Artificial intelligence is being used in recruiting to streamline or automate some of the process, particularly repetitive, high-volume, administrative tasksRecruiters are beginning to see the benefits of automation throughout the hiring process and the talent acquisition field seems to be embracing AI and is optimistic about its potential to improve their jobs.
Half of recruiters (49%) feel positive about the effects of AI and automation on their jobs while 42% are indifferent, and only 7% believed that AI will have a negative effect.
Business2Community took a look at how AI and automation are being used in talent acquisition and found five domains in which it is currently being used:
- Job postings: AI assists recruiters by using sentiment analysis to identify potentially biased language and provide suggestions on creating more widely appealing job descriptions.
- Sourcing: Automated sourcing uses technology that finds candidates online that fit the requirements of your role. This can involve general searches for candidates by searching the web or specific searches within CV databases such as CareerBuilder.
- Candidate rediscovery: Similar to external sourcing, AI can analyse your job description and then search your existing ATS database to rediscover candidates who have applied to your company in the past who fit the requirements of a current job opening.
- Resume screening: AI analyses your existing resume database to learn what employees’ experience, skills, and other qualifications are and applies this knowledge to automatically screen, grade, and shortlist new candidates from A to D.
- Candidate outreach: Similar to Alexa, Siri, and Google Home, a recruitment chatbot uses natural language processing to collect information from candidates, ask screening questions, answer FAQs about the job, and schedule an interview. Information collected by the chatbot is fed into an ATS or sent directly to a human recruiter to follow up.
AI technology is also a neutral, non-biased tool throughout the sourcing and screening stages, ignoring candidate demographics (e.g., race, gender, age) when making decisions.
The desire for AI to automate or streamline tedious administrative tasks is reflected in Jobvite’s survey results.
The tasks recruiters would like to see automated the most are:
54% interview scheduling
52% background and reference checking
49% analytics/measurement
47% sourcing candidates
The tasks recruiters would least like to see automated are:
53% interview process
51% phone screenings
47% salary negotiations
Recruiters’ fear of being replaced is low because they believe certain social skills can’t be replaced by a computer:
79% leadership/management
59% offer negotiations
45% communication
As the recruiting world evolves, 72% of recruiters believe their approach to hiring will need to adjust as AI and automation become more prevalent.
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