How AI Can Help the Recruitment Process
The recruitment process is always changing. New processes and procedures are being used everyday to help make finding the right employees more efficient. Recent estimates show that finding and hiring a new employee can cost as much as a quarter of a million dollars. Human Resource departments, as well as technology departments, are working to lower this number. Artificial Intelligence is aiming to help with these efforts now too – see how AI can help the recruitment process!
How AI Can Help the Recruitment Process
Artificial Intelligence is making waves in the HR world, and some claim it is a time of reinvention. Conventional recruiting requires long hours in search, phone calls, background checks, and reference reviews. The increase in information being generated by candidates and employers is providing an opportunity for companies and AI professionals to improve recruiting systems. Old recruiting tactics have shown that they are still stuck in the past, but need to be brought to the present. With generic methods of resume review, and potentially biased interviewers, it can be difficult for candidates to even make it through the door.
AI will be able to streamline the recruiting process by collecting data, finding candidates, and screening automatically, leaving more time for employers to interview candidates further in the interview process.
An important step in this process of how AI can help the recruitment process is collecting data and repurposing it to learn about the recruiting process and then use it as a resource. Unfortunately, this hasn’t been done frequently in the past but will help in providing useful information for those creating the systems to be run through AI. This can be used to understand what works best, and what needs to be revamped in a new system. In the long run, this data will also help companies to understand what qualities and skill sets work best for their open positions, and AI and tracking will help to establish and retain that knowledge. This technology can be as complicated as reading facial expressions in an interview, to automating simple tasks such as communicating with candidates throughout the process and confirming interview steps.
Who’s Using AI?
Some companies are aiming small when first integrating AI into their recruiting plans, and others are making big changes from the start. Either way, it is proving to be a positive change for recruiting.
A company called Wade & Wendy has created an AI career platform which incorporates a career guide chatbot, named “Wade”, and an AI personal assistant, named “Wendy”. Wade is for those searching for a job, while Wendy is supporting companies that are hiring. Wendy understands the culture and work of a business which allows her to vet and share a potential candidate’s information with hiring managers. These chatbots are used to aid people on both sides of the hiring process. The mission of this system is to streamline the recruiting process and create a thorough yet efficient conversation based platform.
Big name brands like Adidas are also adding AI recruiting techniques to their hiring strategy. The company uses a system called SkillSurvey which is used to predict a potential employee’s likelihood of turnover and performance based off of a customized set of behavioral and science based questions.
Unilever, a parent company of brands such as Dove and Axe, uses a series of questions within a video interview to evaluate candidates. During this video session, candidates answer questions while an AI powered algorithm is reading their facial expressions to assess moods and personality traits. Notes are then gathered about the candidates and sent along to the recruiter if the candidate is a potential fit. This strategy is proving to be convenient and saving time for both parties. Unilever even says it is increasing the diversity of their employees.
Indeed has created a platform called Indeed Assessments. It creates a simulation of what a potential employee would do on their first day of work. These test modules can aid in determining how well a candidate would perform in the job they are being considered for and how well they would fit within the company.
There are also smaller changes being made, such as work done by Textio. This augmented writing company is helping employers create better job postings to attract better talent and differentiate their posts from other companies based on data in their system that can determine what language works best. It’s a predictive engine that is being used by companies such as Johnson + Johnson and the NBA with success. Although these recruiting changes may seem minimal in comparison to others, we know words can have a major impact and Textio is proving that.
In a recent study it was found that “humans are notoriously bad at picking the right applicant and a meta-analysis illustrated that algorithms can outperform human experts in hiring” according to Forbes. The hope for AI use in the recruiting system is that better candidates will be found, and hiring managers and recruiters will spend less time searching, and more time hiring.
What does this Mean?
Now that we know all that AI is capable of in recruiting new candidates, what does this mean for companies and their recruiters looking to utilize this technology? Learning as much as you can about the the technology, it’s benefits and how it works is the first step, but there are some best practices that need to come into play in order for AI to be effectively integrated into your recruiting strategies.
The most important rule for recruiters is to be be proactive, not reactive. This is where AI technology really shines. According to Forbes, most companies use the “post and pray” approach when it comes to hiring. They post a job opening just hoping someone great will apply for the position. However, this tactic doesn’t work unless you get lucky and LinkedIn isn’t enough to find the best of the best anymore. Companies need to use AI to scout candidates online and backfill the pipeline for when a position opens.
Looking for passive candidates by scouting those who already have a jobs can be a frustrating approach if they are happy in their current positions. However, this doesn’t mean they are off limits and won’t at least listen to what you have to say; as long as the offer is worthwhile. Research shows there are far more passive than active candidates, but 80% of all candidates are willing to listen to a recruiters offering. But where does AI fit into this? How AI can help the recruitment process is by finding who is more likely to switch jobs from the talent pool. By looking at information online, like how long someone has been in a position or a company, whether the company is downsizing, or how often on average people change jobs, they can find candidates that are more likely to switch jobs if given an opportunity.
Lastly, inaccurate or passive job descriptions can cause candidates to shy away from applying. One way to combat this is to talk to those already in the position to get their take on their role. Having someone who is currently working in the position describe their day-to-day can help sell it to others searching for something similar.. AI is a great way to help write up a more enticing job description by looking at other job write ups, what language was used, and how they have been successful with it. AI can look online for the information and come back with a well written and effective solution.
This article on how AI can help the recruitment process was contributed by Brian. Brian is a contributor to Enlightened Digital, long-distance cyclist, and lifelong advocate for women in business from Philadelphia. Tech and business are his lifeblood, but he’s also a fanatic of brewpubs and just about every sports team in Philadelphia.