Artificial intelligence, or AI, is all around us. It can be found in our phones (e.g. Siri, Apple’s personal assistant), on the road (self-driving cars), online (via Netflix and Amazon’s predictive technology), and even in our homes (e.g. Nest, the learning thermostat). So it should come as no surprise that AI can also be found in the workplace – and this causes concern. According to a study conducted by Pew Research Internet, Americans are twice as likely to express worry (72%) than enthusiasm (33%) about a future in which robots and computers are capable of doing many jobs that are currently carried out by humans.
That is not the focus of this blog post, however.
Instead of focusing on the negatives (the worry over job automation and job loss), we want to focus on how AI can help – more specifically, how it can assist in recruiting. In fact, AI is already making waves in recruiting, but more often it helps recruiters and hiring managers, rather than replacing them. In this blog post, we’ll be focusing on AI’s impact on the recruiting industry as well as discussing what changes/advancements are still to come.
AI’s Impact on Recruiting
According to the Undercover Recruiter, 80% of executives believe that AI can help to improve productivity and performance. Just look at the use of chatbots – a form of AI which conducts a conversation via auditory or textual methods. This form of AI aids recruiters by streamlining the recruiting process, handling some of the more mundane tasks. They can answer standard applicant questions, contact applicants who have previously applied to other positions within your company for roles they may be a good fit for, as well as automate the process of candidate feedback – by informing applicants about the progress of their application.
Beyond aiding in candidate feedback and engagement, however, AI can also assist with the onboarding process. AI is able to provide necessary information and training to new employees (up to a certain level), keep track of employee development by helping you to identify areas of improvement or opportunities for growth, and act as a personal assistant to handle scheduling, assessment, filing, etc.
In short, the main advantage of implementing AI systems to aid in recruiting is to handle the time-consuming processes, those that can be automated. This allows your recruiters more time to focus on the more important aspects of their job.
So, where else can AI be of assistance with regards to recruiting?
AI’s Recruitment Potential
As you are well aware, technology doesn’t sit still. It continues to evolve at a dizzying pace and AI is no different. In fact, AI may be one of the fastest improving technologies. So, with that said, let’s take a look at some of the ways AI is expected to change recruitment practices. Some of which include:
- Ensuring Best Fit – AI will be able to scan a candidate’s resume for fit and fill in gaps for the employer by examining the candidate’s online presence. This will help recruiters and hiring managers by narrowing the choices when looking for the right technical and cultural fit.
- Improved Online Applications – Organizations already use applicant tracking systems to organize, sort, and rank applications. A fact we’ve addressed in a previous blog post, “Applicant Tracking Systems: What to Know as an Employer.” In the future, though, AI is expected to further integrate with applicant tracking systems but this time on the job seeker’s end. The goal being more effective job applications through the use of predictive analytics.
- Faster Initial Selection Process – The goal here is to utilize AI in the search of finding matching candidates, make contact, conduct screening assessments, and present the best for an in-person interview.
- Vetting for Character – It can be difficult to assess a person’s character without spending time with said person first. With AI, though, anything seems possible. Therefore, it is the hope of some that AI will be able to screen for applicants who will be honest, ethical, and who will represent the company well.
- More Effective Sourcing and Outreach – In the future, it is expected that AI will be capable of collecting sufficient data from an infinite number of candidates to identify the ideal fit, which includes those most likely to accept an offer, and reach out in a personalized way to initiate the interview process.
As can be seen, the potential for AI is great. Nothing, though, will ever be able to replace the human touch. That’s why staffing firms, like PSCI, exist. With our years of industry experience, and our highly trained staff, we’re uniquely qualified to understand your organization’s business needs and deliver to you the candidates you most highly desire. So if you’re in need, contact us today!
