Strong recruiting has always been the key to hiring the right people and keeping employees for the long haul. AI (artificial intelligence) has become a hot topic in the industry, with many leaders finding it one of the most game-changing technologies in the field. Talent acquisition specialists say AI-based hiring has helped automate repetitive tasks and find top talent not actively seeking a job.

And, the most important thing it’s done in recruitment is keeping candidates interested throughout the process. While AI has significantly impacted the hiring world, is it the best way to increase candidate retention rates?

The Advantages of AI-Based Hiring

AI in recruitment is becoming mainstream due to its various benefits in hiring qualified candidates.

AI graphic (AI-based hiring blog)

Increased Efficiency and Speed with AI-Based Hiring

One of the top reasons recruiters are adopting AI is because it maximizes speed in hiring. By using AI-powered tools, talent acquisition workers can make the most of this technology’s algorithms and find the best candidates. For instance, it can analyze data points by sifting through resumes and automate repetitive tasks like scheduling interviews.

It also helps with other parts of the recruiting process by posting jobs in the best places. In fact, some AI tools use natural language processing to generate job descriptions to enhance an employer’s brand and make the workplace more attractive to potential candidates.

Plus, it speeds up the recruitment process by talking to candidates early on. For example, some AI tools will chat with job seekers to answer their questions and check if they fit the job’s needs and vice versa. This means hiring managers free up time to work on more important tasks, such as talking with top applicants.

Also, because AI can help recruiters find the best way to advertise jobs, more of the right candidates see the listings. This makes the whole process of hiring quicker, which is a big help for professionals today.

Saving Money and Resources with AI-Based Hiring

Using AI for hiring helps save money and resources in many ways. It helps recruiters spend less time going through resumes and talking to people who might not be suitable for the job. With AI in the applicant tracking system, recruiters can quickly find lots of good candidates.

With this quick turnaround, companies find candidates faster and fill positions quickly. This reduces the costs of having jobs open for a long time, like lost productivity. Plus, AI ensures postings reach the proper people most effectively without spending more on advertising. So, brands save more in the long run.

Scalability with AI-Based Hiring

Scalability is a critical advantage of AI-based hiring — it enables enterprises to adjust their recruitment efforts as their needs change. This type of quick adaptability is especially valuable in today’s job market since the demand for talent is exceptionally high.

With AI, companies can handle lots of job applications and grow their hiring efforts without hiring more HR staff. Automated systems can manage a big workload well, keeping the hiring process good even when there are lots of candidates.

Plus, AI gets better as it works more. When these tools handle more information, they get better at picking the best candidates. They learn from real hiring experiences and get smarter over time. This means AI can keep up as a business needs more advanced hiring help.

Accessibility and Inclusivity with AI-Based Hiring

More companies are pushing for inclusivity as a practice in diversifying their workforce. While virtual hiring has been a tremendous help in making the recruitment process more accessible, AI technology can take it to the next level.

Its algorithms are designed to focus on skills and qualifications, helping remove unconscious biases that affect human decision-making. This shift toward more objective criteria ensures job seekers are evaluated fairly, regardless of their background, gender, ethnicity, and disabilities.

Also, AI makes it easier for people to have interviews and tests online. This means everyone, even if they have trouble getting to places or moving around, has the same chances. The people who make these tools can even set them up to work better for candidates with disabilities. They can offer different ways to do tests and talk, so everyone has a fair chance.

By democratizing the recruitment process, AI broadens the talent pool, helping organizations bring fresh skills crucial for innovation and growth. This enriches the workplace culture and reflects more positively on the brand.

How AI-Based Hiring Influences Candidate Retention

Using AI technology to find the best candidates may offer several advantages, but how does it directly influence retention?

Magnet and figures of people. Customer acquisition and retention.

Improved Candidate-Job Match

Businesses that want to find the most qualified candidates can use AI to ensure a deep alignment between the applicant’s skills and the job requirements. With its ability to categorize profiles based on interview scores and quality of skills, AI models can refine their profile selection criteria and improve it by 8% to 21%.

When companies pick the right people for the job more accurately, those people are more likely to get roles that match what they’re good at and what they want. This makes them feel more confident about the job they’re applying for and keeps them interested.

