As AI is trained on data collected about previous or similar applicants, it has the potential to expurgate the effort recruiters need to spend to make a hire. A 2018 LinkedIn report highlights that 67 percent of hiring managers and recruiters surveyed reported AI was saving them time.
Looking and hiring new employees that can fit an organization’s requirements is an expensive endeavor. In this way leveraging AI and machine learning can be an effective approach, helping in making valuable long-term employees for a good return on businesses’ recruitment investment. HireVue that assists global enterprises to gain a competitive advantage in the modern talent marketplace, for instance, allows companies to screen candidates via automated video interviews. By integrating video interviews with predictive, validated IO science and AI, the company gives the ability to hiring managers to make productive decisions by scaling cognitive capabilities, determining language structure, and distinguishing emotions. This will help them find the most suitable potential candidates.
Today, there are a different number of online applications that assist aspirants to improve resumes and apply for jobs that fit them. In addition to this, the availability of the underlying technology that makes modern job boards possible is also helping in improving a candidate’s job search. For example, the AWS cloud infrastructure, which has developed from an internal network into an operating system for the internet. The use of AI by Amazon Web Services to predict server usage enables job boards to quickly display job seekers geotargeted openings that align with their profession, skills, interests and career goals.
Using AI for Recruiters
Reports show that a majority of talent acquisition leaders or hiring managers’ biggest challenge is screening resumes efficiently. Implementing artificial intelligence in recruiting processes helps them streamline or automate some part of the recruiting workflow, particularly repetitive, high-volume tasks. While manually screening resumes is still the most time-consuming part of recruiting, most of the resumes received for a role are unqualified.
On the other side, AI holds much promise for improving the quality of hire as it uses data to standardize the matching between candidates’ experience, knowledge, and skills and the job requirements. AI and machine learning can also enable thousands of applications to be processed in a short period of time compared to humans that do so manually.
The arrival of robots in recruiting workflow is making this process even easier for HR teams. For instance, in Sweden, a robot named Tengai, the brainchild of Furhat Robotics, is making waves by conducting job interviews. This robot is designed to conduct unbiased interviews in an effective manner as possible.
Briefly, the promises AI brings to the recruiting and hiring process can drastically improve and enhance both individuals’ job hunting and companies’ effort to hire. The technology will not only become more creative and effective over time, but also frees up hiring managers to focus more on agile work and on getting to know their top applicants and make decisions based on that.
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