The pandemic has changed how we perform our day-to-day activities in many ways. Digitisation has simplified the process of carrying out everyday tasks. In the digital age, activities such as grocery shopping have become accessible with a click or just a tap on your phone with UPI. With Artificial Intelligence (AI) and digitisation, all these aspects have been greatly improved. New technology, like AI, is also permeating a variety of other professional areas such as recruitment.
Today, AI is part of every business and valuable for recruiters in every industry. Small businesses are already using AI-powered recruiting tools to streamline the hiring process, from resume screening to onboarding candidates. AI simplifies and eases human life. That’s why worrying about AI eventually replacing humans is not surprising. Technology and human intelligence should be combined to make a final decision.
How Can AI Make Recruiting Better?
In today’s world of recruitment, employers have to take a different approach to candidates and prospective employees. The way employers approach applicants needs to be pragmatic. The traditional way of reaching out to employers will make you look old-fashioned since candidates look at different ways to approach the employer and get hired.
A chaotic recruitment environment is affecting most talent acquisition leaders.
As enterprise HR systems are flooded with hiring data, it can be difficult for organisations to decipher and use this data to make better recruiting decisions. The advent of artificial intelligence has opened the door to unlocking this talent acquisition data. Let’s explore 5 top trends in using AI for recruitment.
1. Programmatic job advertising
The concept of programmatic job advertising involves buying, placing, and optimising job adverts, optimising ad budgets automatically across the Internet through technology. It follows a machine-driven, rules-based approach. With programmatic job advertising, employers can target specific audiences on platforms that are most likely to use/see the ad and convert quickly.
Much like ads on the internet, programmatic job advertising also involves bidding. And job ad placements are done with the help of machine learning and Artificial Intelligence, thereby automating the process.
Finding the relevant candidate has always been a challenging task for recruiters. During the pandemic, we saw a lot of reduction due to shutting down businesses and cost-cutting procedures. But now, things are looking up, and there are a lot of candidates available in the talent pool for recruitment.
The problem with generic ads compared to programmatic job advertising is that you can advertise jobs on thousands of job boards, social networks, and other niche sites. Each of these sites may or may not attract the qualified talent you’re seeking, but programmatic job advertising ensures employers target the most qualified candidates. This can be done through the most relevant ads on the proper channels – at the right time and at a reasonable price.
2. Recruitment marketing software
As most jobs today are candidate-driven, finding and hiring quality candidates is the most challenging for HR the team. Recruitment Marketing Software can assist in finding and attracting top talent. This issue can be solved by applying marketing methods to the recruiting process to source, select, and keep candidates engaged.
Some benefits of using recruitment marketing software include finding candidates, attracting them, engaging and nurturing them, and ultimately converting them and tracking the status of their interviews and offers.
3. Interview chatbots
Recruiting chatbots are also making strides in HR. These are software applications that simulate human conversation during the hiring process. Your company should consider using chatbots for recruiting if it doesn’t already do so to stay competitive in your industry and improve candidate experience.
Your strategy for talent acquisition can be enhanced by implementing digital assistants as part of your recruitment process, which can find you, quality candidates, provide insights into candidate behaviours, and improve the hiring experience for recruiters and jobseekers.
Chatbots can help screen the ideal candidate, especially when you are inundated with resumes. You can screen the candidates based on the preferred qualifications, or the resume can be highlighted with keywords based on the skills.
With an interview chatbot or a recruitment chatbot, companies can save a lot of time screening applications and identifying the right fit for the job.
4. Resume database filters
There could be a lot of applicants for a job posting, which makes managing a crowd of applicants difficult. However, technology can help with that. Using database filters or resume search tools allows you to refine your search and receive email alerts when a candidate meets your search criteria.
Resume databases such as Naukri offer personalised/advanced filters to help recruiters quickly reach their appropriate pool of candidates. Recruiters can now filter out which applications are marked as matched applications using relevant filters to receive and view only relevant responses on the email/online response manager so that shortlisting can be done quickly.
5. Virtual job aggregators
In essence, virtual job aggregators work similarly to search engines for job ads. These aggregators group job postings after scouring the internet and other job boards for all kinds of jobs onto a single database that can be searched. On a job aggregator page, when the candidate searches for a specific role, it also mentions details about the source of each posting – whether it was obtained from employer websites, virtual job boards, etc. Unlike job boards, which specialise in a particular industry, job aggregators search everywhere on the internet for relevant job openings. Job aggregators offer comprehensive information related to job opportunities, thus making them more preferable by candidates.
In addition to saving time, virtual job aggregators streamline job searches by consolidating job postings into one place. A job aggregator searches beyond job boards, so it offers job seekers a chance to find available positions they may not otherwise have found. In today’s competitive job market, candidates and recruiters both want a quality experience, and AI technology plays a vital role as a differentiator.
Using AI to reduce unconscious bias while recruiting
One of the most common and challenging obstacles to quality recruiting is unconscious bias. AI recruiting can ensure a fair hiring process by utilising machine learning algorithms and insights. Using Artificial Intelligence to evaluate the talent pool instead of making the HR team that is already hard-pressed for selecting candidates manually is a better approach. Eliminating bias can be achieved by putting a fully automated top-of-funnel process to prevent the recruiter from manually handling the entire process. When the unconscious bias is removed, diversity and inclusion happen automatically.
Recruiters and employers can focus more time on candidates thanks to AI recruiting, ultimately resulting in higher productivity and lower cost per hire. Recruiting sites like Naukri have responded by incorporating AI to match employers and candidates more accurately and improve recruitment.
How do you see the role of Artificial Intelligence in recruitment? Share your thoughts in the comments.