The Future of Recruiting: How AI Will Change the Hiring Process

It’s not easy finding good candidates for an open position. Advertising the company and job openings to job seekers around the globe is challenging in and of itself and, unfortunately, these job advertisement campaigns are not always fruitful. Job opening advertisements go out and very few applications are submitted.

Integrating AI into the candidate sourcing stage of recruitment opens up opportunities for greater reach in your search for a new hire. For example, AI can analyze previous job advertisement campaigns and recommend improvements for the next one, such as highlighting which job listing platforms to use and what keywords to target in the SEO copy. You can even use an AI-powered chatbot to interact with candidates and answer their questions about the position.

With greater reach and a more engaging candidate sourcing strategy, you have a higher chance of hiring the right person for the job.

A professional recruiter will do their best to be as unbiased as possible. After all, it’s not their job to hire the candidate they liked the most. Their job is to hire the candidate that possesses the knowledge, professional skills, and experience that makes them ideal for that particular role. Regardless of how objective or impartial a recruiter tries to be, some level of bias will always be present.

Integrating automated systems that sift through the applicants to identify notable qualities to determine which candidates are apt for a position is a great way to reduce bias during the recruitment process. Sure, one way or another, the recruitment process will involve some amount of bias on the part of the recruiters, but automated recruitment software aims to keep this bias to a minimum until an in-person interview is scheduled.

An increasing number of recruiters are moving toward integrating AI HR software that is capable of assessing candidate applications and compiling reports of their strengths and weaknesses based on this information. HR specialists benefit from this feature’s ability to send objective reports about the candidate’s professional skills, experience, and career milestones.

This feature is especially useful when working with CVs and resumes, which tend to be structured and worded in unique ways. Recruiters spend a long time looking through these and skimming for useful information. AI can extract useful information in a matter of seconds and present a more concisely-worded report that gives recruiters all the information they need to come to a decision.

Such precise information can also be very helpful later on in the hiring process, when it’s time to discuss HR benefits with recruits.

When talent acquisition specialists are having a hard time deciding on which candidate to choose, AI can offer additional input that may tilt the scales in the right direction.

Stepping up the sci-fi vibes of AI in employee recruitment, you can find HR software or recruiting CRM software that provides useful input during interviews. Some AI models in development specialize in analyzing interviews and helping HR specialists understand the strengths and weaknesses of a candidate. There is a lot of potential in this technology.

An AI-assisted interview can allow for greater insight into the candidate’s expertise. AI trained to spot particular words and phrases relevant to the position can provide feedback to the interviewer about what it “believes” is the experience level of the candidate. For example, it can spot the candidate fumbling with a particular question or misusing job-related terminology and predict that the candidate may not be as experienced as they claim.

Recruiters should not rely entirely on the AI tool for something as case-sensitive as a job interview, however, there are quite a few benefits to incorporating AI technology into this stage of recruitment and helping talent acquisition specialists make more effective decisions.

These are just a few of the ways AI streamlines and improves the talent acquisition process. It’s important to keep in mind that technology evolves very quickly and there will certainly be more innovations down the line to make the process of finding, hiring, and onboarding new talent much easier than it is today.

Ciara Byrnes spends most of her time reporting on digital marketing for an over-stressed audience of marketers and business owners trying to keep up with the fast pace of change. To center herself, she has become a wellness enthusiast, reaching “highs” like morning yoga on the porch of her family’s summer lake cabin to “lows” like failing to convince herself that wheatgrass is actually yummy.