5 Things To Keep In Mind While Choosing An AI Recruitment Software.

Using AI recruitment software is an easy way to get the right people quickly. But each software has some weakness or other. The software was created by humans, after all. Therefore before employing any software, it is necessary to consider its strengths and weaknesses.

Built-in Bias Issues

Each software has some weaknesses, and one which is not easy to track is the inbuilt bias. The software may be inclined towards hiring men as against hiring women. While not deliberately built-in, the bias exists because some of the parameters favour male applicants. It may, for example, have some features which tilt the software towards men. Experience is one example. If the software looks for people with a lot of experience, then it favours male applicants. Generally, female applicants rarely have very long experience records. Some do, obviously, but not many. This tilt may affect the quality of people that are available, leaving out highly qualified female applicants. The best way to avoid this kind of software is to check the creators. If they are a diverse team, then the chances are that the software has a built-in bias of some sort.

24x7 Availability & Support

The AI recruitment software must be capable of running continuously when the need arises. That means it can run round the clock, every day. This makes recruitment easier. The software can produce results overnight, and these can be analysed the next morning. This is especially important in cases where the recruitment process has international ramifications. This also shortens the time required to locate the applicants who may be a match for the job requirement. The time saved equates to saving money. The interviews should be required van be set up immediately. Sometimes hiring is urgent, and this process enables a company to make quick decisions.

Modification and Scalability

The software must have the ability to adapt to the changing conditions of today's markets since market dynamics can change markets at any time and sometimes so quickly that the company has to move fast to adapt to the change. This is a process that has to move fast. The software which is able to adapt means that IoT can handle these changing conditions. Otherwise, it would mean investment in another bit of software, which translates into costs.

Provides Data-Driven Insights

The software ideally should provide data analyses that helps in decision making. It should provide -

❖      The actual cost of each candidate hired

❖      A list of applicants for each position

❖      A background, even if brief, of the applicant

❖      Any other soft skills that the candidate might have.

This kind of data is useful in making an informed decision. This prevents hiring the wrong person and then having to let the person go and do the whole hiring process once again. This disrupts the operations of the company and increases costs. However, it is necessary to keep in mind that while providing data about each applicant, the software must also be friendly to each applicant. The UI of the software is what each applicant responds to. Therefore the applicant must see a friendlier UI at his end. Otherwise, a good candidate may decide not to accept.

Integration Into The Company Framework

The Ai recruitment software must easily integrate into the existing software which exists in the company already. Software that does not easily integrate is a problem, which sometimes can make resolution very difficult. Therefore it is best to check the integration factor before buying any software. Existing company software must be able to co-exist with the new software. The other important feature is the software must display what concept it uses to do its job. The developers must provide data on the software. Are they in the process of upgrading the version currently offered? If so, what are they trying to do? Are they in the process of improving the general UI of the software? Making it more friendly and easy to use, perhaps? It is a tool that will be used to bring in people from outside the company, and therefore as an AI recruitment tool, it must have these features.

The best way to get AI recruitment software is to have a discussion with the vendor of the software. Check to see which processes are automated and whether you need that level of automation. Not all processes need to be automated. Sometimes automation of some processes are not always useful. A bit of human intervention makes things better. Then there is the question of what volume of work the software can handle if push comes to shove. This is important for larger companies where the number of hires may be high. The software must be capable of handling the necessary volumes. This is critical because at the point of recruitment, if the software fails, then the resulting mess is a big mess, to put it mildly.

Essentially the Ai recruitment software must solve the problems that a company is normally faced with when trying to recruit people. Therefore the software that is able to solve the issues without problems is the one that should be looked at. Examination and trial runs of the software is a good idea to monitor its performance in real-time. That way, the company will not invest in something they will later regret.