No matter how simple it looks, recruitment is a complex job. From attracting the right candidates to apply for the job to hiring the best candidate from the talent pool, recruiters have a heavy responsibility on their shoulders. The task is not only resource-intensive but sometimes also highly repetitive and tiring.
And, if the hired employee turns out to be a mistake or decides to leave the company too soon, the cost that the employer has to bear is more than 5 times the basic remuneration of the hired employee. Moreover, rehiring for the same position poses its own set of challenges that recruiters must navigate.
However, what if there is a technology that can not only save you time and money but also is way more efficient than these conventional methods?
In the current competitive job market, when recruiters receive piles of CVs for a single vacancy, using AI can help the job done extremely fast and quite effortlessly.
Not only this, several processes like candidate screening, background verification, fact-checking, interview scheduling, etc. that the AI does without much involvement of humans are more reliable and accurate than the conventional methods.
However, that does not mean AI can replace human intelligence and decision-making abilities. It is there just to help the recruiters with mundane jobs that no one appreciates or even acknowledges.
Uses of AI in Recruitment
In layman’s language, AI or artificial intelligence is a technology that can do things intelligently, like humans. It can read, write, and understand documents, do visual and verbal recognition, observe minute patterns, and help in decision-making.
Attracting the Right Applicants for the Job
In the recruitment process, AI can begin with writing detailed job descriptions from the basic inputs that recruiters provide them with. It can then post this job description online and target just the right pool of candidates who would be interested in such a job profile.
Using AI to develop job descriptions and promote jobs online helps maintain consistency in the employer’s recruitment process. Further, this uniformity helps develop the employer’s branding which in turn results in attracting more candidates to apply for jobs.
Candidate Screening and Assessment
According to a study, more than 52% of recruiters believe that the candidate screening process is the most difficult one in the whole recruitment process because of the complexity of finding a few candidates from a large number of applicants.
However, with AI, candidate screening becomes easier, faster, and more accurate. The machine learning and natural language processing technology of AI can easily read and analyze CVs for keywords that match the required skills and experience. In fact, AI can shortlist an applicant even if the CV lacks the desired keywords but the candidate belongs to the desired background.
With software like WeCP AI Copilot, recruiters assess the candidates for on-the-job skills and increase the quality of hire by creating industry related questions. Want to know how? Check this video:
Reducing Mundane Tasks
Several studies have revealed that candidates tend to join companies only when they have a positive and engaging experience during the recruitment process with the company. Moreover, 48% of them respond positively to getting the information about their interviews ahead of time.
These statistics indicate that applicants today generally prefer going with companies that respect their time and are willing to support their candidates to succeed. And, AI can help recruiters do just that.
The AI-powered chatbots can easily answer all the repetitive questions of the candidates regarding the hiring process and their candidature status. Meanwhile, recruiters just need to set these chatbots up with the FAQs.
Additionally, these chatbots can also be used to schedule interviews with the shortlisted candidates, keeping in mind the calendars of the interviewers as well as the interviewees.
Assistance during Interviews
AI can help during interviews in two major ways. Firstly, it can analyze applicant's profiles and personalities and suggest questions that you may ask them to have a better understanding of their potential.
Secondly, AI can easily and minutely observe the body language of a candidate and can give you insights into their minds and dispositions. Based on these subtle details, AI can help you make a fully informed decision.
Impact of Using AI in Recruitment
Technology has always helped humans accomplish their tasks seamlessly and quickly. And, AI is no different. With its easy integration and execution, AI in recruitment offers a lot of benefits to recruiters as well as employers.
Saves Time
The most fundamental use of technology in every field is to reduce the time it takes to accomplish a task. In recruitment, AI does the same by automating several tasks that were conventionally done manually.
Right from candidate sourcing to scheduling interviews, the time involved in each task is reduced to less than half due to the involvement of technology like machine learning, NLP, and automation. In the traditional methods of recruitment, candidate screening takes weeks and sometimes even months. Whereas, with AI, this job gets done in just a few minutes, if not seconds.
Improves Hiring Accuracy
Exhausted humans can make mistakes, in that they can shortlist a CV incorrectly or miss out on a potentially great candidate. However, machines and software never get tired. By using AI, you can ensure that there is no mistake at any stage of the hiring process.
It helps you target the right job seekers, source as many candidates as you want, provide pre-screening tests to them to evaluate them based on the job requirements, screen only the best-fitting applicants, and schedule interviews precisely according to the calendars of the candidates as well as recruiters.
Minimizes Bias
Humans have a nature to be unconsciously biased towards other humans, based on their names, personalities, looks, communities, races, etc. So, recruiters too bring unconscious bias in their hiring process, which can be harmful for the employer in the longer run.
However, machines do not have emotions and hence, they cannot be biased while shortlisting or selecting candidates. In fact, AI can even omit all the personal information from the applicants’ CVs to remove the biasing factor from the recruitment process.
Increases Efficiency
With less number of man-hours involved, the cost of hiring also goes down. In addition to that, with the security of hiring the right candidate, you can rest assured that AI not only saves time and money but also makes the whole hiring process more efficient.
Improves Employer Brand
Employer branding is much more important than you might think. It influences not only how a candidate views your job post but also their decision to apply to it. In fact, some studies show that candidates even tend to ditch job offers from a company that does showcase a positive employer brand during the hiring process.
Nevertheless, with AI, employer branding becomes easier. It maintains consistency across job descriptions and job postings. It keeps candidates engaged through chatbots and regular emails. And, by merely using AI-powered recruitment tools, you showcase how technologically advanced you are, making yourself an impressive employer.
Potential Pitfalls of Using AI in Recruitment
Impersonal Recruitment Process
The conventional style of hiring is personal. Candidates can honestly talk about their weaknesses, aspirations, skills, passions, etc. and can be evaluated based on these things. That is why this style also helps build long-term relationships between the recruiters and the candidates, irrespective of whether they get selected or not.
However, with AI acting as an intermediary, the process will become impersonal and even if the candidate gets selected, he or she will not have any bonding with the recruiter or the hiring manager.
Machine Biasing
Indeed, machines do not have emotions and thus, it cannot be biased for individuals, based on their looks, language, or community. However, AI is fundamentally based on machine learning that observes, understands, and learns the patterns in which its master functions.
With time, AI is going to learn and adopt the nuanced patterns that it observes in the hiring process of a company and therefore, it will be very difficult for them to break the chain and bring in any kind of transformation.
Conclusion
All in all, AI for recruitment is designed to ease out recruiters by making their monotonous everyday tasks seamless and the process more optimized and efficient. At WeCP, we offer several types of technologically advanced solutions to make your recruitment faster and easier.
For AI, we have the AI Copilot that helps you in candidate screening by offering pre-screening questions, detailed evaluation reports, and valuable insights into every candidate’s CV so you can make an informed decision in shortlisting candidates for interview.
Furthermore, our Copilot also makes sure you can easily set up the interview schedules with all the candidates without hampering your current work plan.
Overall, with the WeCP AI Copilot, you can make your recruitment process faster, more efficient, more accurate, and a lot more seamless.
Want to know more? Contact us for more information or schedule a demo with us.
