HR Mavericks

Eddy’s HR Mavericks Encyclopedia

AI Recruiting
Artificial intelligence, or AI, is a branch of computer science that allows a robot or computer to perform functions that require human intelligence and discernment. Sounds very futuristic, right? Let’s dig into how this technology can help you recruit new hires more effectively and efficiently.

What Is AI Recruiting?

AI recruiting involves using artificial intelligence in the talent recruitment process. From candidate selection to screening, interviewing and assessing, AI software can generate more efficient hiring processes.
33% of HR teams are using some form of artificial intelligence to drive HR processes
Hiring Statistics

Should Companies Utilize AI Recruiting?

You may wonder how technology can contribute to tasks that require judgment. Do you want to hand them over to a computer program? Let's look at the pros and cons.

The Benefits of AI Recruiting

AI tools offer many benefits to HR professionals wanting to enhance talent acquisition functions.
  • Streamlined workflow. Using AI allows hiring processes to be conducted more efficiently and at a higher volume, freeing HR professionals to focus on actions that require human interaction. Automation of workflow processes saves time.
  • Diversity and bias. AI talent eliminates bias during selection processes. While training staff to eliminate bias is one step, using AI tools is a next-level solution that can also diminish human bias.
  • More efficient screening. AI tools can free up staff time with improved sourcing and screening processes. AI programs narrow talent pools, pre-qualify and short-list candidates, and perform searches to seek out the best talent.
  • Improve communications. Using AI technology generates faster communication amongst teams. For example, hiring managers and related staff can receive information on a candidate or search quickly, with real-time updates. This enables teams to sync quickly for speedier decision making. Having information at your fingertips without waiting on human action quickly improves communication amongst hiring managers, recruiters and related teams.
Top companies in North America use AI recruiting technologies 15% more often than average
Hiring Statistics

The Downsides of AI Recruiting

Many people believe the negatives of AI can be just challenging as they are beneficial. Here are some commonly stated downsides of using AI in recruiting.
  • Higher cost. Many HR professionals look at the cost of using AI technology and weigh it against their desired outcomes.
  • Requires a large database. As great as AI technology is, it requires a database with enormous amounts of input on human behavior and action to be able to perform.
  • Can miss qualified candidates. Since AI technology is only as strong as its programming, there can be flaws that result in strong candidates not being considered. If a candidate profile falls outside of the parameters or doesn’t meet every rule of a search, it will be rejected. This can negatively impact search efforts over time.
  • Could learn human biases. While AI recruitment tools are built to remove biases used in human selection processes, there is also the potential for AI programs to learn human biases and apply them as a rule.

How Does AI Change the Role of Recruiters?

AI changes the role of recruiters due to the level of automation that frees up time from manual tasks. Many recruiters still conduct talent searches along with using AI tools. When human searches are coupled with AI tools, the search process can be broader, with more defined parameters resulting in greater results.

Increased Productivity

AI allows recruiters to receive a wide range of data on candidate activity. By analyzing large amounts of candidate data and reducing the turnaround time for communicating with candidates, recruitment decisions can occur faster, allowing increased productivity for recruiters.

Customized Algorithms

Using AI, algorithms can be customized to narrow the screening process to find candidates who have specific skills. Screening candidates can become a more efficient process. Algorithms (a process or set of rules to be followed by the software) can be custom-programmed to make screening processes across talent as defined as possible. For example, certain programs can select candidates and then rank them according to a set list of criteria (required skills, education, and expertise). Other programs search social media content, providing a holistic, contextual view of a candidate's profile. AI can even assess soft skills (personal attributes, such as communication skills) of candidates. There are many ways AI can be used to automate the search process and allow for increased engagement with candidates, assessing a wider range of candidates faster and evaluating them at a deeper level.

