The ability of a machine or computer system to perform tasks that normally require human intelligence such as problem-solving, learning, and generalization has become the topic of discussion as of late. Whether it’s about Facebook’s feature that automatically tags images, consumer purchase prediction tools, what Alexa told a 9-year-old or HBO’s hit TV series Westworld centered on AI-powered robots, we cannot stop talking about artificial intelligence. And now, artificial intelligence has made its way into recruiting.
So, what exactly does artificial intelligence (AI) in recruiting mean for employers? Will recruiters receive support in their variety of responsibilities, or will artificial intelligence software—gasp—ultimately replace the role of the recruiter?
Let’s take a deep breath, explore what we know about artificial intelligence software in recruiting today and what may come in the future.
1. Quality Improves with AI for Resume Review & Candidate Screening
Companies have been known to receive hundreds of resumes for an open position. This makes the thought of a recruiter scanning through all of them seem dreaded and hopeless. Thankfully, today’s applicant tracking systems have made the resume screening process easier. Resume parsing tools identify a candidate’s related skills and qualifications (or lack thereof) based on approved keywords that automatically move that candidate forward or remove them from consideration.
AI for resume review and candidate screening has reduced bias while also enabling recruiters to re-focus their time on other priorities.
2. Candidates Stay Engaged & Recruiters Save Time with Artificial Intelligence Software for Email Automation
If you’ve ever looked for a job, then you know that nothing is more frustrating than applying for a job and not hearing back. And people talk. Candidates who are left to wonder for too long may look to share their negative candidate experience with others. These candidates may even avoid buying products or services from that company for good.
Therefore, companies that use email automation and AI technology can easily uphold their brand image, giving candidates confidence and the reassurance that their information has not only been received (by what looks like an actual person or recruiter), but that they will soon hear a “personalized” response about any next steps in their hiring process.
On the flip side, the pressure recruiters face to meet time-to-fill metrics and hiring goals can be immense. Thanks to today’s automation technology, recruiters have gained valuable time back in their day (think little to no manual data entry) to focus on what should matter most, finding and hiring the right top talent.
3. PaaS within Talent Acquisition for Today & Tomorrow
Many of today’s business leaders fear that key skill shortages such as creativity and emotional intelligence could impair their organization’s growth. Yet, many companies have not set budget aside for artificial intelligence software that will offer big data analytics or predictive insight. And can we blame them for not doing so? No—the recruitment industry is complex with endless solutions on the market for companies to source, recruit, hire, and retain the best-fit talent. According to Netskope, the average business uses 48 applications for HR, and 97 percent of them are not well-integrated.
To solve this issue and relieve some stress those in HR face, Platform-as-a-service (PaaS) has emerged within the talent acquisition space. PaaS is one (let’s say that again since it feels good, ONE) simple-to-use system of record that unifies all hiring tools into one common language and interface. PaaS enables organizations to integrate many recruiting applications, building a tailor-made talent acquisition strategy armed with key performance analytics that also lays the foundation for additional future in-platform AI capabilities. The collection and analysis of vast amounts of organized data that lives in one centralized system is huge and because of this, we’ll continue to see a shift toward data-driven recruiting.
Overall, today’s recruiting landscape is dynamic. New technologies, big data, emerging job seeker behaviors, the rise and fall of skillsets, and now artificial intelligence will all continue to impact what recruiting looks like. Previous time-consuming tasks will become a thought of the past thanks to AI software that offers efficiency. Still, there will be a need for human interaction to fully understand a candidate’s needs and desires, and to appropriately place them in the right position.
Recruiters will not be obsolete but will need to stay up-to-date on the latest AI in recruiting technology to use the time gained to proactively source candidates, analyze data to think proactively, and successfully hire.