Are you tired of wading through piles of resumes and cover letters, trying to find the right candidate for your organisation?
Well, the future of recruitment is artificial intelligence (AI), and it can take over these mundane tasks for you.
In fact, AI is already transforming how companies hire talent, making the process faster, more accurate, and more efficient. And looking ahead, AI in recruitment is very well going to be the new norm.
So, if you’re ready to take your recruitment game to the next level, keep reading. We’ll share five ways AI is transforming recruitment as we know it.
Are you ready to learn more?
Let’s dive in.
reduced time-to-hire via AUTOMATED SCREENING & SHORTLISTING
One of the most time-consuming aspects of recruitment is screening and shortlisting candidates. With hundreds of applications flooding your inbox, finding the needle in the haystack can be challenging.
And let’s be honest, who wants to spend eight hours per day reading resumes and cover letters until the cows come home? Well, thanks to AI, those days are over.
AI-powered recruitment software can analyse resumes and cover letters using natural language processing (NLP) to identify important keywords, skills, and experiences that match your job requirements.
Automated screening and shortlisting can save recruiters and HR teams a lot of time, especially when dealing with a high volume of applications. And since AI-powered software uses algorithms, it can also help reduce unconscious biases that might creep into human decision-making processes.
Companies like Unilever and Cathay Pacific riding the AI waves and have adopted AI-powered recruitment software like Pymetrics and HireVue to screen candidates. Their results are mind-blowing.
Unilever reports cutting 70,000 person-hours of interviewing and assessing candidates, thanks to the Pymetrics machine learning algorithm. And Cathay Pacific reduced time-to-hire by 90% using video while also improving the quality of candidates for interviews.
Oh, and did we mention the impact it can have on the overall candidate experience? There’s nothing worse than getting an email that says they are moving forward with a different candidate without explaining why you weren’t a good fit.
By introducing automated screenings into your recruitment process, candidates can receive quick feedback on their applications — even if they never make the interview round.
The result? A positive candidate experience that can establish a strong employer brand that’ll help attract top talent in the future. It’s a win-win.
better hiring decisions with Predictive analytics
One of the biggest challenges in recruiting is finding the right candidate for the job. And AI algorithms can help you identify common patterns and traits among successful hires to create a profile of your ideal candidate.
For instance, AI algorithms can identify common characteristics from past hires-turned-top performers, such as education level, work experience, and skill sets.
With this treasure trove of information in your back pocket, you can create a detailed profile of the ideal candidate for a particular role to guide future hiring decisions.
Predictive analytics can also help you identify potential red flags, such as high turnover rates among candidates who had to relocate for the job or lacked certain qualifications. Avoiding costly hiring mistakes can make or break the success of your recruiting process.
So put predictive analytics to work and see why AI is taking the world by storm. The future is all about working smarter, not harder.
But to effectively harness the power of predictive analytics, talent acquisition (TA) teams should focus on incremental improvements rather than overhauling their entire process, says Deloitte.
By making small changes, recruiters can enhance their speed and quality of hiring, leading to a more effective organisation. But TA teams must be willing to step out of their comfort zones by:
- Upskilling team members
- Dedicating time to build analytics capacity
- Learning how to ask the right questions about algorithms and AI technology
- Understanding how to connect their efforts to create tangible business outcomes
With this approach, TA teams can hire better and faster and retain employees who are motivated to grow within the organisation.
improved candidate engagement using chatbots
Candidates expect fast and responsive communication during the recruitment process. But with hundreds (or thousands) of applications to sift through, it can be challenging to respond to every candidate promptly.
That’s where chatbots come in. AI-powered chatbots can handle routine tasks like scheduling interviews and answering common questions.
Paradox, an AI-powered chatbot, has created a “high-touch candidate experience that’s touchless for recruiters.” And organisations like L’Oreal and McDonald’s are investing in this technology to improve their candidate engagement by automating communication with applicants — when and where they want it.