Data-Driven Actions

AI tools provide valuable metrics that give insights on an organization's current hiring processes. HR can easily review data such as hours per hire, workflow disruptions, turnover and performance data. When recruiters can use data on their current workflow and talent pool to improve hiring decisions, predictive hiring (which involves using data and analytics to make hiring recommendations) becomes the focus. This allows a proactive approach to hiring rather than a reactive one.

Faster Communication

Many AI programs utilize chat bots, synced email communication, and other real-time features that allow candidates and recruiters to communicate faster. The ability to address questions and move the hiring process along faster keeps candidates engaged.

Revamped Interviews

With AI programs, many interviews can be conducted virtually to meet the needs of the remote, hybrid and global workforce. Often, these interview tools are integrated within programs that analyze speech, facial expressions, and the overall mood of a candidate.

How to Use AI for Recruiting

Using AI in the recruitment process can lead to streamlined candidate experiences, increased data to help make decisions, and automated workflows for recruiters, freeing up more time to focus on people.

Step 1: Assess Current Practices

Before embarking on the choice to use talent tools that include AI, it is a good idea to assess your current talent practices and identify areas of improvement that you want to address that can be directly affected by using AI. For example, an organization may want to reduce bias, increase the candidate pool, reach diversity metrics in sourcing talent, or other goals. By assessing current practices, you can choose the best tool (there are many to choose from) to address the needs for your organization.

Tool Selection

Many AI tools are full service software platforms; others are apps or browser extensions. Each one has different capabilities in performing talent functions. You can find many reviews, such as the list here that rates different programs and explains key functions. There are always budget considerations and factors such as company size, hiring goals, and end user count (how many will be using the software) to consider, as well before selecting a vendor.

Track Metrics for Impact on Processes

Many AI programs have the ability to track various metrics. It’s helpful to reflect on previous audits of talent goals and compare against outcomes when using new talent tools. By reviewing the depth of the candidate pools, the diversification of talent, and expedited workflows, HR professionals can make sound decisions on continuing or adjusting their practices to meet their goals.
Lashonda Tillis

Lashonda Tillis

Lashonda works in Talent Acquisition at Shopify, where she helps to fulfill the mission of making commerce better for everyone. In this role, she sources candidates for senior engineering roles in a variety of disciplines. When she isn't working, Lashonda loves to spend time reading, enjoying family time, or expanding her knowledge of all things HR.
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Frequently asked questions
Other Related Terms
Ambassador Program
Benchmark Jobs
Billboard Recruiting
Campus Recruitment
Candidate Correspondence
Candidate Disposition
Candidate Engagement
Candidate Feedback Survey
Candidate Net Promoter Score
Candidate Nurturing
Careers Page
Co-Op Program
Cold Calling in Recruitment
Contingency Recruiting
Employee Advocacy
Employee Poaching
Employee Referral Program (ERP)
Employee Social Media Takeover
Employer Information Session
External Recruiting
Facebook Recruiting
Glassdoor Recruiting
Hidden Job Market
Hiring Statistics
Hiring with ZipRecruiter
Inbound Recruiting
Indeed Recruiting
Instagram Recruiting
Internal Job Posting
Internal Recruitment
Internal Transfer Policy
Internship Program
Job Ads
Job Fair
Labor Market
Lateral Hire
LinkedIn Recruiting
Mobile Recruiting
Online Job Application
Outplacement Firm
Post & Pray
Promoting Talent
Purple Squirrel
Recruiting Funnel
Recruiting Operations
Recruitment Agency
Recruitment Fees
Recruitment Marketing
Recruitment Process Outsourcing (RPO)
Recruitment SEO
Referral Bonus
Resume Parsing
Retained Search
Reverse Recruiting
Social Media Recruiting
Sponsored Job Posting
State Employment Agency
Strategic Recruitment
TV Recruiting
Talent Acquisition Recruiting
Text Recruiting
TikTok Recruiting
Twitter Recruiting
University Career Services
Video Job Description
Virtual Job Fair
Workplace Tour
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