- AI for Recruiters: What You Need to Know for the Future - December 20, 2024
- 7 Ultimate Advantages of Chatbots in Recruitment - December 12, 2024
- AI’s Impact at Work: How Optimized Job Ads Help - December 6, 2024
AI for recruiters has emerged as a catalyst in hiring and recruitment efforts, regardless of industry or company size. True to form, innovative brands like Amazon, Google, and Unilever have implemented AI solutions. These solutions standardize and optimize talent acquisition with proven success.
These automated initiatives work as AI reliably centralizes accurate candidate data for attracting top candidates while reducing recruitment workflow errors. Yet, with that said, one question remains: As AI for recruiters becomes a norm, how does that affect the traditional roles of a hiring team?
AI handles repetitive and data-intensive work (e.g., tedious background checks, candidate pipeline management, etc.) in hiring. But does that lead to long-term implications in HR practices? And more importantly, how can recruiters augment their current skill set with the emerging AI superpower?
Out of sheer curiosity and a passion for empowering hiring teams, we have compiled insights in preparing recruiters for the AI tableau. Particularly, enterprise teams struggling with large-scale hiring projects. We’ll look at notable AI applications and their technological impact on recruiter roles/responsibilities. We’ll also explore how your company can implement these solutions with confidence.
The Latest Breakthroughs in AI for Recruiters
AI programs feature tried-and-tested functions that turbo-charge applicant management (by optimizing that precious candidate experience!). The following is a list of the most widely adopted AI advancements that have reshaped the recruitment process.
AI for Recruiters: Video Interview Analysis
Video interviews are a dynamic way to analyze your candidates’ body language, verbal tone, and potential work attitude. Modern AI technology offers data-derived video assessments through machine learning and natural language processing (NLP). These analyze the intricate details of an individual’s behavioral patterns.
AI-supported video analysis provides hiring teams with compelling references that compare the candidate’s response (the person’s sentiment) with existing employees’ behavior. So, this is done to determine if they have the best culture add.
A more nuanced AI approach to talent selection can prevent one of the biggest issues in cultural alignment: relying on resumes or interviews that lack deeper context.
AI for Recruiters: Automated Candidate Screening
Automated candidate screening is usually the first notable advantage of AI in recruitment that comes to mind. Data-driven TA replaces traditional methods of sieving through tedious candidate documentation.
You could think of AI recruiting solutions as a primed and focused machine that recognizes the most suitable job seekers based on keywords associated with your job requirements.
Keyword-based candidate screening scopes out critical details like industry certifications, academic qualifications, and culture fit from an applicant’s employer history. The best part is how AI can screen large volumes of candidate resumes. And it does this at a fraction of the time taken by human recruiters.
AI for Recruiters: Predictive Hiring
Sophisticated AI algorithms help recruitment professionals select the most suitable job seekers for your company. Generally, this is based on the latest industry and market trends. Therefore, AI can help your company anticipate tight job market situations and talent gaps to operate with optimally skilled employees throughout the work year.
Specifically, AI identifies the relevant data points in a job seeker’s resume and career background. It does this to helps you hire individuals with the right qualifications to fill urgent vacancies while removing biases.
AI for Recruiters: 24/7 Recruiting Chatbots
Organizations have integrate AI chabots on their career sites and social media pages to enhance candidate engagement. Unlike human recruiters, a chatbot can respond to job seekers tirelessly, resolving FAQs without delay.
A chatbot’s quickfire responses maximize applicant engagement to improve conversion rates. A deployed AI chatbot also maintains a professional image by keeping its communication style consistent with your company’s branding.
For example, the Mya Chatbot runs with conversational AI, offering features that optimize initial candidate engagement. Mya’s offerings include personalized updates of interview results, coordinating interviews, and smooth ATS data integrations.
AI for Recruiters: Personalized Candidate Experiences
Advanced AI algorithms equip your HR team with the applicant data to create more engaging and personalized candidate experience. For instance, an AI-supported applicant tracking system can tailor the most effective messaging and job recommendations based on candidate results in psychometric assessments. These include Visual, Auditory, Read/Write, and Kinesthetic (VARK) or 16 personality tests.
AI for Recruiters: Expedited Talent Rediscovery
Talent rediscovery remains a challenge for enterprise recruiters. And this is due to the sheer amount of qualitative data involved in sourcing and reconnecting with previous candidates.
