Artificial Intelligence in recruiting is a hot topic. Experts are clamoring to be the first to comment on the possibilities, raise concerns of the issues and even downplay features. Through all the controversy and excitement, we can’t help but ask in what ways AI Recruiting technology is truly meeting the needs of talent acquisition. What AI technologies influence recruiting and hiring? What are the capabilities and opportunities for the candidate experience, screening and administrative duties? This pro and cons list will delve into AI via the various technologies that exist and give an accurate and honest idea of how those technologies both help and hurt talent acquisition.
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Intelligent automation uses collected data to analyze new information and make decisions. All of this is done autonomously, saving administrative investments. In fact, the program sends information about the applicant and application to the talent acquisition user in a more digestible way, further decreasing the administrative burden and ensuring they’re given proper consideration. The process is instantaneous, beginning as soon as a candidate applies and providing a response to the applicant immediately. This is a crucial element as 65% of job seekers say they never or rarely receive application status notices and 80% would not reapply because of the poor communication.
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AI recruiting assistants automate communications with candidates, lowering the administrative time needed to interact with potential hires. Depending on their features, these assistants might answer policy questions, schedule meetings or interviews and even screen resumes. However, there are negative effects of using AI recruiting assistants.
“Since algorithmic decision making adjusts to the things that make a culture different, they tend to amplify the biases of the culture. Most of these machine learning tools are black boxes. The only way to see the bias is by examining the output. In other words, these new tools may create liability before it can be discovered and managed.” -John Sumser (@JohnSumser), HRExaminer
In addition, many HR and Talent Acquisition leaders have deemed assistants to be a less effective tool as mentioned in a recent report from Talent Tech Labs. This is due to being a relatively new entry in the recruitment market, leaving them vulnerable to various conversational issues and compliance risks. For now, this recruiting technology simply lacks the ability to effectively replace steps in the recruiting process, especially those performed by humans.
As it sounds, AI screening tools and software automate the resume reviewing process. These tools use machine learning to understand the company’s hiring and employment data. All of this historical data is entered into predictive algorithms allowing the recruiters to better understand the applicant and make more intelligent hiring decisions. All this knowledge will help the software decide what makes a good hire for the organization and can quickly assess, prioritize, score and shortlist the best candidates out of an applicant pool. Meanwhile the data can also provide suggestions for other potential job openings within the company to qualified candidates who didn’t get the position for which they initially applied.
Interviewing via online tests and assessments has been a welcome process for many recruiting teams. However, candidate interviews that use AI take those assessments further. Interview AI uses techniques like video interviews to capture the intangible human qualities (facial features, word choice, voice inflection, etc.) to predict candidate fit. Even more, this technology can assess candidate’s ability to perform job duties by simulating customer/client interactions, measuring the applicant’s empathy and attention to detail.
“It’s a misconception that artificial intelligence (AI), or the use of machines, will take away work from humans. By contrast, AI is going to complement HR’s data-driven and analytics-based tasks.” -Edward Page, ThisWay Global (@ThisWayGlobal)
Artificial Intelligence presents recruiting and hiring teams massive amounts of opportunities. Automating mundane talent acquisition processes and eliminating repetitive motions is possible with the advancing technologies. However, with each possibility, there may be limitations to take into account. As our dissection above shows, human interactions are still key to making smart decisions and personal connections in recruiting. Though interactions are quicker, it is the human recruiter who can best identify a good hire.
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Strategize the Correct Candidate Experience: AI can interact and answer questions, but it cannot bring the warmth and individualized candidate experience.
Build Relationships with Candidates: AI will ensure candidates aren’t left in the dark after each step, but technology cannot engage with candidates in a human and personal way.
See Beyond the Resume: AI can accelerate reading and assessing a resume, but only a human can understand the person behind the keywords and semantics.
“Effective execution of people strategies requires that you have an intimateand precise understanding of your existing talent supply, its capabilities, and the future demand for each talent segment. That intimacy comes from the use of predictive analytics – in other words, forecasting turnover and knowing key sources of high-quality talent, and predicting revenue by talent segment or key job role.” -Laci Loew (@LaciLoew), Brandon Hall Group
If AI still seems a little overwhelming, download our white paper, Big Data: The Ultimate Game Changer for Recruiters. It will provide insight on how recruiters can save time and more accurately identify top talent before the competition.
The Oleeo platform exploits the power of predictive algorithms and automation to find the best candidates quickly. Being one of the first talent acquisition softwares with AI built in, Oleeo intelligent automation automatically identifies and scores candidates to identify who you will want to extend an offer to, with 90% accuaracy. Though our technology, recruiters can better understand what makes a good hire for your company, instantly identifying 33% of candidates you will want to hire.
It is the human recruiting and hiring team that holds the real power. See how recruiting with Oleeo intelligent automation can bring the best out of your human recruiting team. With over 20 years of experience and recruiting data, no one can prioritize candidates like Oleeo.