Candidates will also feel confident they’ll do well in their job, which lowers the number of people leaving. They’ll be more excited about joining a company where they can use their skills better. This means they’ll know they can improve at work and help make the workplace happier.

Continual Learning and Improvement

It’s important to keep learning and getting better to keep good employees, and AI-based hiring helps with this. When companies use AI to hire, they can see what skills people have and how they could improve. With this information, they can make training programs that fit each person’s needs.

Incorporating training and development is a proven strategy, as 94% of employees are more likely to stay longer when offered such opportunities. They feel valued and see a clear path for career advancement within the company. 

AI not only picks candidates for what they can do now but also for how they can grow in the company. This makes both the employer and candidates happy, creating a workforce that’s more skilled, flexible, and dedicated. And candidates will be happy about the chance to learn new things.

Predictive Analytics for Success

Another solution AI addresses in candidate retention is predicting when recent hires may leave the recruitment process. AI technology utilizes predictive analytics to identify patterns that indicate a job seeker’s exit likelihood. 

By predicting which candidates are more likely to leave during the recruiting process, hiring managers can find solutions to keep them on. Whether providing more updates or responding more quickly, AI allows for timely interventions, greatly reducing candidate turnover.

AI tools create a more stable recruitment environment. When candidates feel valued, they’ll likely remain committed to the hiring process. Making them feel like they belong keeps them from seeking employment opportunities elsewhere.

Reduces Bias

Many HR teams are trying hard to get rid of bias in hiring, and AI tools can help with this. AI looks at skills and experience related to specific words, which makes things fairer for everyone. This means more people from different backgrounds can apply, and the hiring process is fairer.

One of the practical ways it does this is by analyzing and revising job descriptions to eliminate gender-specific language. This makes job postings more appealing to a broader audience, leading to a more diverse set of applicants. In fact, studies have shown neutralizing job descriptions in this way can increase applications by 29%, leading to better talent acquisition and inclusive workplace culture.

A diverse workforce can greatly increase candidate retention. When people see a dedication to fairness at the hiring stage, they’re likely to feel safe and included. Providing them with a sense of belonging and respect increases their satisfaction, making them inclined to keep going. Thus, by reducing bias, AI-based hiring is key to attracting candidates of various backgrounds and retaining them long term.

Enhances Candidate Experience

Improving the candidate experience is crucial in setting a positive precedent for retention. A favorable experience during the hiring process signals to candidates that the organization values staff, laying a strong foundation for a long-term relationship.

The first impression can really affect if someone takes a job and stays with the company. When candidates feel interested right away, they’re more likely to keep going with the hiring process.

AI-based hiring drastically helps achieve this by streamlining and enhancing the recruitment process. For instance, AI-driven chatbots provide instant responses to inquiries, ensuring candidates are always aware of their status. A higher level of responsiveness keeps them interested and shows a brand is open to communication.

Beyond chatbots and automation, AI technology also assists job seekers in intense application processes. Longer applications typically turn good applicants away. However, they can use AI and apply via text, which allows recruiters to pre-screen candidates without taking up much of the applicant’s time.

The Challenges and Limitations of AI-Based Hiring

AI solves many issues recruiters face in attracting and keeping candidates. However, hiring managers should be aware of the possible limitations and challenges it can cause, as this may affect retention.

Algorithmic Bias

A big problem with using AI for hiring is bias in the algorithms. This means the AI might not be fair or include everyone equally in the hiring process. Bias happens when the AI learns from old data that already has unfairness in it. For instance, if past hiring choices were unfair based on gender, race, or age, the AI might ignore people who have different backgrounds or skills that could be helpful to the company.

These biases can stop skilled people from wanting to work for the company. They might think recruiters aren’t being fair to them. And if they do go through the hiring process and face bias, they’re much less likely to take the job if it’s offered to them. So, it’s really important to handle bias in the AI system well to make sure hiring is fair and includes everyone.

Data Privacy and Security

AI systems process every amount of information, from resumes and social media profiles to personal details. When candidates apply for a position, they expect their information to be safe and handled with respect. However, any data breach or misuse may occur, making them wary of taking the next steps in the application process.

