The role of AI in the recruitment process, according to the majority of recruitment experts, is primarily screening and shortlisting candidates from a big pool of qualified talent. However, if integrated with an applicant tracking system (ATS) AI screening software is able to make hiring decisions using data such as previous job performance, skills, and preferences… In fact, the use of such software has already been used in the recruitment industry for a number of years. A few companies use such a system to ensure they are not missing any candidate when sending out job advertisements. Recruitment experts also suggest that companies consider a similar type of recruitment software for their human resource management needs. What is important to understand about this technology is whether or not it is right for your company?
A little bit about the recruitment process itself
If you want to know more about the role of AI in recruiting, then you need to understand a little bit about the recruitment process itself. When conducting human resource management, recruiters often rely heavily on a standard set of queries that help them identify potential candidates. While these questions are based on established criteria, there are still ways to analyze the data that are generated and use it to make innovative ways of evaluating applicants.
Databases used for AI in the recruitment process
To begin with, there are a number of databases that are used by recruiters for AI in recruitment. These databases have been built over the years to help managers sift through the large number of resumes sent out every day. Today, these databases are becoming increasingly advanced as recruiters become more dependent on using them as a source for making hiring decisions. The challenge with this approach is that human recruiters are still expected to do the same role of analyzing resumes that were generated by these databases in the past – that is, to sift through the resumes to find those that meet the specific needs of the organization. The reliance on computers to do the analysis of resumes is becoming an increasingly untenable situation. The importance of technology in business becomes more and more important..
There is a possibility that in the future, recruiters may turn their attention away from the traditional methods of evaluation of candidates and look to AI in recruitment for a solution. There are three potential reasons why this might happen. First, because of the tremendous increase in the number of resumes being submitted, the manual task that recruiters had to perform may no longer be necessary. Since most resumes sent out contain basic information that is easy to verify, the recruitment staff would not need to spend much time checking each resume. Second, because of the efficiency that these systems can bring to the recruiting process, it may be possible to cut the time spent on the evaluation of candidates by a third – or even half.
Reducing manual tasks in the recruitment process
In recent years, many companies have turned to artificial intelligence as a means of reducing manual tasks in the recruitment process. Recruitment software programs have the ability to weed out resumes that do not contain the specific qualities that a particular company needs. They can also determine whether candidates who have mentioned the specific qualities of a particular company requires are actually applying for a job or if they are just wasting time by sending in a generic resume. Recruitment agencies have already started using artificial intelligence to streamline the hiring and selection process. In the long run, businesses stand to benefit by saving thousands of hours each year that would otherwise be spent evaluating applicants.
Makes it easier to find the best talent
Another advantage of using AI in recruitment is that it makes it easier to find the best talent. Many of the current tools for recruitment already have ways of sifting through a large pool of candidates and identifying the best candidates for a specific job. Because human recruiters do not possess the same kind of intuitive skills that computers possess, it is often necessary for them to rely on external systems to provide them with the information they need to narrow down the field. Human recruiters cannot do this as quickly or efficiently as an artificially intelligent system can. Therefore, by outsourcing this task to another company, human recruiters can free up their time to focus on more important tasks, such as training new candidates, closing deals, and building relationships with management.
Good for the companies themselves
Another important use of AI in recruitment is for the companies themselves. By using artificial intelligence to identify the most talented candidates, companies can rapidly identify positions that they may need to fill internally, which means that they do not waste time recruiting and training new employees or spending money on benefits and insurance. This saves a lot of money. Because an AI Recruiter works specifically for the company, it can focus specifically on the needs of the company, rather than just looking for the right people to recruit. If a company hires someone who has the skills they need for a position, but the person does not have the required interpersonal skills, this could prove to be a costly mistake.
AI in recruitment will continue to increase in capabilities and effectiveness as more companies invest in this technology. Recruitment agencies, business owners, and hiring managers who are able to tap into the power of artificial intelligence will be in a strong position to leverage its benefits for their own company and their clients. The best companies will be those that can combine AI Recruitment with effective hiring practices and successfully land the best candidates. Eventually, human contact will become a thing of the past in the battle for talent and success.