Over the last few years, recruiters have increasingly turned to AI recruitment tools that help streamline the process of finding and attracting talent. Artificial intelligence can easily integrate with nearly any type of software—from recruitment marketing and email systems to applicant tracking systems—and greatly benefit the organizations that employ the technology.
In many cases, AI provides a more personal interaction with candidates without the need for increased work on behalf of human recruiters. But is AI recruitment right for the type of business you run, and can it produce better results than screening candidates the old-fashioned way? If so, how can your organization begin to tap into the benefits of AI as part of your hiring process? Here’s what you and your team needs to know.
The Pros and Cons of AI in Recruitment
There are several pros and cons to understand before adding AI to any recruitment process. While artificial intelligence is making things easier for recruiters, it is not a complete substitute for human interaction.
AI recruitment is most useful for augmenting routine human tasks—not replacing them. For example, sourcing candidates from various career portals is a great task for AI. The Entelo 2018 Recruiting Trends report showed that on average, hiring managers spend about 13 hours a week sourcing candidates for just one position. AI can quickly parse through candidate profiles, process candidate pre-hire assessments and find those who can be shortlisted for the next steps in the hiring process.
However, recruiters must still foster relationships with candidates! They can do this by sending personal emails to check in with prospects, building social media communities, cold calling passive talent to generate interest and inviting candidates to open houses. With the extra time that AI affords recruiters, they will have the ability to maintain that human connection that candidates value.
AI can make suggestions and improvements based on candidate behavior and actions. One example is the chatbot, which can “live” on the career website and answer simple questions. It learns more as it receives input from applicants, eventually encouraging candidates to submit their information for consideration. Some chatbots are even programmed to use video technology that analyzes the emotional response and facial expressions of the candidate. This data is then added to the individual’s profile for later review by the human recruiter.
The main goal of using AI recruitment is to make the hiring process seamless and consistent while reducing unintentional bias and keeping candidates in the loop about their status. It can effectively support candidate engagement and make for a more pleasant overall experience.
So, Is AI Recruitment Suitable for Your Business?
Many small businesses can benefit from using AI tools for their talent acquisition efforts. If there is rapid growth occurring, it’s nearly impossible for a small human resource and recruitment team to keep up. This means candidates won’t be getting the attention they require and could move on quickly. AI gives recruiters the opportunity to assign tasks that help make talent acquisition more efficient and consistent. It isn’t costly and it delivers what it promises.
Be mindful that AI is not to be used to make hiring decisions, though. This is still something human recruiters need to handle. Kurt Heikkinen, president and chief executive at the video interviewing platform Montage, told Forbes, “AI can still inform better, faster and smarter hiring decisions when applied but it’s imperative that AI be used to inform hiring decisions, not make them.”
Ask yourself if the recruitment process at your business could use a little help: Are there tasks and people falling through the cracks? If the answer is “yes,” seek out a recruitment solution that includes AI and give it a try. It won’t detract from your good, old-fashioned recruitment methods—but it could make things better.
How to Implement AI (and Benefit From It)
When deciding where AI could fit into your organization’s recruitment efforts, carefully evaluate the tasks that take up the most time for your hiring managers. For many, it’s sending out follow-up status emails to candidates. However, screening phone interviews, reading resumes and scheduling in-person interviews with candidates also takes a lot of time.
As a test, allow a trial run of an AI-enabled recruitment product that can handle these tasks. Most products are designed to integrate with existing hiring systems, so gather feedback from your recruiters and candidates on its performance. If the outcome is largely positive, consider ways to make the technology a more integral part of the process.
Are you searching for tools and resources that can help your colleagues manage their dental benefits? Check out the offerings within the Employer Toolkit hosted on United Concordia Dental’s website.