Artificial Intelligence is gaining huge attention each year. Self-learning and intelligent tools are used in the software development and other IT areas. Obviously, AI is yet far from the human cognitive capabilities, but most of the modern machines will learn, makes tough decisions, and important thing. Even in the field of recruitment, Artificial Intelligence will speed up the process just by removing the manual tasks and makes recruiter time more productive.
Need for Artificial Intelligence
The HR processes include recruitment, onboarding, benefits, compensation, payroll, and more. But, automation is required in the recruitment process. Let us look at the reason:
- AI decreases workload of the hiring managers and experts by automating various tasks.
- The job position attracts many resumes. Thus, sorting it out and finding the relevant ones will be a tough task. In such process, recruiters may ignore or misplace several resumes and results in bad hires.
- When recruiters need to fill in the vacancy in given time, manual resume processing does not work, this technology come in handy.
- With its usage, recruiters will save time and pay more attention to different business activities.
Solve Sourcing and Screening Process
The current study state that around 46% of the companies struggle in finding the best candidates for their positions. Artificial Intelligence programs will search resumes or social profiles online to find the right candidates for every job based over specific features. They also will relay personalized messages for aspiring candidates and do this in scale — and something that human recruiters can’t do it alone.
Artificial Intelligence will overcome human biases at sourcing and screening process. The solution is training the software for data, which presents as the gender-neutral and teaching it to ignore any identifying information that may trigger biased decisions. So, organizations will find a wide range of applicants than if the recruiters had sourced it.
Benefits of using Artificial Intelligence for Recruiters
Saving time by automating difficult tasks
The report by talent acquisition leader state that the hiring volume may increase in the coming year, but their HR teams will stay the same size or contract. It means recruiters are expected to become a bit more efficient by AI technology.
Screening resumes manually is one of the most time-consuming processes in recruiting, particularly when around 75% – 88% of resumes received for the role are incompetent. Screening resumes & shortlisting candidates for interview will be estimated to take over 23 hours of the recruiter’s time.
Improving hiring quality by standardized job matching
Hiring quality is a recruiting black box because of an inability of closing the data loop (that is, checking what happens when candidates get hired). Since HR data has got simple to collect, analyze and access over the years, hiring quality has become the top KPI of recruiting.
AI promises to improve hiring quality lies in the capability of using data to normalize the right matching between experience, skills and knowledge and requirements of a job.
How Can AI Change The Role Of A Recruiter?
The experts in the industry believe that future of Artificial Intelligence in recruiting is the Augmented Intelligence. It is a belief that you can’t complete replace the human abilities with technology. But, augmented intelligence recommends we create technology to improve human efficiency and aptitude. An ability to use AI to automate administrative and repetitive tasks can be very valuable. There’re 3 primary ways the technology can change the recruiter role:
- Recruiters will get time to evaluate the candidates personally and build relationships that will help to determine the cultural fit.
- Recruiters can conduct the proactive strategic of hiring instead spend their productive time with the reactive backfilling.
- Recruiters can close a loop with the hiring managers as Artificial Intelligence allows them use data that will show recruiting KPIs that includes hiring quality.
Help in Interviewing
Artificial Intelligence in HR offers one simple way of not just reaching out to the possible candidates, but rank, screen, and shortlist the resumes based over the traits highly relevant to your firm. Then, when you have the complete list of people that you want to interview, chatbot will act as a scheduler.
There are some AI tools that will help you to conduct the later-stage interview before you invite the candidate to visit personally. Conducting the video interview with some of the preset questions, you may run the AI software to analyze the candidates’ facial expressions, voice tone, mannerisms, as well as choice of word.
The technology can make it more likely you may end up with the new employees that will fit your organization culture that is why big brands like Facebook, Apple and Google are making use of this technology for many years. Many companies are using this technology and improving their productivity.
Challenges of Applying Artificial Intelligence in Recruiting
AI Needs Plenty of Data
Generally, AI needs plenty of data to understand how to mimic human intelligence. AI that utilizes machine learning requires plenty of data to know how to screen the resumes as rightly as human recruiter. It will mean going through plenty of resumes for one specific role.
AI Can Understand Human Biases
Artificial Intelligence for recruiting assures to decrease unconscious bias just by ignoring information like candidate’s age, race and gender. But, AI is trained in finding patterns in earlier behavior. This means any human bias, which might be in your process – even though it is unconscious –will be learned by Artificial Intelligence.
So, to avoid replicating such biases that might exist, ensure that AI software vendor that you use is totally aware about such issues and have taken the right steps to remove the clear patterns of the potential bias (like hiring graduates from some college).
Skepticism of Using New Technology
The HR professionals are regularly bombarded with the greatest and latest trend that disappears as quickly. Reasonably, talent acquisition and recruiting leaders are a bit skeptical about using any technology, which assures to make these jobs easier. Reason is they would like to make sure that any program that can automate their work tasks will do as better job as they will.