AI expedites talent rediscovery by integrating with your company’s applicant tracking system. It also quickly identifies a profile’s suitability for a newly available role. So, for this, it considers submitted documents such as resumes, certifications, and competency assessments.
AI for Recruiters: Bias Reduction in JD Vetting
Job descriptions (JDs) can have a huge impact on your organization’s talent acquisition success. After all, JDs provide top candidates with all the information they need to decide if they should commit their precious time and effort to a career within your company.
Optimized JDs should present a concise view of a job vacancy. So, keep descriptions compelling to convince job seekers to complete the application process. While manual JD vetting seems manageable for small-scale hiring campaigns, it can become overwhelming. This is especially true for enterprises simultaneously filling hundreds of open positions.
Ongig’s Text Analyzer platform uses the power of AI algorithms to make JD vetting a breeze for the busiest enterprise hiring teams. Text Analyzer generates well-formatted JDs within seconds based on a given job title.
The AI solution generates strategic JDs based on the latest DEIB and job seeker trends and standards. That way, your HR team can diversify the available talent pool and comply with the latest inclusion and diversity requirements.
You could reformat the JDs into effective ads. Thus, transforming various sections into compelling pieces that call out to job seekers needs. Your team can conveniently download these optimized job ads or post them across multiple job boards and social media platforms.
The Text Analyzer platform also integrates smoothly with ATS and HRIS, minimizing onboarding time. So, this way, your recruiters can enhance a hiring campaign without disrupting the current workflow.
Improved Hiring Expertise with AI Functionalities
AI-powered tools enhance and empower the output of human recruiters. By “outsourcing” the legwork to AI, your team can focus on refining hiring decisions and getting the right people on board. The first step in AI recruitment integration usually involves establishing an AI-powered applicant tracking system.
An AI-based ATS streamlines and organizes talent acquisition processes while reducing technical issues or employer biases.
Doing so minimizes the cost and effort of organizing and managing confidential candidate documents while providing a frictionless experience at every stage of the job seeker’s journey. According to a Deloitte research, AI-empowered recruitment has led to a 50% reduction in time-to-hire.
Splitting the Interview Process
The interview process remains critical for candidate selection. It gives your company a deeper sense of an individual’s learning style and personality. It also factors in work experience and how those traits match your job requirements.
Face-to-face interviews provide a great (and irreplaceable) opportunity for observing a candidate’s interpersonal skills. However, it could prove impractical for a campaign with hundreds of qualified applicants.
AI can mitigate the issue by handling the first round of interviews through features such as:
- Chatbot-guided interviews, where the program qualifies job candidates based on basic culture fit and competency assessments. These machine-learning programs can also present situational reenactments to test a candidate’s readiness in dealing with real-world workplace scenarios.
- AI-analyzed Video interviews, where a platform can monitor applicants’ verbal and non-verbal responses of applicants. This provides a better understanding of their personality and organizational fit that goes beyond superficial (and potentially incaccute) first impressions.
- Automated candidate follow-ups – Slow employer response times can greatly undermine your organization’s reputation among job seekers. 48% of candidates report the lack of a response as the most frustrating aspect of their job search. AI automation can prevent these talent acquisition mishaps by scheduling a follow-up with applicants immediately after a specific action (e.g., passing a video interview).
Although AI technology can help your recruiting teams reduce the initial workload in qualifying talent, your should maintain a human touch for later stages of the candidate journey. Doing so shows your organization’s genuine interest in the candidate and allows supervisors and company leaders to assess and better understand potential candidates.
Preparing Recruiters for The AI Landscape
Despite the benefits of AI, it is undeniably a complex subject with a steep learning curve, which could overwhelm uninitiated recruiting teams. That’s why it’s important to take a systematic and gradual approach to adopting AI tech.
Timely leadership support and user-friendly implementations are necessary for motivating your hiring team to keep up with an increasingly AI-driven workforce.
Sponsoring AI Literacy Programs
As with any corporate skill or competency, it is important to provide consistent guidance and expert support to improve your team’s confidence in AI. Context is key with AI literacy, to help your team discover the most effective way to align automated software with your shifting recruitment goals.
Inviting AI trainers to your organization for seminars and workshops provides a safe learning space where professionals can share the best practices of AI in recruitment such as case study discussions relevant to your industry or department.
