3 Ways to Improve Your Recruiting Strategy with AI and HR Software
The HR software market is growing, as well as the use of Artificial Intelligence (AI) in recruitment.
Currently, 1 out of 10 HR professionals heavily rely on the use of AI in talent acquisition. However, over a third of HR professionals believe they will be utilizing AI at such a high level in the next two years.
From determining fair compensation to carrying out background and reference checks, AI and other groundbreaking technologies are finding their way into every nook and cranny of the recruitment process.
To help you get ahead of the curve, here are the 3 most innovative ways you can use AI and HR software to improve your recruiting strategy.
Unconscious biases in the workplace can lead to poor decision making. For instance, after studying orchestra auditions, Princeton and Harvard researchers found that blind auditions significantly increased the likelihood that female musicians would be hired.
Unconscious biases are a part of our nature. We cannot escape them so easily. (As hard as we may try.) Whenever an HR professional is reviewing a resume, they may have a bias against a certain type of candidate.
In most cases, these biases are not malicious or conscious. However, they are still likely to happen. You can use AI and HR software to reduce biases to a minimum. For instance, Pymetrics has shown to be one such solution.
A system that doesn’t pay attention to the candidate’s look, name, race, or gender can help you better see who is the right candidate for the job. In your efforts to find someone who is the best fit for your company culture, you may be ruling out the best candidate.
For instance, if you don’t understand why a candidate feels so strongly about something or how they got to a solution to a problem, you may dismiss them too early.
We use recruitment tools and software because they can do things faster and better than us. But, we may still be hindering the recruitment process. To make the most out of AI and HR recruitment tools, use software that will help you with blind reviewing of resumes.
Try to see where there may be room for unconscious bias so that you can do something about it. For instance, when writing a job description, avoid using gender-coded words. Instead, use gender-neutral descriptions.
A particular candidate may not be the right person for the position you are trying to fill right now and right here. That doesn’t mean you should completely dismiss them. Perhaps they may be the perfect fit for another one of your locations or you may use their talents somewhere down the line.
If you dismiss them straight away, you are potentially losing top talent. To prevent that, you can keep them interested in your business by building a relationship. To gain an edge in a competitive market, you can use AI and HR recruitment software and tools to build and maintain a talent pool.
There are more and more solutions that aim to help both the recruiters and the candidates. For instance, Stella.ai has shown to be a reliable platform for pooling and rerouting talent.
Currently, about 7% of businesses use AI to reroute candidates to positions that are a better fit for them. Considering the potential benefits, the number is surprisingly low.
Engaging with candidates via a talent pool isn’t quite the same thing as rerouting them, but it achieves the same result. It prevents you from losing talent to the competition by allowing you to keep good candidates close to your organization.
Harnessing the Power of Chatbots
Chatbots are an AI-powered conversational interface platform. Businesses that use AI chatbots mostly do it to assist customers. But, use cases for AI enterprise chatbots are abundant. A recruitment chatbot can make for a great HR manager’s assistant.
You can use chatbots to better engage with candidates and employees throughout the lifecycle of all of your HR-related interactions. This includes recruitment, training, and onboarding.
You can employ AI chatbots to reduce the time needed for the recruitment process as well as to improve the overall candidate experience. By alleviating the procedural hassle, chatbots can help make sure more candidates complete the application process.
They can also create candidate profiles and shortlist candidates. Well-designed chatbots use natural language processing (NLP) and machine learning to help you select the best candidates. For instance, NLP allows a chatbot to pick up on various details that may come up in a conversation with a candidate. It can use such details to determine their skills, expertise, and level of experience.
Chatbots and the Candidate Experience
Through real-time interaction, chatbots can make things much easier for applicants. They can offer next-step suggestions, updates, and feedback. A chatbot can also ask the applicant questions based on the job requirements.
By offering candidates consistent updates throughout the hiring process, they can significantly improve the experience. Even for the candidates that get turned down. Again, even if a candidate isn’t the right fit for the job, the company can benefit from maintaining a good relationship with them.
For instance, if they don’t get a response to their application, 58% of applicants are less likely to buy from the business to which they have applied. On the other hand, if candidates receive consistent updates throughout the application process, 67% of them are more likely to buy from the company to which they have applied.
Chatbots can also offer 24/7 help to the candidates during the onboarding process. They can guide new hires through various aspects of the onboarding process. They can answer basic questions the new employees may have. This will allow new employees to integrate faster and greatly reduce the administrative burden of the process.
If you want to innovate your recruitment efforts, AI-powered HR solutions are the way to go. However, before you buy an HR recruitment tool or subscribe to an AI recruitment service, make sure you know what you want to achieve.
There are more and more recruitment tools on the market. The best solutions are the ones that help smoothen the recruitment funnel for both the employer and the candidates.
Michael has been working in marketing for almost a decade and has worked with a huge range of clients, which has made him knowledgeable on many different subjects. He has recently rediscovered a passion for writing and hopes to make it a daily habit. You can read more of Michael's work at Qeedle.
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