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How Artificial Intelligence in Recruitment is Affecting the HR Industry

Posted by The ConveyIQ Team

How Artificial Intelligence in Recruitment Is Affecting the HR Industry

There’s a term for when you submit your resume to a potential employer and wait potentially weeks and weeks before hearing back (if you hear back at all). It’s called the candidate black hole, and the experience is one of the most common complaints held by candidates seeking employment.
On the recruiter side, it’s not hard to empathize. In today’s ultra-competitive job market, with near-universal access to internet to boot, it’s not uncommon for recruiters to see hundreds, even thousands of resume submissions in a single day after posting a new position online. Manually getting back to every single candidate isn’t just proving unrealistic—it’s proving downright impossible.
That’s where artificial intelligence comes in as a viable option aimed at taming and even eliminating frequent pain points for recruiters and candidates alike. AI’s use cases within the recruitment industry are abundant, and here we’ll be highlighting its most distinct functions as they pertain to the recruitment process:
 

Chatbots in HR improve the candidate experience

Chatbots being used in HR are improving the overall candidate experience, while reducing administration time and tasks for recruiters.
AI has come a long way since the days of Microsoft’s Clippy or AOL’s SmarterChild. Modern-day bots like Siri and Alexa have more than proven their worth on the consumer side, providing quality real-time answers to both simple and complex (and even sarcastically posed) questions.
In the realm of recruitment, technology has equally advanced to the point where recruiters can feel comfortable taking their hands off the proverbial wheel and letting bots take care of the administrative steering. Chatbots are now able to interact in real time with top-of-the-funnel job seekers.

What chatbots do for HR:

  • collect candidate information
  • ask screening questions
  • answer FAQs by the candidate
  • schedule in-person interviews that fit within window times and dates for all parties involved

This dramatically improves the experience on both sides. Candidates feel they’re being cared for and considered (and their resumes no longer being tossed in the black hole), and recruiters are now freer to focus on more important aspects of the hiring process.
 

Machine learning supports quality hiring

Machines are “matchmaking” better-fitting candidates to their corresponding job positions.
The power of data cannot be overstated. Data powers the entire 21st century, and has reshaped entire industries from real estate to insurance to telecom, even to music.
When it comes to recruitment data has allowed for more natural, seamless, and accurate matchmaking between job seekers and the positions they’re most fit to fill, based on things likeskill set, experience, company culture, etc.
AI improves the odds of matchmaking success by applying algorithms that narrow in on only the most qualified and relevant candidates for each open position. And over time the AI will refine its selection as it begins to understand more and more which criterion it should be seeking/weeding out based on past data it’s collected up until that point.
 

AI avoids unconscious interviewer bias

Unconscious bias—social stereotypes about certain groups of people beyond our own awareness—is an unfortunate part of our reality, and a danger when it comes to hiring potential job candidates. The Equal Employment Opportunity Commission (EEOC) strives to end bias (both conscious and unconscious) in recruiting operations, but that’s easier said than done, especially as long as humans are at the helm of those decisions.
AI, however, solves this problem completely, making unconscious bias a non-issue by doing the following:

  • Sourcing and screening candidates based solely on quantitative data points: As was expressed above, bots now use algorithms to predict and select befitting candidates to unfilled job positions. There is no emotion attached to these selections, nor is there any assumption, bias, prejudice, other subjectivity, etc. at play.
  • Ignoring candidate demographic information: AI can be programmed to neglect or omit identity-based information that might otherwise open an employer up to a potential bias or discrimination-related suit. Identity-based information includes things like race, color, gender, country of origin, religion, disability, and age. AI can even be programmed to ignore information that could point to a person’s socioeconomic status, including names of past schools attended and cities/zip codes lived in.

 

The future of recruitment is here

The wave of bot involvement in the recruitment process is not just a trend; it's clear that AI is here to stay and it’s not difficult to see why. Besides vastly reducing recruiter administration work, AI improves the candidate experience, enhances the “fit” between job seeker and job position, and eliminates any unconscious bias we humans may otherwise hold when making hiring decisions.
Learn about the AI solutions that ConveyIQ provides for recruiters for pain points in recruitment such as automated interview scheduling and candidate messaging.

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