The result? These industry leaders report that 85% of interviews are now scheduled within one hour. Not to mention the significant increase in candidate engagement with the ability to answer any candidate questions — 24 hours a day.
Adding these handy bots to your tech stack can free up your recruiter’s schedule, saving up to five hours per week to focus on more critical tasks, such as conducting interviews and making hiring decisions.
Chatbots can also provide candidates with a more personalised experience by tailoring their responses to each candidate’s needs and preferences (e.g., sharing available roles based on their experience or adjusting to their native language).
And it’s no secret that candidates lose interest when they don’t hear back from recruiters. Ghosting is never a good look, leaving candidates feeling frustrated and undervalued. But with conversational AI tools, you can eliminate the time and effort it takes for recruiters to follow up with candidates.
Imagine sending automated SMS or WhatsApp invites, reminders, and ongoing updates to candidates without lifting a finger. With AI, this dream can become a reality. Automating the follow-up process can keep candidates engaged and interested in your organisation. And when candidates feel valued and respected, your conversion rates will soar.
So, let’s end ghosting once and for all by using AI to improve the candidate experience. With automated follow-ups, you can show candidates that you value their time and effort. And in return, you’ll attract more qualified candidates and build a stronger team.
enhanced dEi efforts with language models
Diversity and inclusion have become increasingly important in modern workplaces. But creating an inclusive hiring process has its challenges. Thankfully, AI can help make this process easier and more effective.
One of the biggest benefits of AI in recruitment is its ability to remove human bias. Hiring managers may unconsciously favor candidates who look, act, or think like them, leading to a lack of diversity in the workplace.
However, AI algorithms can analyse candidate data without bias, allowing better identification of the most qualified candidates from a more diverse pool of applicants.
AI can also help improve your job descriptions and make them more inclusive. Certain language or phrasing can be exclusionary, discouraging underrepresented candidates from applying.
AI-powered software can analyse your job descriptions and identify any language that may be off-putting or exclusionary, helping you to create more inclusive job descriptions and attract a wider range of qualified candidates.
Textio is one of the most sophisticated language guidance systems for the workplace, helping HR teams identify hidden social biases and providing clear solutions for addressing them.
This powerful AI tool is perfect for recruitment and performance management processes, promoting inclusivity and fairness in the workplace. And T-Mobile put it to the test.
By adding Textio’s language guidance to their recruiting workflow, T-Mobile saw an increase in women applicants by 17%. Not only that, but it helped their team get into the practice of speaking and writing inclusively. A win-win.
automation of mundane tasks using generative AI
Let’s face it. Most job descriptions are as dry as a stale piece of toast. They’re chock-full of requirements and responsibilities, but where’s the personality? The culture? The pizzazz?
Without these key ingredients, job seekers may feel uninspired and uninterested. It’s like trying to sell a house without pictures — not very appealing, right?
So, to stand out from the crowd and attract top talent, it’s time to infuse some personality into your job descriptions. After all, the job description is often the first impression a candidate has of your company, which can make or break their decision to apply.
But writing job descriptions can be a tedious and time-consuming process. And if you don’t have a team of experienced writers, it can feel like a lost cause.
So, how can you spice up your job descriptions to help them stand out from the crowd? With the help of AI, of course.
For example, ChatGPT is an AI-powered language model that can generate job descriptions based on your specific requirements.
Simply input your job title and key responsibilities, and voila. ChatGPT will generate an eye-catching job description for you in seconds. It’s that easy.
AI is transforming the recruitment process as we know it.
By automating routine tasks, using predictive analytics, and creating more personalized experiences for candidates, AI in recruitment is helping companies hire the right people faster.
If you’re ready to take your recruitment game to the next level, start exploring AI-powered recruitment solutions today. With AI, you can build a talented and diverse team to help your organisation succeed in 2023 and beyond.
So, what AI tools will you add to your recruiting arsenal in 2023? Let us know in the comments below!
Author: Ezekiel Cohen – Freelance SEO & Marketing Specialist at Contently.
Photo credit: Tara Winstead