Even today, the term “AI” is a bit of an enigma. Often times, people associate AI with robots. While this is a fair assumption, it also alludes to the misconception that robots are taking over the world.
From end to end, the recruiting cycle involves a lot of manual processes. Due to this, more and more businesses are looking for ways to automate tasks in order to streamline processes and make sure their employees’ times are used efficiently. And that’s where AI comes into play. AI has come a long way and is constantly making improvements that are turning the recruiting world upside down—for a good reason! There are 2 specific points in the recruiting cycle that AI is breaking ground: sourcing and engagement, both of which will ultimately help improve the candidate experience overall.
Sourcing candidates can be a very tedious task. Recruiters have to think about the specific keywords to search for, click through individual resumes, then scan through the resume to decide whether the person is qualified for the job. AI is helping take this time-consuming task off recruiters’ hands to allow them to focus on connecting and engaging with candidates that are further down the hiring funnel.
AI helps automate this step in the recruiting process through automation. Instead of recruiters hand-picking each and every candidate, which could also mean they’re rushing and may miss qualified candidates, they would instead set up specific parameters with the automation software to look for such as skill sets or experience. AI would then analyze the data sets on the job board or social media and pick up candidates who match those pre-set parameters to hand off to the recruiter for further screening.
Engaging with Every Single Candidate
Similar to sourcing, screening and engaging with candidates are also time-consuming processes. Recruiters have to spend anywhere from 15 minutes to an hour talking to individual candidates to screen them to determine whether they’re qualified for the role, and then they also need to be on call to answer candidates’ questions.
AI is also overhauling this step in the recruiting process. You may wonder how a software can have an engaging conversation with candidates. Recruiters can either set up their own set or use a pre-defined set of screening questions. And then AI-backed technology—let’s call it conversational AI—leans on natural language processing and cognitive services to pull those questions from the pool to have conversations with candidates. This way, AI will ask the right questions at the right time, rather than a recruiter potentially jumping back and forth with their stream of questions or thoughts.
In addition to asking the right questions, AI doesn’t clock out of work like humans do. Because of that, candidates will get their questions answered in time rather than having to wait until the recruiter finds the time to respond.
AI and automation are making strides in helping to streamline recruiting processes. Both sourcing and engaging are very hands-on and consume a lot of recruiters’ bandwidths. By automating these 2 processes, recruiters can then spend their time more effectively on steps further down the recruiting funnel such as interviews.