We are making strides toward a more digital business landscape, with mobile, social media, cloud computing and “big data” transforming the way we work. Since humans have a tendency to resist change, there’s been a lot of scaremongering when it comes to the use of artificial intelligence (AI) in recruitment. Should we fear machines, or should we instead be embracing this technology? Let’s take a look at what AI means for recruiters, and how it can be leveraged to gain an effective advantage.
What Is Artificial Intelligence In Recruitment?
AI helps to enhance the recruitment process through the automation of certain tasks, particularly those that are laborious or repetitive. For instance, machine learning software – which has the ability to ‘teach’ itself – can be used to auto-screen candidates and rank applications. Mya claims to save recruiters 75% of their time through automating sourcing, screening and scheduling interviews, leaving recruiters the time to focus on qualified candidates and converting hires.
Ultimately, AI can be integrated within any process that involves distinct inputs and outputs, from initial sourcing through to post-offer acceptance engagement/FAQ such as Chatbots.
The Benefits
AI has the potential to accelerate hiring, reduce arduous tasks and boost recruiter productivity. Let’s look at some of the benefits in more detail:
Time Saving
Manual CV screening, particularly volume orientated recruitment, is undoubtedly one of the most time-consuming recruitment tasks. Automation streamlines processes and reduces time-to-hire. By handing over repetitive duties to a machine, recruiters free up valuable time to focus on the needs of their candidates and clients. Of course, reducing time-to-hire will equate to cost savings for your business.
Improve Responsiveness
Workology advised that over half of UK candidates don’t receive any communication from a company after applying for a job. AI can be used to facilitate candidate engagement and improve responsiveness; whether it is reviewing candidate applications/CV’s and ranking them automatically, or using Chatbots (conversational interfaces powered by AI) to communicate with candidates via text message or messaging platforms to confirm or clarify their CV or application.
Attract Top Talent
By improving responsiveness, you are improving the candidate experience, meaning you’re more likely to attract and retain top talent.
At the same time, AI can improve your quality of hire by utilising data to standardise the pairing of candidates’ skills, experience and knowledge with the job requirements. If AI can act as the first line of defence in sifting and matching CVs, your recruiters can focus their time on ensuring selected candidates are the right cultural fit, In theory, you should be able to provide a more reliable service to your clients by better suited candidates; both in soft and hard skills.
The Challenges
Technology is disruptive and always takes time to mature, so we can expect AI to pose a number of challenges that recruiters will need to overcome, such as:
- AI requires a lot of accurate data to be as effective as its human counterpart, particularly if machine learning is used within the CV/application screening process.
- Recruiters may be reluctant to utilise the technology, especially if they feel as if they are doing an adequate job of hiring candidates themselves.
- Machine learning can learn human error, for instance, if bias exists within your recruitment process AI may analyse it as a typical behaviour pattern.
- There may be concerns that the technology is in its early stages and isn’t yet fully developed, or isn’t particularly user-friendly.
The Impact
There’s no doubt that AI is going to shake-up the industry. Recruiters will need to be more technologically literate but, as a result, will be able to conduct more informed and efficient hiring processes. They will find themselves with more time to spend with candidates, ensuring they select candidates that possess the necessary skills, experience and cultural fit for the roles their are applying for.
AI doesn’t take away from the recruiter – it supports and enhances their role. Artificial intelligence isn’t stealing jobs, it is tool for improving efficiency to better serve your clients’ hiring strategy.
Is your business in the best position to react to new technology? If you thinking about updating your recruitment software, download our 3 step guide.
