The usage of artificial intelligence in recruitment aims to automate functions that are repetitive and high volume. For instance, a survey by LinkedIn suggests that nearly 67 percent of recruiters and hiring managers think that AI helps them save time.

Moreover, AI in recruitment functions has lasted the test of time. From the applicant tracking system to revolutionary bots, artificial intelligence has streamlined various recruitment processes and functions.

In this article we will discuss the interesting uses to AI in recruitment:

Recruiters are not professional writers and it becomes a little tricky when they compose job posts, especially for technical profiles. In most cases, they just try to wing it and that can cause problems in attracting the right candidate. 

There are companies working on this specific issue on how to compose better job posts to make the resume screening process effective. Their objective is to analyze massive amounts of data and information to write posts that are appealing to the candidates of all genders and backgrounds.

For instance, Textio provides an augmented writing platform that gives you suggestions on how you can improve your job post. You can download a Google (News - Alert) Chrome extension that works as a writing assistant.

The use of AI in conducting assessments has become largely popular and especially during Covid-19.

The traditional format for conducting an assessment is choosing a test center and 2-3 invigilators who oversee it. This has often worked, but it is time-consuming and not easy on the pocket.

Assessments help companies check the competency of the candidates on behavioral, technical, or sales proficiency.  They can be done at home with just a laptop and a functioning camera. It is cost-effective and candidates do not need to visit test centers as well.

It is safe to say that AI has made it incredibly easier to conduct these tests. The image recognition technology identifies the person. The camera, microphone, and the laptop automate everything.

They examine any weird behavior among the candidates from looking away to suspicious noises. For instance, Interview Mocha helps companies with a platform for skills assessments and online proctoring.

Chatbots are helping automate certain functions of the job application process. For instance, hiring managers need to oversee all the emails from the candidates and reply to each query. This consumes a ton of time and can be automated by using a chatbot.

Moreover, it helps in resolving the candidates’ queries instantaneously that accelerates the whole process, and saves time. But, the downside is that companies need to invest in good chatbots that understand the question of the applicant.

There are several good options available that work as AI recruiting assistants. You can try Mya, Olivia by Paradox, or XOR. You can ensure their effectiveness by trying out these bots as an applicant and question the bot on the various sections of the application process.

Matchmaking for candidates and employers is an interesting subject, but it will take a while to fully implement it. It aims to provide a customized experience for the applicants.

To give you an analogy, there are websites that are providing an interactive experience to the people for choosing the right presidential candidate. They match the people with the candidate holding similar beliefs as the people.

The same can be said about recruitment functions as companies receive an overwhelming number of applicants for a job post. Having hiring managers manually go through each application to find the right candidate will be a time-consuming process and you may even miss out on the right candidate.

By using AI, recruiters can automate such processes and find the right candidate. Moreover, it eliminates any candidate bias as this tool will check the compatibility of the candidate with the organization as per the skills.

So, all the candidates need to do is to make a job-specific resume that showcases the proficiencies in line with the target profile.

A survey by Mckinsey suggested that companies that are diverse are 15 percent more likely to outperform than their contemporaries. So, the executives’ objective is to build an inclusive culture.

But that is not it. By using AI, you can find answers to “when do candidates leave”, “why did the employee leave”, or “how to retain employees”. However, the only limitation is that it only works for larger corporations since the data that companies can utilize has to be their own.

AI has helped companies eliminate bias that has paved the way for a diverse workforce. It can help in choosing appropriate interview panels, recommend appropriate salaries to minimize differences, enforce data-based decision making to select the right candidates.

Here are a few key takeaways from the article:

• Utilizing AI-powered writing assistants like Textio to compose better job posts.
• Save time and cost by conducting skills assessments online.
• Use chatbots to streamline the entire job application process.
• Understand the pattern for your employees leaving and build an inclusive culture.

Author Bio

On a quest to help professionals across the world land their dream jobs, Aditya lives and breathes Hiration — a platform to help job-seekers find their way in the treacherous job market — where he’s a Co-Founder, CTO, and the unofficial CPO (Chief Problem-solving Officer). He likes to code away his days and nights when he’s not busy disrupting the career space.