As a recruiter, your biggest challenge is finding applicants who can contribute something new and valuable to a company. A recent study shows that it takes one recruiter an average of 15 hours per week to find a suitable candidate for one role.
Fortunately, there’s no limit to what artificial intelligence (AI) can do to make your life easier. From sourcing candidates to onboarding them, you can use AI to automate the entire hiring process.
In this article, I take a look at how you can integrate AI effectively to speed up the hiring process. Here are 7 ways to take advantage of AI in hiring.
7 Effective Ways to Use Al in Job Recruitment Summary
- Improve Job Description Writing
- Speed Up the Recruitment Process
- Reduce Hiring Costs
- Assess Team Strength and Identify Talent Gaps
- Perform Background Checks
- Improve Candidate Recommendations
- Create an Engaging Candidate Experience
Now, let’s take a closer look at how you can put them into action.
1. Improve Job Description Writing
Have you ever wondered if the words we choose in job descriptions could send the wrong impression to potential candidates?
Even when you are conscious of and careful with language, you can easily misuse it. AI-powered text-analyzing tools can improve the job description writing process, attracting top talent and expanding your team’s skill set.
There are various AI-driven tools, like Ongig’s Text Analyzer, to help with the process. Along with Text Analyzer, there are other job description tools you might find useful too.
You can use tools like Text Analyzer to advertise jobs, knowing that you are not using bias against any group of people based on race, gender, or other factors (disability, educational background, etc.).
The software flags any potentially exclusionary language in your job postings, and highlights them and any others that are racially, ethnically, sexually, or religiously offensive, then offers alternatives to write more inclusive job descriptions.
And, it offers features like a readability rating for your job description and marks potentially off-putting elements, like lengthy lists of job requirements, excessively long sentences, and complex terms or business jargon.
AI can also inform you if your job ad needs to be better structured. You can easily dissuade applicants from applying if they do not notice any mention of salary, benefits, or your dedication to diversity.
Ongig’s Text Analyzer software also helps you build unique job description templates. Using these pre-made templates, you can quickly publish jobs at scale.
2. Speed Up the Recruitment Process
Automation and AI are critical for handling the large number of applicants in the employment process. Recruiters have widened their employment funnel to capture a larger pool of qualified candidates. Even after the application submission phase, AI can assist recruiters in expanding their pool of candidates.
Rather than focusing on unimportant traits to screen candidates out, AI allows recruiters to screen potential candidates in. This ultimately broadens the number of potential candidates worth hiring.
All this talent-capturing AI tech means a recruiter would spend up to 23 hours on a single hire using the traditional shortlisting process and pre-employment screening. But with an AI screening tool, you can process thousands of applications in a matter of seconds, highlighting the most promising candidates.
3. Reduce Hiring Costs
The typical expense of a new employee is $4,129. Screening and interviews consume an excessive amount of time, with pre-screening alone costing $40 or more per applicant.
A way to counter this is by using AI to cut down on the expense and duration of the hiring process.
AI recruitment software conducts fast and accurate assessments of applicants, which highlights those most qualified.
In fact, early research shows that businesses that leverage AI in the recruitment process enjoy a 30% decrease in cost-per-hire. Teams can also save money in the long run by incorporating AI tools into their workflow.
A 2016 CareerBuilder study found 75% of businesses admitted to having made a bad hire at some point. Making a bad hire can cost as much as two and a half times the wage.
An AI tool can assist in reducing the expenses associated with hiring the wrong person in situations where candidates frequently lie on their resumes or where human bias interferes with the hiring process.
Another benefit of using AI in hiring is the return on investment (ROI) when considering the long-term variables that indicate a candidate’s success.
PwC notes that an employee’s value to an organization extends beyond their salary, hiring, and training to include other factors, like the skills they acquire on the job, their ability to learn, and social contributions.
4. Assess Team Strength and Identify Talent Gaps
Human resource departments at various companies are increasingly emphasizing teams and filling in skill gaps.
Recruiters can use AI by employing scientific testing and data analytics to gain a deeper knowledge of the personalities and motivations of the people working on their teams. Ultimately, this helps them understand how the differences between individuals affect their group performance.
AI makes this process significantly more effective and faster than any alternative solution HR experts might use.
5. Perform Background Checks
Background checks on potential hires are challenging and time-consuming, but they are just as crucial as conducting skills assessments. 92% of businesses verify applicants’ backgrounds to lower their risk exposure.
AI has simplified and accelerated the process, making it more effective and efficient than manual checking methods. Organizations may rest easy knowing that their background checks are being conducted discreetly and are entirely objective, thanks to AI technology.
6. Improve Candidate Recommendations
The true significance of AI recruiting technologies becomes clear when we consider the software’s ability to mine massive amounts of candidate data. This data is stored in an applicant tracking system (ATS) to identify and present meaningful insights about your talent pools.
AI can now swiftly evaluate individuals’ capabilities, credentials, and qualities and match them with the demands of hard-to-fill roles.
ATSs use AI recruitment technologies to analyze resumes and assess candidates’ potential before making hiring recommendations. This dramatically simplifies the work of HR specialists and recruiters.
7. Create an Engaging Candidate Experience
AI in ATS systems provides personalized feedback to candidates, informing them of skills they lack. You can also provide candidates with feedback they can apply to their future career pursuits.
Plus, improved transparency and quick communication with automated tools deliver an improved hiring experience.
Currently, recruiters have to go through an overwhelming mountain of resumes for each job posting. Today’s top candidates, in particular, have higher expectations for communication and feedback than in the past, known as “the candidate experience”.
Simply put, it’s a shift in perspective in which businesses view job applicants as customers. This is an immensely successful strategy for luring top talent, making investing in AI recruitment technology worthwhile.
Why I Wrote This:
Our Text Analyzer is just one example of innovative, AI-powered recruitment marketing solutions. Text Analyzer helps you craft balanced and unbiased job descriptions. Why schedule with us today and see it for yourself?
Shout-Outs:
- AI Recruitment (by Siobhan Carlson)
- 7 Effective Uses of AI in Recruitment Operations (by Manatal)
- 7 effective uses of AI in recruitment (by Melanie Johnson)
- 14 Best AI Recruiting Tools of 2023 (by Recruiters Lineup)
