As HR goes more digital, the buzzwords seem to be piling up. Metrics! Analytics! Machine learning! But when it comes to implementing these new digital tools to make your own work better and more efficient, it’s important to know just how the new wave of artificial intelligence (AI) can work to help you improve your day-to-day results.
For Efficient Job Postings
Before you ever get candidates in the door (or in your system), you need to find them first. AI tools can help you get the most out of your initial job postings and recruitment outreach. AI-enabled programmatic job advertising platforms automate the job posting process, eliminating manual tasks and harvesting real-time data to help you adjust your outreach. These platforms can be programmed to make adjustments based on ROI and candidate engagement, target ads based on geographic location (or other criteria), and create algorithms to seek out more and better posting opportunities.
By maximizing your ROI and helping you make more intuitive decisions about your spend, these tools help improve recruitment and your bottom line.
For Candidate Screening
For years now, organizations have been turning to automated systems for processing job applications and resumes. The AI has become sophisticated enough in recent years to take this technology from basic keyword screening programs and digital repositories, to evaluating comprehensive candidate data and returning detailed analytics and predictions about candidates. By identifying patterns and organizing candidate data in a comprehensive way, these tools set up the organization for more effective, informed decision-making.
These platforms can screen based on complex layers of data, helping organizations identify the most qualified candidates from the field. The AI can also help limit unconscious bias in the recruiting and hiring process by using standard criteria for candidates across the board.
To Improve The Candidate Experience
When the recruitment and hiring process is largely manual, there can be gaps and time sucks for your team: delays in getting back to candidates when there’s an overwhelming number of applications, extensive back and forth when scheduling interviews, and a drawn-out assessment process. AI tools like chatbots and schedulers take some of the pressure off human team members and hand over part of the process to automation.
If you’re concerned about candidates left cold at the lack of human interaction during this process, remember that these AI tools don’t replace the need for human judgment and touch points—but they can streamline the process and free up your precious human resources for tasks that require expertise and hands-on attention. At this stage of recruitment, job seekers are often happiest with quick, efficient follow-up, which is something these AI tools excel at providing.
To Make Hiring Decisions
Hiring is often based on a leap of faith, or a gut feeling about a candidate. However, those final feelings can be better served with more data at every step of the process, and AI tools can help you at this late stage of the recruiting game as well. Collected data from candidates can help identify trends or provide complex models based on candidates’ skills, experience, etc. Having this context information can make the ultimate hiring decision even more effective, freeing up your time and energy to analyze end-product data instead of having to pull it together yourself.
AI recruitment tools aren’t taking over (no matter what various movies and TV shows would have us think)—but they are emerging as a streamlining tool that eliminates so much of the manual work and guesswork that go into recruiting and hiring the best people for your organization.