Technology is changing rapidly, and companies are adopting the changes faster than ever. AI is the new player in the tech scene whose complete form is Artificial Intelligence.
Let’s discover how AI benefits recruiters in hiring new company employees.
Ways To Use AI To Automate Recruiting Process
In today’s world, not only is AI helping companies hire candidates but also helping candidates with their application processes to land an interview call.
Let’s see the different ways using which recruiters can implement AI to hire new employees.
1. Target Required Candidates
Some of the best uses of Artificial Intelligence are automating tasks and saving recruiters time.
In addition, it helps the recruiters gain outstanding data from the job market to see what candidates are available for a specific type of job, their salary expectations, and their average stay time in a single company.
All these insights are helpful when trying to choose the best and those candidates who have the qualifications to do good in the position offered. Thus, one of the critical uses of AI in the recruitment marketing process is to target required candidates and not call a vast number of applicants for the job listing.
2. Easier Screening
Job seekers know how competitive the job market is and how resilient the competition is to land a lucrative job offer. On the other hand, recruiters know how tough it is to get the perfect candidate who has all the required skills the company requires for the job role.
To make things worse, a job listing results in thousands of applications, which makes HR’s work even more tedious to sort the right candidate required for the job profile.
Here comes AI to help recruiters make time for other things by automating the task of screening candidates. The model requires what qualification, age group, skills, etc., the recruiter is targeting and will filter out the required number of resumes for the HR professional to verify. Thus, it saves HRs a lot of time and even fast-forwards the recruitment process.
Thus, one of the critical features of why AI is used is its capability to filter candidates in no time during a recruitment drive.
3. Provide Chatbots
Chatbots are the digitized version of support staff. These programs are fed massive loads of information for different sets of questions, which helps customers receive answers to their queries.
However, chatbots aren’t used only in e-commerce nowadays and have paved the way for a company’s recruitment process. With AI-powered chatbots in the market, taking initial rounds of interviews or getting to know a candidate’s technical expertise has become easier than ever.
Before scheduling a one-on-one interview, companies can instruct AI-induced chatbots to ask some generic questions and get answers from them, review the answers, rate them, and show the report to the HR professional, who then decides whether the candidate should move forward.
Although, this method hasn’t been well digested by candidates across the globe since at least 31% of the candidates in a survey said that they don’t like the idea of AI screening them for interviews.
4. Digitize Interviews
The era of the COVID-19 pandemic saw vast changes in many sectors. For example, in companies, the HR section saw many changes; one such change was conducting interviews.
Earlier, face-to-face physical interviews were the norm. However, in current times, video interviews have taken over, where candidates can get interviewed from the comfort of their homes, and recruiters can conduct interviews wherever they feel like. It is known as a remote interview.
AI-powered interview software has various features to show for.
Some of these features comprise the development of job descriptions, automation of analytics-based screening, development of assessment and instructions, branding customization, auto assessment scheduling, asynchronous video interview, and intelligent ranking and shortlisting of candidates.
As a result, AI-based interview software helps improve the quality of recruitment, select the right candidate, automate various tasks, eliminate hiring biases or discrimination, and lower the company’s operational costs.
5. Automate Time Taking Tasks
As discussed earlier, the best use case of AI is to automate tasks and save time for people.
From writing optimized job descriptions to helping in the onboarding process, from screening the suitable candidates for the right job profiles to conducting seamless and less time-consuming interviews, AI tools have been helping recruiters automate various tasks.
By automating various tasks, recruiters can engage their time in other essential tasks in the department and make the recruitment process smoother. Thus, AI tools can help recruiters save valuable time in recruiting the required candidates.
6. Applicant Tracking System
Applicant Tracking System, known as ATS in recruitment, is a system that helps track the number of applications submitted for a particular job role and helps provide different insights regarding tracking. Application Tracking Systems generally help recruiters with a wide variety of processes.
These processes include career page hosting, job distribution, application sorting, resume storage, teammate collaboration, interview scheduling, helping with onboarding, and social sharing.
Of all these, resume storage and resume sorting are ATS’s most used features. It helps keep resumes organized and ensures compliance is maintained.
ATS also helps schedule interviews with candidates with the best qualifications according to their resumes, get called first for the interview, followed by the second best, and so on. Thus, an Application Tracking System helps recruiters manage their recruitment processes seamlessly.
7. Predictive Analytics
When hiring candidates for a particular job, recruiters must consider several factors and metrics for the best possible hiring.
These metrics include the time required to fill the posts, source of hiring, hiring quality, the satisfaction of candidates and hiring managers, cost per hire, application per opening, selection ratio, recruiter performance metric, and many others.
Applications received per opening, application completion rate, source of hire, and percentage of open positions are some metrics AI systems can show at a preliminary level.
With the addition of more data, AI systems start generating cost per hire, applicant satisfaction rates, etc.
In the end, analytics software also helps recruiters know how they have performed, time to productivity, offer acceptance rate, selection rate, cost per hire, and sourcing channel effectiveness. Thus, there are many metrics that predictive analysis tools supported by AI can help recruiters with.
8. Onboarding And Employee Engagement
The onboarding process is the first thing the employee looks at to recognize the company’s culture and how they will be treated. Therefore, companies need to keep the onboarding process clean, hassle-free, and professional to win the hearts of new employees.
In this case, AI helps recruiters automate tasks like sending offer letters and welcome emails, personalizing the experience of each employee in the way they like certain things, providing the employees real-time feedback on their training performance, and also measuring how effective they are, and how rapidly they can do their tasks.
As a result, it ultimately helps improve employee engagement, helps them get to know their colleagues better, and connects with the company and its hierarchy better.
Conclusion
AI, as technology, has helped recruitment drives become faster and hassle-free. It has helped recruiters save time, conduct unbiased and faster interviews, and complete seamless onboarding for new employees.
AI also helps produce better applicant experience and employee engagement. Thus, there are multiple ways in which Ai has helped not only the recruiters but also the potential employees of a company.
That’s why learning AI is essential to companies nowadays.