December 04, 2019 8:30 AM

Intelligent Augmentation - How to Best Utilize AI in Recruitment

 

Artificial intelligence has become one of the most important tools within the recruitment industry. It now helps us with so many tasks that it’s hard to imagine that there was a time that we managed without our favourite AI tools. But despite the availability of some of the most innovative recruitment software the world has ever seen, there are still many within the industry who aren’t quite utilising the technology to its fullest potential.

So what do we mean by that?

Well, AI is often viewed as a replacement technology rather than an augmentative one. What this means is that companies often consider AI to be a cost-cutting tool that allows them to reduce their workforce when in many cases they could instead use the technology to improve the performance of their staff.

Think of it in terms of how AI is used in the motor industry. Although truly autonomous vehicles may not be too far away, the technology that is available at the moment is not designed to replace the driver, but instead to augment their skills. In other words, it’s there to make them a better driver.

The same can be said of AI tools and how they are used in the recruitment industry. They are not there to replace recruiters but to make them better at their jobs, or as our CEO James Galvin likes to say, give them superpowers.

How to use AI to augment your recruitment team’s skills

1. Deliver a better candidate experience

As you are well aware, candidate experience is hugely important not only for the success of your recruitment efforts but also for your employer brand image.

According to research, 60% of candidates report having a negative candidate experience while 72% will then share that negative experience online. Most tellingly though is the fact that 78% of candidates view the experience they have in the recruitment and interview process as an indicator of how the company treats their employees.

So how can AI help your recruitment team improve candidate experience?

For a start, AI can be used to take care of the more mundane and time-consuming tasks such as replying to initial applications, screening resumes, and scheduling interviews. This then leaves the recruiter with more time to focus on building better relationships with the candidates in their pipeline and getting to know the people they may hire in the future.

AI can also help candidates get the answers they want instantly through the use of chatbots or automated email replies. Better yet, AI never sleeps so if a candidate is in a different time zone or just likes to browse career pages in the small hours of the morning, your AI will be ready to answer their queries.

2. Speed up time to hire

A speedy hiring process is a cost effective one and when it comes to accelerating your time to hire, there are many approaches you can take (at least six the last time we counted). However, one of the most effective is, as we mentioned above, the use of AI to automate certain processes and take them off your hands.

While automating some tasks may at first seem inconsequential, the time saved for your recruitment team soon adds up. Their time and skills can then be used more efficiently to complete the tasks they are best suited to which in turn speeds up the entire hiring process.

3. Remove unconscious bias

Unconscious bias is a fact of life. We’re all human and unfortunately, this means that it’s incredibly difficult to remain objective at all times. Whether it’s regarding gender, education, or even personal appearance, recognising and then tacking unconscious bias can be quite difficult for a recruiter.

Luckily for us mere humans, the AI we use to augment our skills has no such issues with a candidate’s gender, background, or appearance. This is why AI used in the sourcing process is such a boon to the industry.

Take how we do things here at vsource for example. By using talent analytics and tailored search algorithms, our AI can significantly increase a clients’ talent pool by simply including all those candidates that a recruitment team’s unconscious biases would have eliminated. Of course, our sourcing consultants add that human touch to the process by having the final say on the suitability of a candidate, but it is their use of AI that allows them to provide such a high volume of diverse and, most importantly, better quality candidates (more on that later).

However, it’s important to note that should you utilize your own AI tool, it’s possible for the software to learn unconscious bias from your team members. By studying previous campaigns and determining requirements based on a recruiter’s choices, AI can inadvertently pick up some poor habits. In this case, it’s important to make sure that the team supplying your AI software understand this so they can work to counteract any possible issues.

4. Improve candidate quality

Last, but no means least, we come to the topic of candidate quality. This is by far and away one of the most important KPIs in recruitment and thanks to our ability to easily collate and analyse employee data, it’s also one that is easily measured.

AI will typically help recruiters improve candidate quality at both the sourcing and the screening stage. As we mentioned earlier with regards to our own sourcing efforts, AI technology allows us to match candidates with relevant skills to specific roles. It also allows us to create a truly diverse candidate pipeline (by removing unconscious biases) which is proven to result in better performance in the workplace.

As for screening, let’s take a careers pages chatbot as an example. This relatively straightforward piece of software engages with potential candidates who visit your careers page. When a candidate asks for more information, the chatbot asks them a series of simple questions and can then qualify or eliminate the candidate based on their answers. Qualified candidates will be directed to an application form or encouraged to send in their details while unsuitable candidates (with their permission) will have their information kept on file in a separate location for future reference.

It’s impossible to overstate the value of these simple yet highly effective uses of AI in the initial stages of the recruitment funnel. When it comes to improving the quality of candidates that make it through to the interview stage, there really is no substitute.

 

As you can see, through intelligent augmentation you can truly take advantage of AI’s potential and add a few superpowers to your recruitment team’s repertoire in the process. 

 

Want to learn more about how we use AI to source high-quality candidates and ensure that you meet your recruitment goals? Then go ahead and book a free no-obligation demo today. 

Request a Demo

Subscribe Here!

 

 

Complete Sourcing Playbook

 

 

High Volume Candidate Sourcing

 

 

cost-per-hire-calculator