Artificial intelligence (AI) has been making waves in the world of talent recruitment and human resources (HR) since 2017. The optimism of AI in HR is shared by 96% of senior HR professionals who believe AI has the capacity to improve talent recruitment. Needless to say, AI’s prevalence spans beyond the human resources industry, it’s also the talk of the town in industries such as manufacturing.
Whether we’re keen on embracing technological progress or not, AI is set to transform talent acquisition processes as we know it. In 2017, Ideal reported that 13% of HR managers regularly utilise AI in their line of work; 55% of them are noticing patterns of AI being incorporated daily in the next five years. With these hopeful projections, there are four AI-attributed capacities that will demonstrate how digital intelligence can benefit your future talent recruitment processes.
Fear Not the AI
As is often the concern when incorporating AI into any company’s daily processes is that this modern technology will replace humans. In talent recruitment, AI is not adopted in order to substitute HR personnel; it is instead used to assist the company to operate more efficiently, retain the top-notch recruits, and create a better experience for the candidate. Accenture reported that AI has the potential to boost productivity in the workplace by up to 40%.
Recall the number of times you applied for a job and never heard back from the employer. While it may seem that contacting the talent is second-nature to recruiters, talent recruitment is a rather time-consuming, paperwork-heavy process.
Digital intelligence helps HR personnel to improve on algorithmic and repetitive tasks such as scheduling interviews, posting job adverts, and contacting applicants. This example demonstrates how AI is there to improve the talent recruitment process instead of convincing companies to altogether replace human employees.
Different Digital Intelligence Type = Different Functions
The term ‘AI’ does not fully capture the various types of digital intelligence options available to recruiters. After understanding what the company needs, recruiters should decide between options such as robotic process automation (RPA) or conversational AI – otherwise known as ‘chatbots’. Each has their own function in streamlining talent recruitment process thus you should learn and decide which one best matches your company’s needs.
RPA, for example, eliminates inefficiency by replacing human involvement in tedious, repetitive, and high-volume tasks. This type of technology is, therefore, ideal for recruiters who encounter difficulties filtering through stacks of CVs and updating candidates of their application status.
On the other hand, chatbots are designed to engage with users and provide basic answers, but their advanced form can also analyse a potential talent for their skills; Mya is an example of a chatbot.
You don’t necessarily have to utilise both forms of digital intelligence; this is why it’s important for you to understand which area(s) your company needs the most assistance in.
Designed for Top Recruits
AI is data-driven and highly precise when it comes to analysing information and decision-making. The ability to attract top recruits is two-fold when implementing AI in recruitment in that it helps the recruiter and the potential talent.
When it comes to recruitment, it’s about the employer as much as the job seeker and the first step of hiring top-notch recruits is to attract their attention. You must never underestimate the importance of a high-quality job posting since it’s representative of your company’s image and can influence the type of job seekers applying for the role.
AI-based software such as Textio enables your company to generate targeted ads designed to capture high-quality candidates using data and predictive analytics. AI companies such as Paññã utilises machine learning to assess any odd behaviour of an applicant’s video interviews.
The AI development in recent years has increased the chances for recruiters to truly hire the best talent. Candidates are also given reassurance that they’re hired for a role that strongly matches their skills and strengths.
Where there is human intervention, there is bound to be some form of bias involved. While this may not necessarily be bad, letting bias overtake your judgment may be costly when it comes to recruitment. Wrong recruitments are expensive after taking into account the time, money, and training spent to add one new candidate to the company. To counter this, AI use may serve as the likely answer.
Digital intelligence, including AI, uses algorithms to calculate a candidate’s chances of matching with the job requirements strictly based on available data and CV. Given the predominantly data-driven analysis, digital intelligence technology has a higher probability of predicting whether the candidate will end up succeeding in the applied position.
Again, the purpose here is not to shut down forms of human interaction in recruitment; AI is supposed to just add value in each step of the recruitment process while increasing the chances of a recruiter to retain talent instead of simply hiring talent.