The mundane tasks involved in the hiring process are something that nobody in the recruitment department appreciates. Fortunately, artificial intelligence (AI) can resolve this problem. With AI’s help, hiring teams can be more goal-oriented and productive because technology opens up space for them during the recruitment process.

AI can help with recruitment - artificial intelligence 3333

Small recruitment teams can now source great talents because of AI. Sourcing the right talent is even possible when done by only one HR employee as long as he or she has access to an AI recruitment guide. Simply stated, AI technology makes hiring good people achievable for startups and small businesses that don’t have the budget for maintaining large talent acquisition teams.

Five ways AI Can Help with Recruitment

  1. Makes Candidate Sourcing Faster And More Efficient

New recruiters don’t always know everything about a job requirements language and nuances. It may also be the case for recruiters for highly technical positions. This is where an AI-based engine comes in and significantly helps. For instance, artificial intelligence can expand the search for candidates by utilizing not only the exact wording of the job position but also language and terms specific to related industries. It enables a search by meaning or intent, unlike when using only a simple word-matching algorithm.

AI systems also address the concept of skills’ adjacency by employing deep learning. The software can infer a particular skill or knowledge’s prerequisites based on what a candidate can do or knows. AI can then determine the applicant’s likelihood of having a similar but different competency by analyzing millions of data points.

Humans may miss facilitating candidate sourcing with a broader but more inclusive pool of candidates, but artificial intelligence won’t.

  1. AI In Interviews

The use of physical interview robots is considered by many recruitment experts as the most innovative way of applying artificial intelligence to the hiring process. It can help hire the best candidate by involving a combination of natural language processing (NLP) and interview analytics. Using advance robots in conducting job interviews makes the process of analyzing the candidate’s skills and personality traits unbiased.

AI can help with recruitment - artificial intelligence 33303

  1. Helps Pinpoint Best Fit For Position

Artificial intelligence-based systems can gather more information about the candidate by tracking his/her online presence. It can help cover a crucial gap in the evaluation of resumes that hiring teams can’t. This could lead to making sure of the best fit for any position. For example, AI will add to a candidate’s profile that he/she hugely supports social movements and causes if the software can pick it up from the candidate’s digital footprint.

In this case, AI doesn’t only benefit employers but also potential talents. They can also showcase their motivations, inspirations, skills, goals, and values by creating profiles for themselves using AI services.

  1. Improves Background Checks

Background checks are essential in the recruitment process to ensure that all credentials and information that candidates provide are accurate. The problem is that this part of the hiring procedure consumes a lot of time. Not to mention, it’s also an extremely tedious job when doing it conventionally. However, the process has sped up, and the scenario has changed with artificial intelligence’s advent.

Employees can now have reduced biases and more privacy when powering background checks with AI. The technology also simplifies the background checking process. The verification of candidate information can now be carried out in a more scalable manner. It has also become quicker and more efficient.

  1. Eliminates Bias

The need to alleviate hiring bias is one of the most significant reasons many companies now employ artificial intelligence in acquiring talents. In the past, conscious and unconscious bias is prevalent, especially among hiring departments that perpetuate homogeneity in color, gender, gender preference, ethnicity, and race among current and future employees instead of accepting diversity.

Companies can also get rid of bias arising from other candidate characteristics, such as parental status, perceived social standing, and regional accents. These candidate characteristics may lead to discrimination when not using AI-based applications. Furthermore, resume typos won’t overly underwhelm AI, just as it won’t be excessively impressed by beautiful resume layouts. As you know, it’s common for human decisions to be unconsciously influenced by these things.

Also, a company won’t encounter any problems when deciding to use its own historical data during the recruitment process. You may think that a biased output will likely result in that case, but AI’s deep-learning capability can complement internal data sets with external information.

Final Thoughts

Artificial intelligence-based systems are revolutionizing how companies source candidates and screen resumes. Candidates need to network now more than ever because AI has leveled the playing field for everyone. A strong pedigree and a smartly-worded resume can’t guarantee a candidate to stand out nowadays. What will help potential employees ace the interview is to be as authentic as possible.