Many organizations have discovered the benefits of using Artificial Intelligence (AI) in their recruitment process. AI can help solve many of the recruiting challenges today’s Talent Acquisition (TA) leaders are facing.
Attracting and converting top talent with the right skills is challenging enough – not to mention the issue of bias in hiring, the length of time it takes to move a candidate from applicant to offer accepted, and the challenge of creating personalized candidate experiences.
These are all common problems that enterprises have likely run into at some point and may still be dealing with. A sophisticated and explainable AI model can help address each of these talent challenges, and help you attract and engage candidates with the highest potential to succeed in your organization.
Identify and hire your ideal candidate
AI and automation are able to quickly highlight the candidates and applicants who would fit each particular role based on their skills, potential, and what hiring managers are looking for. This gives TA teams a consistent and clear picture of who would be best suited for each opportunity – allowing recruiters to focus on finding the very best people for each open role.
AI technology can also use skills data to match open roles to candidates that already exist in your Talent Pipeline. The beauty of employing AI to help recruiters with this process is that AI has the ability to automatically infer which candidates would likely perform best in the role based on their current skills and characteristics. As well as speeding up the process of matching people to roles, AI can allow for some fine tuning in this process: recruiters and hiring managers can tweak the criteria and see what results are produced.
When a recruiter doesn’t have access to this technology, it’s much easier for them to unintentionally pass up a candidate that would be a great fit, simply because ‘on paper’, they don’t seem to match up to every part of the job description.
Candidates should be looked at as dynamic individuals with living and breathing sets of skills. And many of those skills could be easily transferable to a new role or developed into what your organization needs most. And when you use AI in recruitment, the technology does that assessment for you.
Reduce bias in hiring
Whether TA leaders want to admit it or not, the hiring process often includes some type of bias. Even unconscious bias is a problem and businesses must take the necessary steps to reduce bias in their recruiting process wherever possible.
AI is an excellent tool that can be used to help organizations reduce bias by focusing their hiring efforts on skills first and foremost. When you utilize a skills-first approach backed by AI, recruiters can more fairly identify the right candidates for the role based on who is able to do the actual work that needs to be done – regardless of the roles they’ve held in the past, or things like their gender, ethnicity or where they went to school.
Most enterprise organizations have set strategic goals around DE&I, and by introducing AI into your hiring process, those goals become a lot easier to attain when unconscious bias is reduced.
Increase recruiter efficiency
AI helps unlock efficiencies in the hiring process – saving the business both time and money. It’s important to note that the technology doesn’t replace the job of a recruiter – it simply makes their job easier, allowing them to perform better and do more in a shorter period of time.
AI helps streamline the recruiting process in many ways. For example, if you have a sophisticated AI-driven tool, recruiters can quickly and easily match high-quality candidates with open roles. This accelerates the hiring process – saving recruiters the time it would have taken them to match up those individuals and their skills to open roles manually. An AI-powered approach allows for greater collaboration: hiring managers can work with recruiters to fine tune what is actually needed (in terms of skills) and results can be gathered quickly. The role criteria can be fine tuned as a result.
When your recruiters are more efficient and can identify the right candidates quicker, this also helps reduce the organization’s overall time-to-hire (a key metric for all Talent Acquisition teams).
By streamlining the process through the use of AI and automation, you can move candidates from the awareness stage, to the application stage, through the interview stage, and all the way to offer acceptance, more efficiently than if your recruiters didn’t have the help of AI. And you can be confident that you are making the right hiring decisions based on the skills that are needed to do the job.
Personalize the candidate experience
In today’s talent market, employers are no longer only competing with the other companies in their industry or geographic region. Employers are now forced to compete with virtually every business across all industries for the best talent. Remote working has opened up the door for top talent to pick and choose the employers they want to pursue opportunities with, and it’s crucial that employers know how to stand out.
That’s where personalized candidate experiences come in. AI enables recruiters and TA teams to tailor the candidate experience to individuals based on their unique skills and interests.
The primary benefit of taking a personalized approach for the employer is to maximize conversions – turning more high-quality candidates into applicants. With the help of AI, employers can put open roles in front of candidates who have the right skills and interests – allowing top candidates to source themselves for roles.
The right AI-driven technology has the ability to generate smart recommendations for each individual candidate – showcasing the opportunities that they would be a good fit for, based on their skills. And the right tools also allow candidates to make employers aware of their content and communication preferences.
When recruiters know a candidate’s preferences, they can more easily send customized messages with tailored content and new job opportunities that the candidate actually wants to see. This helps recruiters build and nurture relationships with candidates – setting your company apart from other employers they may be considering.
Through the use of AI-powered Candidate Portals, you can ensure that you are able to maintain meaningful and personalized communications with candidates at all stages of the recruitment process. You can also keep them engaged throughout the entire candidate experience by showing them new roles they are a good fit for, as they become available.
And with an explainable AI-driven solution, you can rest assured that your team remains compliant and that your candidates are able to control and update their preferences over time.
Recruiting high-quality candidates with the right skills is always a challenge, but that’s especially true during today’s competitive talent market. Employers need every advantage they can get to attract the best talent and an AI-driven HR tech solution can help set your organization apart in the market.