Artificial intelligence, or AI, is a technological breakthrough with potential applications for nearly every industry. The proliferation of AI-powered tools, software systems, and devices is also dramatically transforming the way that recruiters source top talent.
Recruiting technology can bring fresh hiring strategies to life. Modern tools hold the key to tackling areas of recruiting that have historically presented obstacles. Savvy recruiters now look to leverage these tools, not only to tackle challenges like unconscious bias and employer ghosting, but also to create avenues for better decision making.
Reduce unconscious bias
Diversity in hiring has become a priority for inclusivity-conscious companies. The concept of unconscious bias — learned behaviors and reinforced stereotypes that can unintentionally influence behavior — has been a barrier to entry for many people in the past. Experts believe AI-powered tools have the potential to drastically reduce unconscious bias on the part of recruiters.
According to CIO, if AI and machine learning tools are used to narrow a pool of 100 applicants to 10 final interviewees, 90 percent of the reduction is performed following a process that is completely immune to human bias.
That said, AI tools aren’t perfect. Algorithms can pick up on correlated patterns and develop “biases” of their own. For example, if an AI system finds a positive relationship between high school quarterbacks and high-performing sales roles, it might exclude female applicants solely based on the presupposition that all quarterbacks are male. Algorithmic biases are easier to detect, and easier to safeguard against, than those of the human variety. In many cases, removing unconscious bias from a machine learning algorithm helps the tool “learn” and protect itself against future instances of potential bias.
Removing gendered language from job postings can also help diversify the applicant pool, encouraging more equitability in qualified applicants. Finally, AI-powered tools can perform more targeted candidate searches, compiling aggregated data into optimized candidate profiles. This is infinitely more powerful than a traditional Boolean search. Plus, removing the need to do these tasks manually will make hiring teams more productive.
Optimize job postings
A compelling ad is the first step towards attracting qualified applicants. AI can help. Augmented writing platforms can highlight “boring” or overused terms, as well as any gender-skewed verbiage that recruiters might not notice on their own. Keyword research can provide insights into current industry buzzwords, and help outline trending skills to screen for.
Predictive analytics platforms can scan job postings from a company and those of its competitors. By identifying language patterns, a program can isolate aspects that perform well, helping recruiters write stronger job descriptions. The iterative nature of AI and machine learning algorithms means that as more job postings that are analyzed, resulting job listings will become more precise and effective.
Leverage AI recruiting assistants
Chatbots are AI-powered programs that simulate conversational responses to common queries. They’re already widely used in the retail sector, as platforms like Facebook and others have deployed simple interfaces business owners can use to automate support tickets, assist in purchases, and answer FAQs.
Chatbots can also augment the recruiting process. Recruiters can use a chatbot, for example, to coordinate interview times that work with all participants’ stated availability. They can also communicate with candidates directly, asking screening questions on behalf of recruiters or answering a candidate’s questions about a particular role.
Chatbots can be integrated with the applications and tools a business already uses, from calendar software and group chats to cloud-based HCM systems. This way, recruiters can make the most of the tool and automate more aspects to free up time.
Foster candidate engagement
Recruiting automation can also positively impact candidate engagement. Creating a database of qualified candidates that weren’t hired for previous openings can give recruiters an advantageous starting point for the next recruitment round.
But just as with sales leads, these lists are no good if they aren’t nurtured. AI can help create personalized emails for outreach, and chatbot technology can be deployed to give timely updates on an applicant’s status. Candidates who feel “ghosted” aren’t likely to say positive things about a company.
Recruiting is a social activity, and the candidate experience matters. An applicant takes their feelings about a company with them into the world, and they’ll interact with other potential candidates and customers. It’s crucial to maintain positive relationships with applicants, helping each candidate feel valued.
Recruiters can only do so much at once. AI helps lighten the burden of administrative duties so recruiting staff can focus on providing the best candidate experience possible. HR professionals are using software platforms and other digital tools to take a look at the bigger picture. The future of recruiting lies in machine-to-human collaboration, and both recruiters and candidates will be better for it.