AI is officially taking over the corporate world, and the recruitment industry and hiring process is no different. However, many have a misunderstanding or misconception about what AI really is and what it means for our industry. Contrary to fears that it will eventually end up costing people their jobs, AI and automation can actually help to add the human element pf Recruitment.
According to the LinkedIn’s Global Trends report, employers report that AI is most helpful for:
· Sourcing candidates
· Screening candidates
· Nurturing candidates
· Scheduling candidates
· Engaging candidates
According to further research by LinkedIn:
· 67% of employers state that recruitment AI saves time
· 43% of employers state that it removes human bias
· 31% of employers state that it delivers the best candidate matches
· 30% state that it saves money
Many recruitment companies use AI to aid their processes without even realising it is AI. Job board Watchdogs, suggested database CV’s, automated emails etc.
Below are four more in depth examples of how firstly recruitment is already using AI (1-2), and then how we might use it in the future (3-4) to attract top talent and stream line the recruitment process.
Targeting relevant candidates
You can do this by tracking a candidate’s behaviour on your website and sending them customised content and messages based on their interests. Recruitment tech also has the ability to analyse hundreds of thousands of profiles in a matter of seconds. It can source both passive and active candidates based on their job title, industry, location, experience and more on job boards, CMS, and sites such as LinkedIn ensuring that you reach relevant candidates wherever they are significantly expanding your talent pool.
Screen CVs and applications
Determining the quality of potential hires is essential during the recruitment process and Recruitment software can automatically rank, grade and shortlist the strongest candidates based on the given skills, experience and qualities necessary for the job.
According to Ideal, 67% of candidates have a more positive impression of a company if they receive consistent updates throughout the application process. Recruitment chatbots can offer candidates real-time updates and interactions, 24/7. They give candidates a chance to ask questions about job requirements or recruitment timelines, while providing helpful feedback and suggestions about the next steps. According to the IBS group, 99.3% of candidates who interacted with a recruitment chatbot were satisfied with the process.
Recruitment interview software narrows down a large applicant pool in order to make the final round of in-person interviews more efficient and specialised. Additionally, automated technology can easily schedule these in-person interviews in a way that aligns with both your calendar and the candidate’s preferences.
One house hold name example of this is Vodafone who’s hiring team started using AI-based software to screen its video interviews. Once candidates recorded themselves answering a set of standardised questions, the A.I. programme would assess them for candidate suitability, based off of factors such as body language, facial cues and speech cadence. Over 50,000 candidates have participated in these video interviews!
LAST BUT DEFINITELY NOT LEAST:
ChatGPT can assist recruiters in crafting compelling job descriptions, optimising job postings and job titles for maximum visibility, and suggesting relevant platforms or channels for candidate sourcing by industry.
Another invaluable use case of ChatGPT is in creating interview question banks. ChatGPT can assist recruiters in generating a wide range of interview questions tailored to specific job roles, competencies, or cultural fit, along with more innovative and problem solving skills questions that dig a bit deeper into the candidates capabilities.
Additionally, ChatGPT can be a valuable resource for recruiters when it comes to writing Boolean search strings, assisting recruiters in constructing complex Boolean search strings by suggesting appropriate operators, keywords, and modifiers. This helps recruiters save time and effort while conducting comprehensive candidate searches, resulting in more targeted and relevant results.
See, it's not all that bad, is it?