The major news in recruiting for the year 2017 was undeniably AI, and with its increasing adoption this trend is only expected to increase in 2018.
By working with tools like ATS, recruiters have used technology to make their jobs easier, faster, and better or in other words highly efficient. Employees are the company’s most important asset, which makes talent acquisition strategy the foundation for ongoing success.
AI is capable of considering a probable employee for a particular position by looking at candidate’s background and matching up with those workers by identifying certain qualifications, educational history, work experience and other factors that consider a candidate has the background to emulate the top performers at your organization.
According to a study by Harvard Business Review, it was found that 44% of businesses incorporate AI into their IT functions, and 19% use AI to predict their customers’ future purchases and present them with suitable offers. Businesses are also beginning to see the benefits of AI in recruitment. According to Ideal, 96% of senior HR professionals consider that AI can highly leverage talent acquisition and retention.
Here’s how AI can help:
- In Posting Jobs: AI can use programmatic advertising technique which gives the user the ability to place highly targeted ads in front of the targeted audience based on their browsing history, online activity, and cookies. Cookies can be used to track candidates who visit career pages, allowing us to compile records of what other pages they’re browsing and what type of jobs they’re looking for.
- Sourcing candidates: AI, in the form of machine learning, sources, and qualifies candidates online in resume databases such as CareerBuilder, Indeed and Monster for recruiters to follow-up with. The process often uses Sentiment analysis which comprises of the use of natural language processing, text analysis, computational linguistics, and biometrics to systematically identify, extract, quantify, subjective information. It can also help recruiters in creating job descriptions with keywords that attract a more diverse candidate pool.
- Resume screening: Manually screening resumes is a fairly tedious task, however, by using the machine learning ability AI screening can be automated by learning what existing employees’ skills and qualifications are. By assigning certain rules and triggers, conversations related to specific hiring or job queries and receive instant answers can be automated.
- Messaging and data collection: Chatbots that use natural language processing to collect data from candidates, in form of screening questions, chat responses, answer FAQs about the job, and schedule an interview. Information from a candidate collected by the chatbots is then fed into a job portal/s or sent directly to a human recruiter to follow up with the candidate. This process reduces the need to respond to emails, phone calls, and text messages without compromising on candidate experience.
AI technology is capable of changing many things. However, it still is not equipped enough to remove complete human interaction. AI can help bypass back-end and repetitive processes, ultimately assisting recruiters in finding the right talent. The technology is here but it is not all-encompassing; conducting face-to-face interviews may still promise a satisfactory match than otherwise. While AI can assist in many parts of the recruitment process, the human involvement remains imperative.
In the very near future, most recruitment models will involve AI. AI is already transforming every business vertical; in medicine, AI is taking the role of a clinical assistant to help physicians make faster and reliable diagnoses. Companies like General Electric & Siemens are using AI for monitoring machine fleets and factories.
Artificial Intelligence is also rapidly evolving in the Staffing industry and is bound to change the game of recruitment. Jobinvote CEO, Dan Finnigan said, “If recruiters and companies can learn to pair themselves with a specific AI, they can train it to understand a particular corporate mission and culture, so that recruiters feel like they leverage these chatbots and other similar technology as extensions of their teams, not as replacements for them”. In the words of Cyberpunk author, William Gibson, “The future is already here, it’s just not widely distributed.”
