recruitment process. When they are in a hurry to hire candidates for certain projects, some businesses already use AI. AI chatbots are sometimes able to help companies recruit, though not always.
The black hole problem in ATS is fixed by AI
Candidates who enter the ATS black hole will be unable to exit. A candidate simply can’t get out of an ATS, regardless of how well they fit the culture or have outstanding skills.
A number of applicant tracking systems fail to meet the needs of hiring teams and the candidates they hope to recruit. Several employers do not parse resumes properly, complicating the application process for candidates or eliminating them from consideration due to keyword mismatches. Other platforms lack the functionality or integrations needed to ensure that candidates are guided through the entire process correctly.
Experience for candidates improved
With the use of AI, consistent, instant response times and increased one-to-one attention between you and your shortlisted candidates can dramatically improve the candidate experience. In many instances, these tools can be accessed through platforms like WhatsApp, Facebook, and Linkedin, providing candidates with a means of communicating through channels they prefer.
They can more quickly engage with your organization if they are guided through the pre-screening and scheduling process on these platforms. Eventually, your HR team will be able to engage with them and sell them on your company and role, as well as ensure they fit the role. Let’s assume they aren’t the right employee. Then, they can be recommended to another position within your company where their skillset is applicable, or they can be politely and personally rejected.