Technological advancements have made an impact in all areas of business. Despite the necessary human element in recruiting, the advancements made in artificial intelligence has the potential to change the future of the way companies hire.
Here are some of the ways recruiting teams can use artificial intelligence to offset the costs associated with the hiring process.
Reducing Human Error
Overall, the use of AI and applications help reduce the frequency of human error. Traditionally, recruiting has been a very hands-on process. As posting jobs, selecting and vetting candidates, conducting interviews, and checking references tend to be a secondary task to a hiring manager’s regular duties, the potential for human error increases. After all, you can only spread an employee so thin before all areas of one’s multitasking efforts begin to suffer.
By augmenting current hiring practices with AI, the burden on recruiters to complete tedious and time consuming tasks is greatly decreased. As a result, the degradation work quality is decreased as well because recruiters have more time to focus on the details that need human attention.
Reduction of Unconscious Bias
Unconscious bias speaks to prejudiced thinking that people aren’t consciously aware of when screening candidates. This can cover any range of things, like race, gender, age, and more. Unconscious bias can be triggered by something as simple as a different sounding name to a particular body type.
Developments in artificial intelligence are reducing the potential for bias (whether conscious or unconscious) from the recruiting process. A computer doesn’t care if a candidate is female, went to a certain school or is of a different race than the hiring manager. As workplace diversity and inclusion policies become more of a touch point over the next few years, the development of computer programs to eliminate bias in screening becomes essential for businesses.
Handling Administrative Duties
Much of the candidate experience in recruiting relates to touch points with the hiring manager, human resources department or recruitment agency. Chatbots have become a highly-valued tool for many businesses, as they handle generic conversations and can answer frequently asked questions. These pre-screening efforts result in less time spent by recruiters answering repeat questions from candidates.
Conducting and Analyzing Assessments
In combination with the use of chatbots for touch points and efforts to reduce unconscious bias, AI can administer and analyze any required pre-screening assessments. Once the assessments are completed online by the candidates, the AI program can review the answers and send a report to the human recruiter to help guide their decision making. This saves time in both explaining assessments to candidates and giving the results and in-depth review.
Depending on the needs of the business and the technology available, they can administer a variety of assessments that touch on skills and scenarios. With a comprehensive analytics program, the AI can rank the candidates by eligibility to give guidance during the interview process. It is important to note that the interview process itself-- with human engagement-- is still a crucial step in the recruitment process.
Will Robots Run Recruiting?
Despite the importance of the development of AI-led screening in the recruitment processes, it is integral that recruiting initiatives are run by humans. AI serves to assist with many of the administrative tasks through automation, to allow the hiring manager, recruiters, and human resources professionals to focus on their work. While many businesses aim to have more automated processes in place, this area, in particular, will always require a human touch.