AI is changing the face of the recruitment industry. The traditional recruitment process can be time-consuming and prone to human bias, as it involves manually sifting through CVs, conducting interviews, and selecting candidates. With AI, the recruitment process can be completed faster, more accurately and with less bias.
So, what is AI? Artificial Intelligence (AI) is defined as the field which combines computer science and robust datasets to enable problem-solving. AI also encompasses machine learning and deep learning sub-fields, frequently mentioned in conjunction with artificial intelligence (IBM). Within this blog, we will explore how AI is impacting recruitment and the benefits it brings. According to SHRM, 88% of businesses worldwide already use AI in some capacity, and AI is the no.1 trend influencing how employees hire.
AI automation enables recruiters to adopt a candidate-first strategy; they can make hiring choices by looking at more extensive data results from the market and communicating with candidates consistently. Therefore, recruiters can better represent candidates for new jobs as a result. On average, 250 CVs are sent for a job application, while only 4 to 5 may be interviewed for the job; this shows how timely factors such as CV screening have within the recruiter’s role. The idea for AI in recruiting is to streamline various aspects of the process, in-particular repetitive tasks.
Automated CV screening
Tools such as Ideal, CVViZ, Skeeled, XOR or Hubert can help recruiters screen CVs quickly and accurately. These tools can scan keywords, experience and education. 20% of recruiting-related management tasks have the ability to be automated. They can also analyse candidates’ social media profiles or online presence to understand their deeper interests and personal skills. This process eliminates the need for manual screening, reduces the chance of human error, and saves the recruiter time so time can be spent more efficiently.
Chatbots for Initial Screening
Chatbots are another AI-powered tool that can help recruiters in the initial screening process. These bots can conduct initial interview questions, answer candidate questions and provide feedback. They can also collect candidate data and feedback, which somebody can be used to improve the recruitment process. Although, these generated responses can look scripted and not be as effective or feel as accurate as a human response, which can be a drawback of this technology development.
AI-powered video interview tools such as Pictory, Synthesia or Deepbrain AI are becoming increasingly popular in the recruitment industry. These tools can conduct video interviews, analyse body language and assess the candidate’s personality traits. The AI-powered tools can also provide feedback to the recruiter, helping them make better decisions.
Recruiters can make better hiring decisions by using AI-powered predictive analysis. These tools can analyse candidate data and predict their future performance. The data can be analysed against past performance metrics to predict which candidates are most likely to succeed in the role.
A benefit to recruiters is that the recruitment process bias is reduced through using AI-powered tools. The traditional recruitment process is prone to unconscious bias, such as gender and age. AI tools can eliminate these biases and focus solely on the candidate’s qualifications and experiences.
A recent statistic shows that 82% of CVs submitted for a role are generally unqualified. To save money and time, recruiters can use AI tools such as Breezy.hr, JobAdder, Clovers or Clara. These tools can automate many manual, tedious tasks involved in the recruitment process, such as CV screening and initial interviews. This process reduces the need for human resourcing, therefore saving money for the organisation and time so that the recruiter can spend time more efficiently.
Disadvantages of AI in Recruitment
As with everything, there are always disadvantages. Studies show 9 in 10 job seekers want to avoid dealing with automated CV tools during the application stage, as a result, three-quarters of candidates look negatively at employers who include AI at the point of application. Challenges such as data as AI needs lots of data to replicate human intelligence successfully; therefore, this fails without significant data. Since AI is still relatively new, mistakes can happen; for example, if a phrase is entered incorrectly, AI can present this data incorrectly. Human touch, as always, must make some decisions, such as understanding the candidate’s work ethic. This must be completed through an in-person interview, increasing the chance of human error. AI can learn human biases if data already exists and has been placed carelessly; therefore, AI can pick it up. All these factors affect AI in recruitment in a negative way.
In conclusion, AI is revolutionising the recruitment industry. AI-powered tools can help recruiters screen CVs, conduct initial interviews, analyse candidate data and reduce bias. The recruitment industry is moving towards a more efficient, accurate and bias-free process. As AI technology improves, we can expect to see more advancements in the recruitment industry in the future.