With an increase in the influx of candidates that apply for open positions, traditional recruitment approaches are not capable of efficiently handling the high volume of candidates as well as maintaining a positive candidate experience along the talent pipeline. HR technologies (HRTech) in tandem with
Artificial Intelligence have become a helping hand for employers to remove and reduce time-consuming activities such as resume parsing, offline coding assessments, and manual screening to name a few.
AI in recruiting utilizes machine learning for repetitive high-volume tasks that helps in increasing recruiter productivity, a decrease in cost-per-hire, and a faster recruitment process. This leads to a decrease in hiring bias that is heavily present in the traditional recruitment process.
Benefits of using Artificial Intelligence in Recruitment
1. Automating repetitive high-volume tasks to save time.
2. Attracting the right type of candidates.
3. Unbiased hiring decisions.
4. Enhanced candidate experience.
5. Better integration of analytics.
6. A positive employer brand.
7. Decreased counts of mis-hire.
Using Artificial Intelligence in your talent pipeline
So how is AI changing recruiting? Some of the areas where AI is automating repetitive HR tasks include:
1. Candidate Sourcing
Candidate sourcing is the initial part of the recruitment process. It is the process of proactively searching, identifying, maintaining relationships with potential talents to fill current and future job openings. AI-based automated sourcing is the ability to do the same but at a larger scale, by automating all the repetitive tasks of the process.
The major advantage of using AI for candidate sourcing is that it allows processing a high-volume of candidates with relevant skills with the help of online job boards at a faster and an efficient rate. Automated sourcing coupled with an ATS helps with a better access to candidates.
2. Candidate Screening
More than 52% of recruiting managers believe that high-volume candidate screening is the hardest part of the recruitment process. CV screening and pre-hire screening assessments are the most sought after way of utilizing AI for candidate filtering. Automated CV parsing software uses machine learning to screen candidates based on their experience, skills, and sometimes by public data.
Pre-employment assessments are used for screening candidates for technical roles or niche roles. For the majority of the open positions, the recruitment team is not skilled enough to manually filter candidates based on their skills.
AI-based pre-hire assessment tools help recruiters to narrow down the talent pool to the top 1% who are fit for the role. Pre-hire tests can range from testing basic aptitude skills (such as using a verbal reasoning test) to something niche such as an accounting test to test for the accounting skills of the candidate.
3. Video Interviews
Live or pre-recorded one-way AI-based video interview tools are on the rise. AI is now capable of analyzing visual cues such as the individual's facial expressions, body language, choice of words, and tone during the interview to assess whether they are honest with their answers. According to a recent study, 98% of individuals interviewed via a video interview tool said the employer was innovative.
Video interview tools are best used for behavioral interviews where recruiters can assess at their convenience and share a detailed report with their teams.
4. Scheduling interviews
84% of candidates schedule their interviews within 24 hours of receiving an invite for online interviews via emails. Recruiters now use AI assistants that can be included in the interview invite to schedule interviews at convenient times, thereby reducing the chain of emails between the candidates and the recruiters.
5. Potential pitfalls of using AI in recruitment
AI technology in video interviews can detect certain superficial cues from a candidate’s behavior during the interview. But this can easily be caused because of the candidate being nervous rather than them dishonest.
Another often heard dilemma is AI replacing the jobs of humans. While there will be an impact, AI is going to take over repetitive, easy-to-automate tasks rather than the entire process.
Data-driven approach and AI are bringing a positive disruption to the field of HR. Unlike other trends in Human Resources, AI recruitment practices are here to stay.
Keerthi Rangan is a Content Marketing Strategist at Adaface, that provides conversational assessments for companies to find great engineers.