Technology is reaching new heights. Recruiters’ duties are becoming more difficult by the day, so a more streamlined strategy is required. The recruitment process has been more standardized since the introduction of Artificial Intelligence for recruiting.
Recruitment has evolved into a relationship-building exercise rather than a candidate-filling exercise. What a recruitment team should hope to achieve is recruitment effectiveness.
HR’s key duty is to find top people who will prosper in the future, as “poor hires” can be quite costly in terms of low productivity and team demotivation. Multiple rounds of interviews will, of course, assist you in identifying promising prospects.
But can you fathom how long it would take to complete the task? In terms of business accomplishments and low staff turnover, the impact of AI in the recruitment process has undoubtedly propelled enterprises to new heights. But what is it about AI that is allowing businesses to grow so quickly?
How Does AI Work in Talent Acquisition?
The most crucial factors in a company’s success are its people and the skills they bring to it. It takes nuance and human experience to find the ideal person to join your organization and its unique predicament.
In this crucial process, AI is not yet ready to take over all the processes. It can, however, be a beneficial tool for lowering the amount of time a recruiter spends on repeating and mundane duties.
By deploying software that automates interview scheduling and automating the application process by using AI to filter resumes for keywords, technology can be seamlessly integrated into the recruitment process.
Recruiters can spend up to 40% of their time entering data into an ATS or going through resumes. This time would be far better spent interacting with candidates, developing relationships, and improving the candidate’s experience.
Machine learning is used in advanced artificial intelligence to emulate human behavior. It takes a lot of data to do this correctly, and there’s still a chance that AI will pick up on a person’s unconscious bias. For machine learning to produce the best outcomes, humans must oversee it.
Advantages of Using AI for Recruiters
Let’s look at some of the advantages that using AI in recruitment can provide:
1. Improvement in the Quality of Recruits
The potential of AI to use the candidate’s data like their experience, knowledge, abilities, etc., to match the job requirements seems promising.
Employees will be happier, more productive, and less likely to leave as a result of this improved job matching.
Early adopter organizations who used AI-powered recruiting tools saw a 75 percent reduction in cost per screen, a 4 percent increase in revenue per employee, and a 35 percent decrease in turnover.
2. Saves Time by Automating Important Tasks
The majority of recruiters are quite busy. The more time-consuming and laborious processes that can be automated, the better. For example, using an AI-driven chatbot can eliminate a slew of these tedious duties.
Consider the following scenarios: answering (basic) candidate questions, scheduling interviews, and screening applications. Things that are unquestionably important and must be completed, but which can also be readily automated.
Challenges of Applying AI in Recruiting
Sure, when implemented properly, AI-powered technology in recruitment can provide significant benefits. There are, however, certain possible dangers:
1. AI Requires a Lot of Data
AI, in general, necessitates a large amount of data to learn how to accurately imitate human intelligence.
Machine learning AI, for example, requires a large amount of data to learn how to filter resumes as precisely as a human recruiter. This can range from hundreds to thousands of resumes for a single position.
2. AI Can Learn Human Biases
By ignoring information like a candidate’s age, gender, and ethnicity, AI for recruiting claims to decrease unconscious bias. AI, on the other hand, is programmed to look for patterns in previous behavior.
That means that any existing human prejudice in your hiring process — even if it’s unconscious – could be picked up by AI if it’s developed without care.
AI and Skilled Recruiters — A Winning Combination
Artificial intelligence can increase the efficiency and effectiveness of hiring. Recruiting and talent acquisition have progressed beyond personal networks and job boards, but AI isn’t the only way to improve proficiency.
It may produce data that isn’t meaningful, miss human peculiarities such as cultural fit, and overlook qualified individuals with underperforming resumes if used alone.
The most successful method to win the war for top talent in the future will be to implement a talent acquisition plan that combines today’s sophisticated technology with experienced human talent acquisition specialists.