The thought of Artificial Intelligence (AI) immediately brings up concerns about both its inevitability and how its disruption will impact various industries. This is true for the HR industry, in which AI talent platforms have been adopted by a significant percentage of organizations already.

In a recent Korn Ferry survey, 63% of 800 HR professionals said AI has changed the way they recruit, and 69% said that using AI in recruiting results in higher quality candidates.

Leveraging AI increases recruiter efficiency by automating redundant tasks and accelerating the time-to-hire. As a result, recruiters hire the right candidates, for the right jobs, at the right time.

Although there have been some vocal concerns about AI replacing recruiters, LinkedIn found that just 14% of talent acquisition professionals were concerned about AI taking away their jobs.

In reality, the fear of losing jobs in the HR industry is unwarranted. Most recruiters understand that AI simply can’t replace the personal, human, emotional and intuitive aspects of recruiting.

AI can assess the potential of the candidate on a foundational level, but the ability to identify the unique potential of each job seeker, especially one who is changing careers, is largely subjective based on multiple factors and years of human experience.

AI cannot fully assess the concept of corporate culture and how a particular candidate will fit within one. It can screen resumes for compatibility and ask questions, but it is ultimately the in-person interview or job audition that allows recruiters to make this complex and abstract decision.

AI will also not be able to replace the skill of building human relationships. This aspect of recruiting is often the final deal maker or breaker when a candidate is choosing between several offers. The experience with a human recruiter, their familiarity, and comfort level with them can easily sway a candidate from one company to another, despite all other factors.

With the talent acquisition (TA) landscape rapidly changing due to new technology, TA professionals have to quickly adapt in order to win the battle for the best talent.

Recruitment automation, powered by artificial intelligence now provides another learning curve for recruiters. These artificial intelligence solutions promise to automate the more redundant tasks of the recruiting process.

An artificial intelligence talent platform drastically increases a recruiter’s productivity. Teams that implement such technology see a decrease in their time-to-fill as well as an increase in candidate engagement. When recruiting teams utilize recruiting automation, they see a 35% reduction in their workload.

An AI talent platform can screen, match and qualify candidates more accurately and faster than humans. An AI-driven platform boosts your overall efficiency by taking over those repetitive tasks during the screening and matching process.

Your time is better spent engaging with high quality, well- matched candidates, rather than spending time screening and qualifying candidates that may not be the right fit for the job. You can rely on an artificial intelligence talent platform to find the best matches, opening up more of your time and energy to engage high value, high probability candidates.

In a recent study, the average time spent by a recruiter on a single resume review was found to be approximately 6 seconds. Off the shelf and custom solutions are designed to screen tens of thousands of candidates while taking in more detailed information efficiently and accurately. This gives each candidate a chance to be considered and evaluated based on the entirety of their resume, rather than a screening limited to job titles, company names and start/end dates.

An intelligent machine can review thousands of resumes and profiles in minutes. It is physically and cognitively impossible for a TA professional to review a large number of applications as efficiently, consistently and accurately.

A machine is able to sort through the entire candidate pool and pick the best candidates to review, giving recruitment professionals the opportunity to source from a shortlist of high-quality candidates.

With an AI talent platform handling pre-screening, recruiters can spend more time on phone and in-person interviews, giving them a more comprehensive view of each candidate before they make a decision.

Utilize an AI Talent Platform in combination with your ATS/CRM to reduce the bias. AI can consistently analyze, match, prescreen and show a shortlist of the best candidates, based on merit.

Make sure this AI tool not only scores and provides the best candidates based on merit, but also has the ability to redact or hide any data that could cause unconscious bias when recruiters present talent to hiring managers. The manager will then decide their top candidates to interview based on the candidate score. As mentioned before, you will never fully remove bias as the human touch still needs to be present for the in-depth interviews.

However, by using the AI tool to do the pre-screening qualification, it will reduce bias.

If you let your AI powered talent platform to rank candidates based on merit - you are effectively attacking your unbiased hiring dilemma.

There is no way to completely remove the bias in hiring, but thankfully, with the rapid advancement of technology in our industry, specifically AI, we can finally start improving our process in unbiased hiring.

With negative hiring experiences spreading quickly through social media and employer review websites, companies must devote resources to delivering the highest quality experience possible to potential candidates to stay competitive.

Adding to the challenge, there is a major shortage of talent in several tech sectors, among other industries. This makes it more important than ever for HR departments to tailor their hiring practices to address job seeker needs.

AI powered chatbots allow for more efficient and intelligent conversations throughout the process. Candidates are automatically asked relevant questions to help HR with screening, while they in turn are also able to ask a wide range of questions about the job to address their primary concerns.

This is much faster than a traditional pre-qualifying phone interview during which time is limited and job seekers often have little opportunity to discuss everything they want. Although interviewers frequently ask candidates if they have any questions, the inherent assumption is that the questions will be limited for the sake of time.

Although an AI conversation is automated, it stays relevant and concise, while allowing for more flexibility on the candidate’s end if they wish to spend more time learning about the company.

Furthermore, because AI chatbots learn and evolve as more data is acquired, including candidate feedback, they allow for greater efficiency in terms of addressing candidate needs and concerns.

Creating a more transparent experience is essential guarantee that candidates walk away knowing everything they would like to know about the company.

An AI talent platform caters to candidate needs by ensuring they can get fast answers to their concerns about day-to-day responsibilities, benefits, vacation time, office culture, scheduling and more.

The limited time and pressure of a phone or in-person interview often results in candidates forgetting several questions they were intending to ask. They might remember them at a later point or in the middle of the night, but of course it is inconvenient for a follow-up at that point.

That is where chatbots have a role, to continue to engage with your candidate.

This more seamless and relevant hiring process enhanced by AI, leaves applicants with a positive experience regardless of whether they join a firm or not.

This in turn helps employers develop and maintain a likable brand. Employers with likable brands get twice as many job applicants as those with negative brands.

So, there is no question that investing in a more positive candidate experience is worthwhile for employers, but how exactly can AI assist with this?

AI talent platforms allow employers to provide a more efficient, seamless and desirable hiring experience from the candidate’s point of view, enhancing the employer brand, saving time for HR staff, and helping both parties more quickly determine if the opportunity is right for them.

In turn, the employer brand becomes more transparent and begins to grow by word of mouth, as each candidate will get a better overview of exactly what the company and its job opportunities have to offer and pass that onto others.

AI allows for a more human hiring experience.

 

Written in collaboration with emonalytics and Aviro AI.