Businesses need to choose their AI tools for hiring carefully. HR people should know where the outside company keeps its data and who can see it. When companies protect data well, they can make candidates trust them more. This makes candidates more likely to feel okay with and be involved in the hiring process.

Lack of Human Interaction

AI might seem distant to job seekers, and this might make them leave. These tools make hiring faster, but they don’t give the personal connection job seekers want. Recruiters who talk to job seekers can make friendships, show what the company is like, and solve problems in a way AI can’t.

Applicants often appreciate connecting with potential future colleagues and managers, asking questions, and understanding the working environment. When this interaction is missing, they may feel less inclined to pursue opportunities with the company.

Overlook Candidates

AI can be beneficial in finding the best candidates but can overlook other qualified ones at times. This oversight happens for a few reasons. First, algorithms prioritize candidates based on specific criteria and keywords — it may overlook great people if their profiles don’t match the programmed parameters.

Additionally, AI tools could screen out candidates who possess untraditional indicators of success. This could involve their degree or skill sets. Therefore, AI could avoid following up with those who are diverse in experience and expertise.

If candidates think they weren’t treated fairly, they probably won’t apply again or tell others about the company. This can make it harder to find and keep good job seekers. So, recruiters need to make sure everyone feels welcome during the hiring process.

Does AI Technology Help With Candidate Retention Long-Term?

Strategy meeting

AI technology in hiring presents a mixed bag of benefits and drawbacks. On the bright side, it improves the hiring time and can enhance a job seeker’s overall experience. However, challenges like bias, privacy concerns, and lack of human touch aren’t ignorable.

Additionally, applicants may try to “game the system” by tailoring their resumes to what they think AI wants, potentially skewing the authenticity of their profiles. These issues waste time for recruiters and candidates when relying solely on AI-based hiring and retention.

The bottom line is even the best AI technology provides an incomplete picture. It can’t fully capture the complex, unpredictable human factors contributing to candidate turnover.

Instead, combining AI and the intuitive, personal engagement of HR reps creates a successful strategy for retention. Recognizing the value of technology and human insights is key to addressing the various challenges of retaining staff in the long term.

Developing a Strong Candidate Retention Strategy With AI-Based Hiring

As AI grows and becomes more involved in the recruitment process, HR leaders should prepare their departments with a strong candidate retention strategy by addressing the issues with this technology.

Integrate Human Judgment

A balance between human and AI judgment is key to retaining people in the recruitment process. HR professionals should ensure automation-driven recommendations are reviewed by experienced recruiters and hiring managers.

This involves creating a process where human insight complements AI analysis, which will be especially crucial when evaluating a candidate’s cultural fit, growth potential, and personal attributes. This way, HR reps can make more informed, holistic hiring decisions.

Audit and Update AI Systems

Routine audits and updates to AI systems are essential to maintaining fairness in recruitment. Therefore, HR professionals must review data and algorithms to ensure they’re free from biases. Doing this will improve its fairness and verify the technology stays aligned with organizational goals.

Focus on Candidate Engagement

Recruiters need to make sure new employees feel connected to the company so they stay longer. They can use AI tools to help with this, but they shouldn’t replace real conversations. They should send personal messages, keep recruits updated on what’s happening, and ask for feedback to keep them in the loop. When AI makes every part of the hiring process better, it helps keep employees engaged and staying for the long term.

Enhance AI Transparency

HR leaders must notify applicants of how they use AI in recruitment, including the types of data they analyze and how they make decisions. The law requires doing so in some states, with more looking to follow suit. By being more transparent in this role, candidates can feel more confident about the selection process.

Monitor and Respond to Candidate Feedback

Getting feedback is really important for making retention strategies better. HR leaders should listen to what candidates say about their experience with applying for jobs. This helps find ways to make things better and keep making the application process good. By responding to feedback, companies can attract the right people and make the workplace happier over time.

Increasing Candidate Retention Through AI-Based Hiring

AI makes hiring faster and smarter. But people are still really important for keeping employees for a long time. HR teams should use both AI’s data and their own feelings and understanding of people. This is how they can make sure they keep good employees, make hiring better, and make the workplace a nice place for new people.

Why I wrote this:

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by in HR Content