AI Recruiting: A Definitive Guide for Hiring Managers to Target Growth
Social media and blogs are pouring in endless explanations about how to “beat the bots” during interviews, leaving hiring managers and candidates questioning whether artificial intelligence (AI) algorithms and AI-integrated solutions are actually beneficial.
Undoubtedly, AI has left its mark across varied fields from healthcare to banking; and from scientific research to education, thus pushing hiring managers to use AI to recruit potential candidates. Per the Gartner 2019 AI Survey,17% of the organizations use AI solutions in HR functions, and more than 30% will do so in 2022.
No, let’s look at how AI can help HR leaders and recruiting teams optimize the hiring process at their organization.
How AI Recruiting Can Help Hiring Managers to Target Growth
1. Reducing Screening and Hiring Expenses
According to a report by Glassdoor, on average, a US employerspends $4000 and 24 days to recruit a new candidate. By incorporating artificial intelligence in the recruiting process, you can reduce the time and expense required to screen or hire top talent.
Screening and hiring expenses include sourcing, pre-hire assessments, background checks, advertising for positions, outsourcing, and more, and AI screening software and automated tools can make these tasks more efficient.
Artificial intelligence recruiting automates work such as rounding up interviewer feedback, scheduling interviews and sending follow-ups. By doing so, the staff is free to focus on other productive tasks that require human effort or presence.
According to a report by Ladders, Inc., hiring managers take about 7.4 seconds to screen candidates’ resumes. This time can be reduced further by using AI tools or automation software for candidate screening. Artificial intelligence and machine learning recruiting tools help talent acquisition professionals and job seekers to connect quickly.
AI recruiting tools offer seamless online screening for candidates that meet requirements; and tracks their potential by using data points, keywords, and job boards. This method automatically grades, ranks, and shortlists qualified candidates whose abilities align with your job descriptions.
Furthermore, analyzing data from various sources is easy by integrating AI-powered recruiting software with HR platforms such as ATS (Applicant Tracking System) or HRIS (Human Resource Information System). Hiring managers can assess candidates via this data.
AI chatbots functioning at level one gather data, answer questions, and prepare a list of candidates for hiring managers. This helps improve your talent acquisition process, improves candidate experience, and saves time and money on hiring operations.
2. Predicting Candidate Performance
One of the significant challenges recruiters face is recruiting experienced or skilled candidates for a company. As per Deloitte’s Global Human Capital Trends Survey 2019, 61% of the employers stated that finding qualified, experienced candidates is a crucial challenge.
Recruiting unskilled candidates means that hiring managers have failed to predict applicants’ performance, and you can overcome this by using recruiting technologies such as AI.
Artificial intelligence requires data to provide appropriate information; the accuracy of results depends on the amount of data transferred in the artificial intelligence recruiting software. AI identifies patterns and makes assumptions according to them.
Data helps AI to predict candidates’ performance by finding correlations between previous job performance, applicant traits, tenure, and workplace successes. AI derives conclusions based on the data offered to it. Hence it’s recommended that hiring managers crosscheck shortlisted candidates’ performance.
Consider beginning with a training set for AI and allowing algorithms to learn while analyzing data. This algorithm learning helps calibrate features essential for hiring a candidate who can excel at work and thereby predict performance.
3. Automating Tedious Tasks
The recruitment process lasts for a long time. Hence to quicken this process, hiring managers can automate specific manual tasks. By doing so, hiring managers ensure that potential candidates don’t lose interest in the position due to delayed responses and can invest time in productive work.
AI helps to automate tedious tasks such as conducting background checks. AI-based background checking technology allows to tackle biases, offers privacy to candidates, and is fast and efficient.
AI is useful for reference checking compared to manual checks because it assures the reliability of references given by the applicant and sets automatic reminders for calls. Further, AI tools gather information on a single platform for review.
Robots incorporated with NLP (Natural Language Processing) helps to conduct interviews and scrutinize applicants’ personality and skills. Robots eliminate biases such as age, gender, or other characteristics.
A vital point to note is whether candidates are more comfortable communicating with a robot than a human and explaining why human touch is lacking during interviews.
With the help of AI, hiring managers can record audio of the interviews conducted automatically for reviewing later, to compare with other interviews, or to gain insights into how effective interviewers were.
How AI Changes the Role of a Hiring Manager
AI frees hiring managers from logistical and humdrum tasks, which leaves them with time for gaining better insights into an application and offers data for devising strategies for hiring processes. This helps to develop proactiveness in hiring managers and surges overall productivity.
Hiring managers can spend time with the best-fit candidate to develop relationships and go deeper than resumes. This helps to identify whether the applicant is culturally fit for the organization and can improve performance with training.
Hiring managers are loaded with resumes daily due to digitization and remote working trends. Hence, one of the significant challenges for hiring managers is to identify the right talent from a large talent pool.
By integrating AI with ATS, the role of hiring managers for this task can change because AI-powered ATS offers candidate ranking that helps recruiters to spot desired candidates quickly.
Further, it segregates and reduces false positives and negatives during the screening process. AI-powered ATS not only saves time but costs as well due to automation features integrated into ATS.
Use AI to Enhance Your Recruitment Process Today
This isn’t all as far as AI is concerned. There’s more to this technology.
To know more about AI-powered recruiting processes that can help you optimize the various hiring processes such as candidate sourcing, interviewing, and tackling biases, get in touch with Recruiter.com .
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