AI in Recruiting: How It Is Transforming Talent Acquisition

Artificial Intelligence (AI) usage in talent acquisition has attained incremental traction since hiring methods have advanced.

The prodigious acceptance of artificial intelligence can be tied to its numerous benefits that focus on making recruitment stress-free, efficient, and more precise. It allows recruiters and hiring managers to evaluate and interview candidates much more easily than conventional ways.

As per research, about 96 percent of HR managers think that artificial intelligence can enhance talent acquisition and sustain considerably.

For the past many years, seeking the ideal candidate in high-demand talent pools has been emphasized as one of the main hurdles to enticing top talent. As well artificial intelligence has developed therefore to aid solve this issue.

Executing AI in talent acquisition is more than just accessing candidate data. Recruiters also use it to find the right candidate for the work.

What is AI in Recruiting?

AI in recruiting is intended to simplify or automate a few sections of the recruiting workflow, mainly repetitive, high-volume works. For instance, software that employs machine learning to auto-screen candidates or software that directs sentiment scrutiny on job descriptions to recognize the possibly biased language.

Key Use-Cases of Artificial Intelligence

1.      Candidate screening

The recruiters can easily lose out on prospective candidates if they handle hundreds or thousands of them per job. These candidates might be in the pool, but it turns out to be tougher to seek every individually strong prospect because of the sheer volume. Artificial intelligence assists talent acquisition teams by completely screening the applicant pool and, thus, scoring on their prospective fit.

The latter saves a lot of screening time for recruiters when giving more to concentrate on top talent. Artificial intelligence can even assist in raising candidate engagement by sending emails, chats, or assignments automatically.

2.      Diversity hiring

Artificial intelligence recruiting solutions add to diverse hiring by lessening basic partiality aspects that a human would nearly subconsciously put up with. It is widespread that forming a diverse workforce gives companies loads of benefits, ranging from raised creativity and novelty to employee efficiency and retention.

3.      Onboarding

There are some organizational works in the offer and onboarding stage of the employee development that must be directed frequently and, as such, can need HR bandwidth and resources. Artificial intelligence can assist in automating routine works such as making templates for offer letters, organizing employee records, providing onboarding documents, and dealing with background checks.

4.      Posting jobs

Artificial intelligence has allowed companies to run more targeted advertisements that yield better outcomes. Programmatic ads are employed nowadays to show targeted advertisements to the ideal candidate audience. High targeted advertisements are made probable utilizing the prospect’s professional interests, demographics, and cookies. Cookies show the kind of jobs prospective candidates were more fascinated by going to job and career posting pages.

5.      Candidate sourcing

Artificial intelligence can socialize the procedure and results of candidate sourcing. Since it can process data at scale, the reach is wider, and the procedure of creating talent pools is quicker. For instance, around 300 million job profiles can be crawled online in no time. Hence, artificial intelligence can help eliminate the tough and time-consuming work of sourcing candidates on job boards, social media platforms, and viewing online CVs.

6.      Appointing remote employees

Accepting remote or distant work has boomed for more than a decade. In the United States, millions of individuals work distantly. While running an absolute remote hiring procedure, employers can leverage AI devices for evaluating the personality, skill, and ability of a candidate.

7.      Data collection

Assistants and chatbots offer an easy and effective way to collect data from applicants. Screening questions and vital application data can be gathered by the chatbot and shared with recruiters right away, and saved to the application.

Automation in simple screening questions can save talent acquisition teams the lengthy procedure of texting, calling and sending emails.

What Are The Challenges Of Using AI In Talent Acquisition?

1.      AI can learn human biases.

AI in recruitment assures to lower lifeless bias by overlooking details like the age, race, and gender of the candidate. But, AI is competent to determine patterns in prior behavior. That implies that any human bias that might be in the recruitment procedure could be learned by AI if established with no due diligence.

2.      AI demands loads of data

Typically, AI demands a large amount of data for learning how to correctly mimic human intelligence. For instance, AI that executes machine learning requires loads of data for learning how to screen CVs as precisely as a human recruiter.

Final Verdict

The initiation of artificial intelligence in talent acquisition is apparent, mainly among organizations that give priority to the quality of their workforce diversity, hires, and recruiter productivity. Go Arya assists the recruiters in lowering human bias and mistakes in the process of sourcing. We even leverage prior investment in attaining top talent.