There is no doubt that Artificial Intelligence is changing the game in hiring/recruitment and Human Resources. It is quite evident the way technological advances are shaping the future, some of the processes will have a digital touch to them.
With technological advancements seeming to advance daily, it’s no surprise that more companies are considering the use of artificial intelligence (AI) in the recruitment process. But with AI still considered new and unproven by many, many companies are hesitant to put their trust in it when it comes to identifying new hires or assessing candidates after an interview. Here are some examples of how AI has already changed the world of recruiting, and where it may take us in the future.
From sourcing, screening, and interviewing candidates to onboarding employees, AI is beyond a doubt changing HR’s capabilities. Report authors Prasanna Matsa and Kusuma Gullamajji found in their August 2019 report that AI can be embedded in functions such as recruitment, training, onboarding, performance analysis, retention, etc. However, they added, a majority of organizations are still lagging in integrating AI into their HR practices because of cost. “AI implementation should be viewed as an optimistic opportunity because AI enhances lives. AI creates a better future if it is clearly understood and utilized in a proper way,” stated the report.
As artificial intelligence evolves, employers will mostly rely on AI software for boosting the hiring process. The rise of AI has the potential to transform our future more than any other technology. So it is, as we already see in hiring.
AI is already saving HR teams time and money while attracting the best candidates in these key ways:
- Talent Sourcing – Talent Sourcing systems are built to rank candidates based on the inputted criteria. And with artificial intelligence and machine learning, these systems can get better at finding the best candidate for a position. It learns what makes someone great for a role, and it stores this information so that it can make recommendations in the future. These systems not only help recruiters find talent quicker, but they also save them time and energy. They take care of all of the grunt work and leave recruiters to do what they love – build relationships with candidates.
- Screening process – Screening job applicants is a time-consuming process that takes an average of 6 to 8 hours per hire. With AI, the same time can be spent on four hires. It speeds up the hiring process by providing an initial screening before human recruiters see a resume or interview with a candidate. For every 100 resumes received, AI can screen 200, identifying which are worth interviewing and saving 50% of their time.
- Smoothen the Candidate’s Experience – Once the AI software sources and contacts candidates, AI can lead them through the recruiting funnel quickly and efficiently, ensuring the candidate experience goes smoothly. Recruiter chatbots can provide real-time answers to candidate questions, offer quick feedback and suggest the next steps.
- Plays a supporting role in Interview – Artificial intelligence, through machine learning, is able to pick up on patterns that humans cannot. Once you have a list of people you’d like to interview, the chatbot can act as the scheduler. Certain AI tools can also help you conduct a later-stage virtual interview before inviting a candidate to appear for an interview in person. You can run an AI program to analyze candidates’ facial expressions, tone of voice, mannerisms, and word choice by conducting a video interview with preset questions. This technology will ease the process and more likely you’ll end up with new employees who fit your company culture.
- Eases the Onboarding Process – AI is also improving onboarding procedures — by, for instance, automating repetitive or tedious tasks like conducting background checks, putting together documents about benefits, and creating offer letter templates. AI can also help organize, print, and deliver all onboarding paperwork. The same can be said of training documents — another time-consuming step when the HR team has to do it manually. Instead, AI-powered tools can ensure all new employees receive copies of the paperwork that spells out company policies and log-in information. They can track when documents have been read, prompt an electronic signature, and schedule meetings to go over the information further when necessary. And all can happen 24/7 from anywhere, which means employees can start training or get answers to their questions at any time and from any device. It also allows the HR department to focus on tasks that cannot be automated or done outside business hours.
As the understanding of AI in the recruiting industry increases, so will the development and adoption of AI tools to support the hiring process, from candidate engagement to communications workflows and beyond. These programs are only as good as their programming, so it’s important to choose an AI tool that has proven effective and is frequently updated by its makers. It’s also important to make sure your human resources department understands what AI is capable of and how you can use it to benefit your hiring process.