Tech organizations like SmarterX and MIT Management offer AI literacy seminars to help your team apply and weave the tech apps into your recruitment processes. Alternatively, you could encourage your team to participate in free remote lessons like Google’s AI for Everyone and IBM’s AI Foundations for Everyone program.
AI literacy programs can empower recruiting teams in:
- Understanding the fundamental steps, processes, and terminologies in AI usage
- Applying AI in contextual/organizational situations
- Identifying common misunderstandings and errors associated with AI software
- Improving collaboration in AI-driven company settings
AI literacy improves hiring processes, with its technical knowledge driving overall organizational progress in the long term. IBM revealed that 42% of enterprise-level companies actively leverage AI for recruiters and in their business operations while an additional 40% of organizations continue to explore and experiment with the technology.
Shortlisting The Most Suitable AI Solutions
You should ensure that teammates have the knowledge, training, and instructions to make the most of your AI programs in securing the most qualified candidates. Your company should also resolve AI data privacy concerns of managing confidential information across candidate pipelines.
As such, it is important to consider the following questions before settling on an AI recruitment solution:
Are there “bells and whistles” in the AI solution? Your organization should focus on relevant features that suit your recruiting needs. An overloaded AI program makes it difficult for team members to locate the right functions and tools for optimizing the recruitment workflow.
How much technical support is available? Recruitment teams can expect occasional user issues to arise with AI adoption due to its algorithm complexities. Consider going for an AI solution with trusted service support to keep your systems running in top form at all times.
Do they provide relevant case studies and user testimonials? Social proof is an effective way to gauge the trustworthiness of an AI recruiting solution. You should also check for detailed user case studies on organizations similar to your company profile. Company profile details to compare include industry type, company size, and recruitment volume.
What integrations does the software include? The more integrations supported by your AI recruiting solution, the likelier it is to get your recruitment team started without hassle. You should also check if your AI vendor offers customized integration services that seamlessly fit existing talent acquisition infrastructures.
AI Recruitment into 2025 and Beyond
Korn Ferry estimates a global talent shortage of $8.5 trillion, translating to over 85 million people by 2030. While AI for recruiters was once a cool buzzword, the technology seems set to become a mainstay.
Korn Ferry’s recent report with 400 TA professionals identifies five talent acquisition trends expected in the upcoming year. We look at AI’s significant impact on each trend.
Trend #1 – Moving from AI reliance to empowerment:
While more recruiters are leveraging AI, there’s ongoing concern that data-generated solutions could seem impersonal, compromising the hiring process. 2025 could see more organizations exploring how they can enhance the rest of the recruitment workflow rather than utilizing AI as a standalone “TA hack.”
AI’s role in the trend: It is important for TA professionals to unpack and discuss the various stages of recruitment to allocate AI solutions, human intervention, and a balanced approach. For instance, your team could use AI to schedule interviews while opting for manual (i.e., human) or hybrid solutions in candidate screening. Pragmatic use of AI optimizes recruitment ROI while preventing robotic content and practices that turn away perceptive hires.
Trend #2 – Business-critical focus in skills-based hiring:
Labor market challenges in recent years have demonstrated the rising importance of skill-based hiring. Recruiters predict increased use of AI in skills-based hiring, particularly for business-critical skills that transform, shape, and develop companies. Business-critical skills may include change management, cybersecurity, and customer engagement.
AI’s role in the trend: AI’s vast and ever-expanding training data provides companies with swift access to the latest hiring trends. As such, you can time-effectively target the best candidates based on business-critical skills according to your organizational needs. For example, Ongig’s AI-driven Text Analyzer generates attention-grabbing JD content based on the latest job market and DEIB keywords so you can find the right fit in the most volatile and demanding workforce conditions.
Trend #3 – L&D as a core recruitment element:
Recruiters expect a growing number of companies to prioritize learning and development in TA campaigns as more employees identify career advancement and upskilling as crucial factors for staying at an organization. Employers and recruiters may also need to update their L&D strategy to include AI literacy and microlearning to fulfill modern workforce demands.
AI’s role in the trend: Advanced AI for recruiters like Text Analyzer enables your team to simplify postings and standardize job libraries to include key sections like L&D offerings. The program’s templates account for every critical aspect of job search, guiding qualified talent to a role that suits their experience and expertise.
