Artificial Intelligence in HR: Using AI for identifying and hiring suitable candidates
Using AI for identifying and hiring suitable candidates: The days of hiring based on instinct are over. Evidence demonstrates that this is virtually always a poor method of decision-making and that it invariably leads to unconscious prejudice, resulting in homogenous organizations where innovation stagnates.
Nonetheless, data-driven recruitment methods can alter all of this. AI can comb through billions of data points during the hiring process, enabling managers and recruiters may find diverse, highly qualified individuals who are most likely to flourish by employing
Using AI for your hiring needs offers multiple potential uses for automating high-volume, repetitive operations, such as resume screening and candidate prequalification.
Through the improvement of the volume and quality of data sources, AI can enhance the accuracy and fairness of the recruiting and hiring process. In addition, it can enable HR managers to identify the personality traits and behaviors of individuals most likely to succeed in the position.
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How is AI used for hiring?
AI for recruiting uses artificial intelligence in talent acquisition, where machine learning may learn to shortlist your ideal applicant and automate human activities.
Such technology is intended to streamline or automate a portion of the recruiting workflow, particularly high-volume, repetitive jobs.
For instance, software that uses machine learning to resumes automatically screen candidates or software that conducts sentiment analysis on job descriptions to uncover possibly discriminatory language.
Additionally, AI recruitment software utilizes your ATS (Applicant Tracking System) data to generate insights about your talent pool. Recruiters can benefit from blind screening to avoid bias and visibility into successful applicants who have remained with the firm.
Using AI in Recruitment
Due to the pandemic, labor shortages, and limited applicant pool, the employment process has been unpleasant for many owners and operators.
Despite these obstacles, those who opt to acquire and retain personnel using AI screening tools like Sprockets continue to have long-term success.
1. Intelligent screening software
Candidate screening is a valuable component of the recruitment process since it enables companies to uncover qualified leads by assessing their compatibility with job requirements. A candidate’s suitability can be established by their listed abilities, relevant work experience, and education on their résumé.
Recruiters and hiring managers can then proceed with the hiring process by shortlisting candidates, scheduling interviews, grading interviews, etc., for most firms.
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Intelligent screening software automates the resume screening process using AI (machine learning) and your existing resume database.
The software determines whether prospects became successful or failed workers based on their performance, tenure, and turnover rates.
It specifically learns current employees’ experience, skills, and other traits and applies this information to incoming applicants to automatically evaluate, grade, and shortlist the strongest prospects.
The software can also enhance candidates’ resumes by utilizing public data sources like their previous employment and social media profiles.
AI-based intelligent screening software that automates resume screening represents a significant opportunity for recruiters. This is because it interacts with your existing ATS, disrupting neither your nor the candidate’s workflow and requiring minimal IT support.
2. Recruiter chatbots
Chatbots and AI-powered assistants have existed for some time, and their presence in our professional lives will only rise.
There is significant potential for AI-powered chatbots to enhance the candidate experience. Recruiter chatbots are now being tested to provide candidates with real-time engagement by asking questions based on job requirements and delivering feedback, updates, and next-step recommendations.
There are numerous potential applications for chatbots and AI assistants in the workplace. These can include answering applicant inquiries during recruiting, assisting new hires during onboarding, and providing rapid responses to employee questions.
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Chatbots are extremely useful for onboarding international employees. Regardless of the time difference, your new hires can receive immediate assistance.
Additionally, they can improve employee wellness and monitor workplace stress. Some businesses have already begun experimenting with AI mentors to provide individualized mentorship for hundreds of employees.
3. Digitized interviews
Digital interviews, in which you receive a predetermined list of questions and record your responses on camera, are becoming increasingly prevalent in employment, particularly for initial or screening interviews.
Although online interview software has been available for some time, video assessment interviews are gaining popularity and have advantages and disadvantages.
This technique makes it much simpler to screen a more significant number of candidates without meeting in person. This saves time for both – the company and the candidate – and could give a chance to someone who wasn’t the frontrunner on paper.
In addition to letting HR evaluate more candidates, digital interviews help standardize interviews and (theoretically) level the playing field. It’s more difficult for biased questions to slip in, and HR ensures that everyone is asked the same questions and evaluated fairly.
AI-based hiring systems can evaluate a candidate’s word selection, speech patterns, and facial expressions to determine their suitability for the position and possibly the organization’s culture.
This interview style has two major drawbacks: hiring managers cannot follow up on a particular answer, and candidates cannot ask their questions.
However, most employers do not administer this to every candidate they interview. This indicates that your application impressed them, and they are eager to learn more about you beyond your CV and cover letter.
What Benefits does using AI for hiring staff offer?
1. Saving Hiring Manager’s time by automating high-volume tasks
Manually screening applications remains the most time-consuming aspect of hiring, especially when many of resumes received for a position are unqualified. For a single hire, it can take hours screening resumes and selecting interview candidates.
AI for recruiting allows recruiters to spend less time on repetitive, time-consuming chores, such as automating the screening of resumes, automatically triggering assessments, and scheduling interviews with applicants.
AI-powered technology is intended to automate a portion of your recruiting procedure. As a bonus, it will connect smoothly with your existing hiring systems.
Accelerating these aspects of recruiting with automation reduces time-to-hire, which means you’ll be less likely to lose the top personnel to competitors with a quicker hiring cycle.
2. Improving the quality of the recruitment process through standardized job matching
Due to the inability to finish the data loop, the quality of hire was formerly a recruiting KPI black box (i.e., measuring what happens to the candidates after they get hired).
As it has been easier to collect, access, and evaluate HR data over time, the quality of hiring has become a vital KPI for recruiting.
AI’s potential to improve hiring quality comes in its capacity to use data to standardize matching candidates’ experience, knowledge, and abilities to job criteria.
This improvement in job matching is anticipated to result in employees who are happier, more productive, and less likely to leave their positions.
What are the challenges when using AI hiring employees?
1. AI needs a lot of data
To imitate human intelligence accurately, AI requires a large amount of data.
For instance, machine learning-based AI requires a large amount of data to learn how to filter resumes as precisely as a human recruiter. This can range from several hundred to several thousand resumes for a particular position.
2. AI can learn human biases
Recruiting AI promises to decrease unconscious bias by ignoring candidate characteristics such as age, gender, and ethnicity. However, AI is taught to recognize patterns in past behavior.
AI could learn any unconscious human prejudice that may already exist in your hiring process if designed without sufficient diligence.
Ensure to check that the AI software you employ is continuously reviewed for patterns of potential bias. For example, only hiring graduates from a particular college.
3. Skepticism of new technology
HR workers are frequently assaulted with the newest and greatest trend, which rapidly disappears.
Recruiting and talent acquisition leaders can be understandably suspicious of any technology that claims to make their work easier and improve their HR ecosystem’s capabilities.
They want to ensure that any program that automates one of their tasks can perform the work as well as they can.
AI and HR: Future Possibilities
AI promises exponential enhancements to HR procedures and the employee experience. In contrast, earlier technologies led to incremental changes in the HR department’s function.
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The benefits of using artificial intelligence in human resources are as vast and boundless as the technology itself.
AI is a game-changer driving HR automation, improving the candidate and employee experience, and enabling HR to become more data-driven, efficient, and successful.