5 Effective Usage of AI in Recruitment

Recruitment using Artificial Intelligence (AI) is not a fad. Since the introduction of Applicant Tracking Systems (ATS), technology has incorporated process efficiencies into the recruitment role, making the work easier, faster, and more effective. AI has become the dominant technology tool in the modern workplace and is a must-have for every recruiter. 76% of recruiters surveyed by LinkedIn feel that AI technology will have a big impact on their profession in the next years. 

Each is simple to execute, and the return on investment will be substantial in terms of encouraging a better candidate experience and a more targeted hiring process. 

1. Automated Candidate Recruitment 

Building a pipeline of qualified candidates is the first stage in the hiring process. Recruiters frequently have to sift through a vast number of resumes to discover the most qualified individuals, even when they know where to look (e.g., job boards and social media sites). When the vast majority of resumes received for a specific position are unqualified, it is an extremely time-consuming task to manually screen them. 

AI advancements enable recruiters to automate the sourcing process and extend the candidate pool. Certain AI algorithms are capable of analyzing up to 300 million social accounts in search of pertinent keywords and keyword phrases. Additionally, the sourcing platform may deliver targeted messages to candidates to increase interaction. For instance, the software can identify the candidate's current employment and include that information in the introductory email. 

Intelligent screening software automates the screening process by assessing the experience, abilities, and knowledge of successful current employees and applying this information to incoming candidates to forecast who will be successful. 

2. Candidate Compatibility 

The candidate matching function is related to sourcing and provides for the customization of the candidate experience. The learning and development (L&D) department uses customized personalized employee training based on the employee's specific career goals and preferred training materials as a model for customized candidate matching. Currently, AI technology is being utilized to optimize the candidate's experience in terms of presenting them with positions that most closely align with their professional interests. How? AI is capable of tracking candidate behavior on your facility's website (such as clicks and resume uploads) and automatically sending job-related communications that are tailored to the candidate's experience, skills, expertise, and interests. 

3. Diversification and Inclusion  

Diversity in recruiting is another prevalent practice. A diverse workforce has numerous benefits, including: 

• Enhances employee morale and productivity 
• Promotes a favorable employer image 
• Improves the employee's skill set and experiences 
• Through the participation of members from diverse groups who contribute unique perspectives to a particular topic, this method encourages the generation of novel ideas. 
• Permits your facility to use varied personnel to market the facility within their respective spheres of influence. 

AI can examine job postings, a company's website, and social media pages for culturally problematic wording and recommend replacements. 

4. Chatbots for conversational recruiting 

The candidate experience, particularly at the beginning of the process, is a crucial component of a successful recruitment strategy. During the hiring process, chatbots are an excellent way to engage applicants. 58% of job seekers surveyed by CareerBuilder said they would have a poor view of a company if they did not receive a response after applying, while 67% of job seekers would have a positive impression if they received frequent updates throughout the application process. 

Chatbots are available 24 hours a day, seven days a week to react to candidate inquiries, conduct screening interviews, schedule interviews, and provide appointment reminders. When a candidate enters your website for the first time, Chatbots can be used to initiate a conversation before the recruiting process has even begun. Candidates can acquire a rapid response to their questions when interacting with AI-enabled chatbots, which increases the number of applications submitted. 

5. Analysis of Facial Expressions 

This analysis is conducted by observing applicants' video interview responses. These interviews are typically "facilitated" by a chatbot. The interview questions are chosen based on the required knowledge, skills, and abilities for the position. The computer then examines candidate responses in terms of word choice, sentence structure, manner, enthusiasm, speech patterns, and facial expressions to determine compatibility with the technical components of the role and the facility's culture as a whole. Can AI detect falsehoods? Not specifically by language, but considering the abundance of study on facial expression and honesty, it is reasonable to assume that truthfulness is being assessed.   

The majority of Facial Expression software identifies the finest matches and delivers results to recruiters, along with a report describing what was noticed for each prospect. A limitation of this technique is that it can produce false positives, as applicants often get self-conscious when they realize face analysis software is monitoring their expressions. 

Conclusion  

The above-mentioned five persuasive applications of AI in recruitment will increase in prevalence within the recruitment industry. If your organization has not yet adopted AI to streamline its recruitment procedure, now is an excellent moment to begin. Because, for better or for worse, AI is here to stay, and it will drastically alter the function of the recruiter through augmented intelligence that supports recruiters in determining culture, fostering applicant engagement, increasing diversity, and analyzing the quality of hire using data. In summary, AI enables recruiters to be more proactive at every stage of the hiring process.