Trend #4 – EVPs prioritizing the employee experience:
An industry study reveals a correlation between a company’s employee value propositions (EVP) score and tenure/attrition rates. Further research shows that while EVPs attract top talent, there are varying “levers” or calls to action for retaining the workforce. Despite differing company strategies, recruiters collectively agree that EVPs for hiring campaigns in 2025 should emphasize a culture that directly engages employee participation.
AI’s role in the trend: Hiring teams can leverage AI’s rich candidate/industry data insights to recognize each talent group’s preferred communication channels, key organizational differentiators, and the motivations of targeted demographics. By doing so, your company can create appealing and efficient EVPs to engage the most valued talent, including passive candidates.
Trend #5 – Hybrid 360:
Recruiters identify flexibility and inclusion as a top TA driver in 2025. Gradually shifting from traditional workplace settings to results-oriented alternatives could keep the workforce satisfied, engaged, and willing to stay for the long haul. According to Korn Ferry’s research, a hybrid 360 approach incorporates flexi-work hours, hybrid arrangements, and personalized talent benefits.
AI’s role in the trend: Aside from including L&D offerings in your JDs, Text Analyzer can include trending worker commissions and benefits including hybrid 360 components. The AI-supported solution also enables you to scale hiring campaigns to efficiently reach new hires with JD templates that you can save, edit, and repurpose with ease.
Closing Thoughts: AI in Recruitment, A Supplement, Not a Replacement
We should never replace the “H” in HR but AI does make TA tasks more manageable and scalable for your most diligent recruiters! Integrating advanced software like Text Analyzer with your applicant tracking systems (ATS) and human resources information system (HRIS) reduces the risks of biases and technical issues that repel the most qualified job applicants.
Now’s an opportune time to enlist the aid of AI for recruiters in elevating your recruitment efforts. An automated ally in AI can update your talent recruitment systems in line with upcoming TA trends. Essentially, this gives your HR professionals the freedom to focus on establishing positive and lasting connections with stellar candidates while reducing the time spent on repetitive administrative tasks.
Through AI, your company can cut through the noise, discovering on-target applicants based on candidate profiles, narrowing the search based on credentials, qualifications, and other qualities that add value to a particular role.
Once the dust settles, the only real question that remains for organizations is how fast can HR teams pair AI recruitment tools with professional expertise to win over the right candidates every time?
Why I Wrote This?
At Ongig, we constantly innovate, develop, and improve AI for recruiters and HR. These solutions empower enterprises to create compelling JDs. Our Text Analyzer platform uses AI for recruiters to enable hiring teams to boost TA efforts. It does this by eliminating dull and biased JD content through systematic algorithms.
Request a Text Analyzer demo with us today to find out how you can find the right talent each time to satisfy your recruitment ROIs.
Shout-Outs:
- AI Interviews: The Future of Recruitment? – By Jasmine Williams, Vidrecruiter
- Harnessing the Power of AI in Talent Acquisition – By Sachin Jolly, LinkedIn
- The high cost of slow response times – By John Boudreau, LinkedIn
- The $8.5 Trillion Talent Shortage – By Michael Franzino and Alan Guarino, Korn Ferry
- IBM – Data Suggests Growth in Enterprise Adoption of AI is Due to Widespread Deployment by Early Adopters, But Barriers Keep 40% in the Exploration and Experimentation Phases
- How to Conduct an Effective Cultural Fit Assessment – By Shani Jay, AIHR
- Grow Right, LinkedIn – How AI is Changing the Game in Candidate Screening: An In-Depth Look at How Artificial Intelligence Can Significantly Improve Candidate
- AI Recruiting Will Be A Game Changer – By Jack Kelly, Forbes
- Attracting Top Talent with AI: Tailoring Your EVP for Maximum Impact – By Colette O’Neill, LinkedIn
- What is Mya Chatbot? Features, Uses, and How to Learn More – By Emily Levingston, VanChat
- AI in Recruiting 2024: Pros and Cons – By Colleen Fullen, Korn Ferry
- Korn Ferry – Talent Acquisition Trends 2025
- Employee retention trends and challenges in the oil and gas industry – By Robert Belanger, Giulio Carbone, and Ignacio Fantaguzzi, McKinsey & Co.
- MIT, Leading the AI-Driven Organization Program
- SmarterX – AI Literacy Program
- Here are 7 free AI classes you can take online from top tech firms, universities – By Preston Fore, Fortune Recommends
