What Are the Benefits of AI for Recruiting?

Artificial intelligence (AI) is proving to be one of the fastest-growing tools to enhance business efficiency. It is no different when it comes to your recruiting practices.

Getting familiar with these new tactics can improve your hiring processes and guide you to finding the perfect fit for your team.

AI isn’t just about speed and efficiency, either, although that doesn’t hurt. It also can account for issues like the unconscious bias that can limit your access to a diverse talent pool.

What is AI recruiting? How does it work, and can it ever really replace the framework you can spend years developing? Read on the find out the benefits of AI recruiting and pick up a few tactics too!

Speed Up Your Pre-Screening Time

Recruiting can be a lengthy process. Finding the right fit for your role in an extensive list of candidates is not quick, and recruiters are on the hunt to find the best options for your team as fast as possible.

Pre-screening takes up substantial recruiting time, and streamlining the process is vital. Otherwise, you run the risk of missing out on the perfect match.

Time is a substantial concern when you consider that every minute spent recruiting is another minute spent paying employees or a third-party recruiter to fill the position.

Automating pre-selection through a chatbot or other AI process can help you instantly pre-screen your candidates. These AI functions are simple to install and ready, day or night, to evaluate the basic prerequisites whenever a candidate applies.

AI lets you check through your application resumes for keywords and extra qualifications. It’s the fastest way to confirm they meet standard pre-screening criteria, such as qualifications, previous experience, and geographical factors.

Once you have your pre-sorted candidate list, you will be ready to move forward with quality applicants and rest easy knowing they have already gone through a pre-screening.

Enable Proactive Recruiting

Are your HR Managers tired of sifting through the same unqualified candidates? It could be that your applications are not reaching the right people. Finding those quality candidates is tough, and the last thing you want is to wait passively, hoping that top-rate candidates will come to you.

This dilemma is where AI can transform your recruitment from a passive call for applicants to a proactive pursuit of top talent.

For example, programmatic advertising automatically places ads in front of the people suited for the role. AI can use demographic metrics and other data for advertising your job to the right people from the outset.

Working off meta-data profiles and information provided by your recruitment team, you can go to the perfect candidate instead of waiting for them to come to you. It’s a proven tactic that can maximize return, but still, many companies are slow to embrace this new technology.

Don’t be one of these companies—get ahead of the curve.

Spend the Right Way

Nothing can replace your team, and that isn’t the purpose of AI. However, where AI can assist you is with overhead.

Slow, repetitive tasks that waste your employee’s time cost you money. Ensuring you get a good ROI is essential, especially for expanding businesses. Having an AI to take a load off your employees while saving you money is the perfect solution for you both.

Writing lengthy job descriptions and maintaining job portals are extra work for your team. The labor can be costly, especially if you pay mid-level managers to handle recruiting.

AI is getting better every day at writing personal, fluent, and targeted descriptions that don’t feel like a computer wrote them. Of course, you will still require your team to check over it and ensure that everything is running smoothly.

Handling in-person interviews and dealing with people is where your recruitment team’s time and labor are best used. However, the hiring process may take a hit if your team feels overwhelmed by the sheer number of applicants they have to sort. At worst, they can hire someone unqualified for the position.

A bad hire is more than just stressful. As an employer, it’s money coming out of your pocket. Considering that a bad hire can cost as much as 30% of an employee’s salary, it pays to invest in technology to reduce the number of under qualified applicants who make it through the first screening stage.

Scaling down your recruitment team’s needs is easy with automated processes. It will help you minimize the costs of inefficiency.

Eliminate Tedious Tasks

A significant amount of a recruiter’s job involves tedious manual tasks. Scheduling interviews, pre-screening candidates, and emailing candidates for interviews can take up much valuable time. Not to mention, many employees view this as tedious work that takes up the time they could be spending on more important tasks.

AI resolves many of these time-consuming and frustrating challenges. It can organize and schedule instantly without headaches. A day’s worth of writing redundant emails and weeding out unqualified applicants takes minutes for an automated system.

Knowing that new virtual assistants are on-hand to back up your recruitment team can be a boon for you and the workers. Monotonous and repetitive labor is a significant cause of job fatigue and burnout, so it pays to reduce redundancy where possible.

Efficiency saves time, and your team can approach their work with a clear head. Your employees will thank you and their new virtual helpers too.

Streamline the Interview Process

You have already got an extensive candidate list. One of the hard facts of recruiting is how many candidates pass all the criteria for the job, which is where things get tricky. Your recruitment managers want to ensure that they choose the best person to fill the role, and they may need to interview many applicants.

Streamlining the interview itself is critical to efficiently and carefully looking at all your options. Cut out the back-and-forth email chains, and connect your candidates to their hiring manager with an intuitive calendar interface that sorts your hiring manager’s schedule for them.

Once the interview is complete, collate the next round with the click of a button. AI options are constantly expanding to streamline and improve efficiency.

Thanks to AI integration, streamlining interviews is more efficient than ever, which will help your hiring manager get through your list faster.

Give Your Candidates a Seamless Experience

On the other end, AI provides your applicants with a smooth user experience from application to interview. Making sure your candidates are happy and stress-free could make the difference between choosing you and another company.

Applicants may be applying for several jobs at once, and the last thing you want is for them to be turned away by a vague, impersonal, or lengthy application portal. AI solutions work to streamline, organize, and monitor every application received—and unlike human workers, they can handle many applications all at once.

When applying for a job, candidates are becoming more accustomed to chatbots and pre-screening processes. The instant communication afforded by AI means that applicants only need to log onto a portal to find out if they made it to the next stage in the recruitment.

Reduce Discrimination and Bias

Unfortunately, workplace discrimination is still a significant problem worldwide. While we are all making steps towards illuminating these issues, one of the most visible areas lies in outdated recruitment protocol and biased judgments.

Ensuring your workplace offers equal opportunities to every qualified candidate is essential when it comes time for recruiting. Luckily, AI technology provides the perfect solution.

One of the issues with AI tools is that they are missing certain human factors when making judgments about candidates. However, this becomes a definite benefit when it comes to unconscious bias.

AI algorithms focus on objective facts and don’t have feelings. It’s the best way to remove evidence of discrimination bias and ensure that your candidates get picked for the right reasons.

It’s not to say that AI algorithms are inherently unbiased, though—the infamous case of Amazon’s sexist algorithm shows that sometimes, the computer is only as good and bias-free as the creator.

Still, algorithms can offset the potential for unconscious bias that may skew the recruitment process. Resume information as innocuous as a person’s name can lead to assumptions about race, gender, and other factors that should not be cause for discrimination.

In a large business, you may deal with employment on a global scale. AI language-based solutions specially designed for international companies can bridge the gap when hiring overseas or connecting with employees from non-native language backgrounds.

Conclusion

Most of us are becoming more accustomed to integrating AI into our daily lives and businesses. It’s no replacement for your team, but it is the best solution to enhancing and streamlining your hiring process.

Savvy recruiters are calling for a collaborative working relationship that allows technology to cover what they do best and lets your hiring team handle the human factor. Together, humans and AI can find the right fit every time!

To make your recruiting even more efficient, consider ScoutLogic. Our scouts provide employers with bulk background checks sorting large pools of candidates quickly and carefully. We bring the human factor that understands the nuances of applicant employment histories while delivering results with an AI’s efficiency.

Focus on your candidates with the time they deserve, knowing that we have ensured they are clear to take the job. Want to know more? Find out everything you need to know with a free assessment today!

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.