Five Ways Artificial Intelligence Will Ease the Life of Recruiters -

Recruiters are brimming with fear of obsoletion as Artificial Intelligence(AI) makes its way into the recruitment industry. And if you are also one of those recruiters, let us tell you that it’s not an irrational fear. Not when AI continues to automate manual processes and eliminate related jobs.

But does that mean the recruitment industry doesn’t need human recruiters anymore?

Well, no.

In place of completely replacing humans with bots or automating the processes, artificial intelligence unifies technology and recruitment to ease the hiring process. It enhances the existing recruitment process by offloading manual or repetitive tasks that massively keep you occupied. This means you now have more time to invest in strategic roles that actually need your human brain and effort.

For instance, you can now invest time and effort in building candidate relationships than in screening thousands of resumes manually.

This is just one example. Artificial Intelligence has now trickled into every area of recruiting. Below is a list of five such intriguing AI use cases that are going to make your recruiting life easy in the future.

Five Ways How Artificial Intelligence Will Ease Life of Recruiters

1. Lift the Manual Screening Burden

On average, each corporate job offer attracts 250 resumes, among which 4 to 6 get shortlisted for interview and only one gets the job. This means you parse through 200+ resumes to filter 4-6 applications for a job. AI-led screening tools lift off this burden and automate the whole process of screening for you.

It screens through thousands of resumes in a short span of time and feeds on historical and existing candidate databases to learn about the filtering criteria. These tools pick on information such as the kind of candidates hired in the past, skills, and experience they had, their tenure with the company, and more to sift the applications.

After analyzing what best suits you and what doesn’t, AI screening tool grades the candidate applications from A to D, or Red to Green for you to choose the applicants according to your preferences.

2. Expanding Candidate Outreach

Searching for passive candidates has always been a hassle. According to the Linkedin Talent Report, 70% of the workforce consists of passive talents who reside in distant corners of the social media or professional networks.

Artificial Intelligence helps you reach these corners of the passive talent pool through keyword matching and programmatic job advertisement tools. These tools strategically display job ads on passive profile and gauge their interest on the same. Taking it a step further, many tools are also curating candidates’ profile information from different sources such as job portals, resume databases, social networks, and more to proactively assess if candidates are fit for the position and are open to new opportunities.

3. Assist Through Virtual Assistants & Chatbots

Earlier, gathering initial information for screening and interviews involved a series of calls to the candidates. The more candidates you want to screen, the greater number of calls you have to make. Apart from being time-consuming, this process demanded a lot of manual effort on your part. And any misplacement of information would mean losing on the candidate or calling them again to recollect the lost information.

Due to this, a lot of companies are now turning to Virtual Assistant and Chatbots to gather the initial level of candidate information. These chatbots are not only helping you collect information but are also helping candidates acquire all the relevant company and job information, beforehand. As a result, it takes the burden of answering hundreds of query calls every day off your shoulders.

Mya, Ideal, and Wade and Wendy are some of the most talked-about bots in the recruitment industry. These bots reduce a lot of your administrative tasks including,

Collecting candidate information such as resume, contact information, work portfolio, etc.
Asking screening questions about candidates’ experience, knowledge, and skills
Categorizing and ranking applicant on metrics such as qualifications, engagement, or recent activity
Answering FAQs about the job and the application process

In a recent survey by Allegis, conducted over 200 job seekers, 58% of candidates said they are comfortable interacting with AI and recruitment chatbots in the early stages of the application process. An even larger percentage – 66% – were comfortable with AI and chatbots taking care of interview scheduling and preparation.

4. Automate Interviews and Follow-ups

Another recruiting field that Artificial Intelligence is entering into is scheduling and conducting interviews. Tools like Mya, Autoview, and HireVue, are now taking interviews on behalf of companies. Taking the interview analysis a notch higher, these tools are analyzing candidates through facial expressions, gestures, sentiments of voice and text, knowledge about the role and personality.

Moreover, software like x.ai is also helping recruiters automatically schedule and follow up for the interviews. It automates the most tedious parts of scheduling — finding compatible times to meet with large groups, sending follow-ups, and rescheduling meetings.

5. Refine Recruiting Language

A study conducted on gendered language in job advertisements/descriptions demonstrated that gender bias is still prevalent in the recruiting industry.

Study compared the language in job advertisements for both male-dominated and female-dominated fields. They found that,

Job advertisements within male-dominated areas contained greater masculine wording than advertisements from female-dominated areas.

It suggested that the presence of more men in a field is a strong predictor for masculine gendered language in job descriptions. In fact, there’s a strong correlation between the language you use on your JDs and the gender you hire for that role.

Textio, an augmented writing tool focuses on uprooting these biases from the recruiting language, be it regular conversations or job descriptions. This tool guides you in real-time to converse in a confident and unbiased language. After drafting your JDs, you can upload the content on Textio to assess the quality and bias of the language used. Focused on augmenting the recruiting conversation, it ensures you use a consistent brand language over all your brand platforms.

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