Artificial intelligence has moved off the science-fiction pages and into our daily lives. Its presence in the workplace is growing every day. Does that mean recruiters are about to lose their jobs to AI? No. Can AI help recruiters work faster, smarter and more effectively? Oh, yes.
Top recruiters are teaming up with AI to find and land top talent. In fact, more than half of companies are increasing their investment in AI-based recruitment tools.
AI Has practical skillsAttracting and screening candidates is a data-driven process, so technologies that help recruiters and candidates meet up are nothing new. LinkedIn transformed business networking. Automated candidate tracking systems make it so much faster and easier for recruiters and talent acquisition teams to manage the recruiting and hiring process.
Now, AI is taking the advantages of automation to new heights. You might say it is a supersonic tool recruiting firms and in-house HR teams can use to manage workflows even more efficiently and effectively. Still, AI is only a tool.
Sourcing and Winnowing
AI can source candidates, gather deep data about them and analyze that data far faster than human recruiters. Using algorithms to spot specific keywords and phrases, it searches the internet to find qualified candidates and sifts through their resumes and applications in a heartbeat. Al can check for details regarding education, specific skills, experience, certifications and licenses, as instructed. Properly designed, algorithms eliminate biased screening based on age, gender, and ethnicity.
AI then generates a list of top candidates who closely match position requirements. Humans can follow up with conversations that confirm needed skills and uncover skills and traits not found on the resume.
This process is more efficient for both recruiters and candidates. It helps identify potential matches faster because AI filters out the “noise” on the recruiting side to zero in on the vital qualifying details that matter. In the same way, it can help candidates find the most appropriate fit.
Communication
AI can communication with candidates on behalf of recruiters using personalized texts and emails for:
- Cold contacts
- Messages such as, "we got your resume, thanks!"
- Posing follow-up questions
- Scheduling interviews
I excels at handling manual, repetitive work, conducting candidate research, and using objective and predictive analytics to screen candidates based on job requirements. It can handle enormous workloads infinitely faster than humans. It never gets tired or takes time off. Speedier hiring processes can help companies secure first-choice candidates, and that benefits everyone.
Continuous improvement
AI-generated data can also help improve and streamline internal recruiting and hiring processes. It can show which recruitment channels are producing the most responses and actual hires. And it can reveal systemic problems or bottlenecks that can be corrected.
artificial intelligence is not human intelligence
Developing productive, rewarding work relationships is just like finding the right personal match. You can meet online to do some initial screening and learn if the two of you have suitable commonalities, but you’d never consider marrying someone you hadn’t met in person. That intangible essence we call compatibility is crucial.
AI cannot predict whether a candidate will add value or cause disruption
Is the candidate personable? Will they fit into the team and the corporate culture as a whole? Do they have the written or verbal communication skills vital for the position in question? Are they a good listener? A creative problem-solver? An AI tool has no way of knowing. It takes humans to see and hear for themselves through the interview process.
It’s not unusual for recruiters to adjust their thinking about what soft skills are needed or most important for a particular position as the interviewing process plays out. Or, as they learn more about a candidate’s unique combination of soft and hard skills, they may realize that person is better-suited for another position.
AI doesn’t have the sophistication to build relationships
Most work is based on human relations as well as certain skills. Humans are still the driving force in hiring because AI cannot detect or adequately evaluate the nuances of compatibility. Nor can it predict the synergies a particular candidate might bring to a new position and workplace.
For example, personal experiences are rarely included on resumes, so they don’t show up via AI-performed screening. During an interview, however, these experiences can reveal a lot about a candidate and their ability to solve problems, communicate, think on their feet, etc.
At Power-4 we “listen between the lines” as we converse with potential candidates over time. That helps us build more comprehensive profiles. We are always thinking ahead about best fit, so we can proactively position candidates for future openings. We can help them augment their resumes by adding valuable details, or by pointing them toward another position that may be a better choice.
AI cannot proactively attract candidates
It has no way to keep its eyes and ears open to uncover passive candidates, nor can it sell them on the benefits of moving to your company.
AI cannot predict the future to support strategic planning
It does not know the strengths and weaknesses of your current team, so it cannot identify hiring needs to augment those strengths, fill the gaps or expand your workforce to meet longer-term business goals.
balancing tech with live action
Nancy Xu, founder and CEO of AI recruiting company Moonhub, believes that AI and machine learning can transform recruiting and improve the experience for job seekers and candidates as well as recruiter because “AI can swiftly analyze vast amounts of data, identify patterns, source candidates and calibrate back and forth with the recruiter and hiring manager.”
With AI on the job handling behind-the-scenes work, recruiters are free to focus on the relationship-driven aspects of hiring to make sure both candidate and company make a good match.
Recruiting and hiring will always be an art as well as a science. AI is a tremendous and growing asset on the science side, but humans are thus far irreplaceable to conduct the artistic side of workplace match-making. Nonetheless, recruiters who fail to take advantage of AI’s current abilities to enhance their sourcing and hiring process will find themselves falling behind the race to meet and entice top talent.