4 Ways to Improve Your Recruiting Strategy With HR Tech
The use of artificial intelligence (AI) in recruitment has resulted in HR software solutions that have already started to revolutionize talent acquisition. From sourcing to interviewing and more, there are programs that can make the entire hiring process much more time-efficient and successful.
The fact that nearly all Fortune 500 companies use some kind of recruitment software speaks volumes about the importance of smart application of technology, especially AI-based, in talent search.
Here are four ways you can boost your hiring efforts with the use of AI-powered HR software.
Tap Into a Wider Pool of Candidates
AI can help you in talent sourcing by making your job requisitions smarter and expanding the pool of candidates you dip in. Having more candidates doesn’t necessarily have to be a good thing, but an intelligent AI engine can ensure that you only get quality applications.
A successful hiring process starts with a carefully worded job ad that targets the right people. This can be a delicate task, especially for highly technical positions that recruiters are not intimately familiar with. An AI-based program can help you expand your search by using more industry- or job-specific jargon. This kind of ad can reach beyond your initial words — it can interpret your intent and help you adjust your wording.
An intelligent system can analyze many tidbits of data and infer valuable meaning from them, which would otherwise be easy to miss. For example, a candidate may not have listed the exact skills you’re looking for in their resume. However, the software can determine the probability of that person possessing the skills in question by analyzing their previous work experience.
What’s more, with every analysis, AI-based systems learn, which means your search gets even more refined as the software figures out various associations between different data points.
Automate Resume Screening
Myriads of resumes probably go through your Applicant Tracking System (ATS) all the time, wherein ATS becomes a kind of purgatory for candidates of different levels of potential. Employee selection involves sifting through endless amounts of data, which can be tiring and ineffective.
However, there are AI programs that allow you to automate the entire screening process and make it much faster and efficient. In fact, HR managers say that AI-enabled automation saves them 14 hours a week on average.
An important aspect of AI-based software, i.e., machine learning, allows the program to recognize patterns and rules when you feed it large amounts of varying job-related data. For example, aside from hundreds of resumes, competencies associated with different areas of expertise, your current employees’ ratio of success to years of experience, you can factor in external sources of information as well, such as official job classifications.
In time, your machine-learning system will have perfected the employee profile you’re looking for and will be much more successful in screening potential candidates than human recruiters alone.
Redirect Quality Candidates Who Are Not a Match
If a candidate is not suitable for a specific position at your company, the HR software could cross-reference their data with other job requisitions and recommend another position to them. This way, if a quality candidate comes by who doesn’t fit in the exact position they applied for, the program could allow you to keep them.
Let Chatbots Handle Time-Consuming and Repetitive Tasks
Conversational AI bots are powerful tools that have many uses across a range of industries, and you can apply them in almost any aspect of your business operations. Just like they can successfully replicate a customer representative, they can also take on some of the recruiters’ more time-consuming tasks.
Candidates can interact with your intelligent chatbot on a conversational level and obtain whatever feedback they need without having to go to the hiring manager. The benefits of this type of digital assistant are numerous, ranging from improved candidate engagement to reduced recruiter-candidate interaction time.
Thanks to the advanced AI technology known as Natural Language Processing (NLP), these bots can understand natural human language to great extents and engage in meaningful interactions with people. This property, coupled with other technological features of AI, allows chatbots to become even better at understanding us.
AI chatbots can be linked to any other system, which would enable them to provide candidates with accurate information and even pull out forms to be filled and other documents in seconds. They are also available 24/7, which means candidates can get accurate information and assistance instantly and at any time.
Eliminate Bias With AI-Assisted Linguistic Analysis
AI can go much deeper than scanning what the candidate has carefully put down in their resume or another document. It can perform thorough analysis even during an interview and assess the suitability of an interviewee based on numerous factors.
There are systems that scrutinize vocal inflections and facial expressions, but these can be as partial as a real person, considering not everyone shows emotions in the same way. If you’re looking for ways to eliminate bias in your recruiting process, you should favor programs that perform linguistic analysis.
These programs look for words and word clusters specific to certain jobs and can add and subtract points for “positive” and “negative” terms the candidate uses. This way, the focus is on the actual content of what the person is saying, rather than other qualities, such as the dialect they speak.
New software can also analyze the candidate’s personality, and this feature is often based on the so-called OCEAN model that contains five major personality traits. The presence or absence of these traits can tell a recruiter a lot about the candidate’s enthusiasm and suitability for the position.
The Future of AI for Recruitment
As you can see, AI-based HR software has advanced significantly, and it offers solutions for HR professionals that can automate large parts of the recruitment process and find suitable candidates on their own.
Technology will never be able to fully replace a human hiring manager, but it can enhance their capabilities and allow them to spend more time with candidates in-person, leaving AI to interpret raw data and translate it into actionable insights.
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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