Running Your Business

How AI in the Workplace Could Affect Your Recruitment Process

  • Artificial intelligence is coming to the workplace recruitment process
  • Streamlining some of the workflows in recruiting (like sourcing and ranking) candidates can help your office recruit more efficiently
  • AI will not replace human recruiters—but they can give your hiring process a competitive edge
Posted by August 20, 2018

With Artificial intelligence (AI) becoming a tool that organizations are increasingly looking to add to daily operations, many different processes are now ripe for automation.

Enter: Recruiting automation. Now, before you jump to conclusions about AI in the workplace and imagine a “robo-recruiter” with stilted language, hold on. This could be great news for recruiting new hires!

What Is Recruiting Automation, Exactly?

Recruiting acquisition teams perform a host of daily duties, many of which can be time-consuming and tedious. Automating these tasks can streamline the recruiting process and eliminate some of the inefficiencies that burden a recruiter’s job.

For instance, recruiters have many stages in their workflow that can be improved upon. These professionals are in charge of candidate sourcing, engagement, scheduling, interviewing and selecting the best person for the job. Imagine if some of those processes were streamlined with AI in the workplace, which could leverage algorithms and machine learning to source candidates both effortlessly and endlessly.

This automation could increase a recruiter’s productivity and reduce the time needed to fill a position as well as improve cost-per-hire and enhance the talent pool. It’s important to note that recruiters aren’t in danger of being replaced by robots—AI can only improve the recruiting task.

How Does Recruiting Automation Work?

AI in the workplace can be implemented along the recruitment funnel everywhere from sourcing the candidate and screening their experience to running assessments and background checks. Additionally, the technology can be used to schedule interviews and rank candidates for selection.

Many companies are implementing recruitment automation to help engage qualified talent faster, weed through the competition more effectively and increase the competitive edge in hiring good candidates.

How Does Recruiting Automation Help?

Since automating some of the steps along the recruitment funnel saves time, increases efficiency and results in a quicker hiring process, recruiters can benefit from the addition of AI. What’s more, quality candidates that have been carefully selected using analytics may result in better quality hires.

In terms of ROI, SHRM’s latest Talent Acquisition Benchmarking Report found that it takes about 36 days to fill an open position in the U.S. manually (the old-fashioned way). However, companies who enable recruiting automation can reduce that time by 7-15 percent, according to Entelo. This could leave more time for your organization’s recruiters to meet with applicants, fill additional positions or simply get a cup of coffee with candidates.

What Are the Downsides?

Since automation only works well when it’s used to augment the work of a human, no one is purporting recruiting automation will take the place of the human recruiter. But other industries are using similar automation techniques to streamline certain steps in the health care and retail funnels, with good results. Automation in recruiting is likely to become more accepted (and mainstream) once the benefits become clear.

Still, real people will always be better than AI at some aspects of recruitment. For instance, pre-screening or interviewing a candidate is not something an algorithm or AI in the workplace is likely to accomplish well. And selecting a final candidate may best be left to humans, rather than automation.

Even with the additional help of a candidate-ranking algorithm, AI could never make up for that good feeling you get about a candidate after discovering that they’re the perfect addition to your team or experiencing a special connection during a get-to-know-you interview. Those things are best left to the professional—human—recruiter.

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