Artificial intelligence in recruitment: types and benefits
Updated 10 March 2023
If you work in human resources, using modern artificial intelligence (AI) tools can help you optimise various recruitment processes. There are different types of AI software available, which you can choose based on the size of the organisation and specific HR processes you want to implement. Learning about the benefits of using AI can help you decide if you'd like to invest in intelligent recruitment solutions. In this article, we explain artificial intelligence in recruitment, explore the types of tools available and discuss ways that AI tools impact sourcing and hiring candidates.
What is artificial intelligence in recruitment?
Artificial intelligence in recruitment refers to any digital tools that use complex algorithms to simulate human intelligence and mimic recruiters' actions when sourcing, interviewing and hiring candidates. Tools of this type can help you complete various tasks that you'd typically perform manually. For example, they can scan incoming job applications to select the most promising candidates or perform advanced online searches to source professionals you can approach to discuss a job opportunity.
Types of AI tools in recruitment
Modern recruitment often requires digital tools to optimise processes and help you handle more tasks simultaneously. There are various types of AI tools you can use to source and interview candidates, including:
Screening software is a popular tool that many organisations use to recruit internally. Whenever a new open position is available, this intelligent software accesses the company's CV database and looks for candidates whose documents match the position's requirements. This can refer to employee performance, skills and any other qualities that recruiters consider valuable. Screening software can then rank CVs and shortlist the most promising candidates.
Online interviewing tools
Online job interviews have become a standard element of recruitment for many companies, regardless if they're hiring for remote or in-office positions. As a recruiter, you can use AI interviewing tools to assess candidates' performance better. The software can automatically analyse their speech patterns, body language and facial expressions to tell you more about their behaviour during the interview. You can then use the results of this AI assessment to determine if the candidate can make a good fit for the company and a specific team they'd be joining.
Outreach tools are functional for highly competitive positions and when you're handling several recruitment processes at once. With one click, you can assign the software to send out links to surveys and job offers to multiple candidates or inform them about the results of their recruitment. These tools can also handle interview scheduling on your behalf. Whenever a candidate you've selected wants to proceed with recruitment, intelligent outreach tools can help them book a time in your calendar to schedule an interview, which happens within seconds.
Chatbots are one of the newest AI tools that recruiters use. They allow organisations to provide candidates with non-stop access to interactive chats that answer frequently asked questions or provide feedback on the ongoing recruitment process. Thanks to chatbots, candidates can receive consistent information and updates, which improves their understanding of the company's processes.
Although not as popular as candidate screening or online interviewing tools, automatic text generators can be highly useful when you want to modernise HR processes. Software of this type can analyse job descriptions you create and give you insightful suggestions on improving your tone and making the job ads more inclusive. More advanced tools can even use texts you've provided to automatically generate new job postings that align with the company's tone, branding and expectations.
Ways artificial intelligence impacts recruitment
There are many advantages to using AI software as a recruiter. The following are some of them:
It saves time
One of the main reasons why many HR professionals use AI tools is that it allows them to save a lot of time. When organisations grow, so do their hiring needs. AI software automates high-volume processes, making it easier for recruiters to handle more responsibilities and processes simultaneously. A good example of this is CV screening. In the past, recruiters did this manually, reading through every job application they received. Now they can use applicant tracking software (ATS) to scan CVs for specific keywords they select.
It improves candidate screening
Even when you have strong attention to detail, there's simply not enough time during the workday to analyse each candidate's online presence manually. A good AI software can help you with that, providing more information about people interested in open roles at the company. The software uses information from their job applications to search their public information online, such as their social media profiles. Then, it generates a report to tell you how likely they are to accept an offer or if the values they present publicly make them a good fit for the organisation.
It removes bias
Using AI tools to select the most qualified candidates helps you make sure you don't use your personal judgement to decide whom to interview. With a dedicated software, you can input your expectations and the program can use this information to objectively define potential candidates. This allows you to remove bias from your processes.
It facilitates internal recruitment
In addition to helping you find potential candidates outside the organisation, artificial intelligence can facilitate internal recruitment. This involves promotions, transfers between departments or employee referrals. Effective AI tools can access the organisation's database to pull information specific to the recruitment you're planning. Then, it can use data from annual employee assessments and other sources available only to organisation members to make insightful conclusions and suggest who of the existing employees has the skills to fill open positions.
It makes recruitment more interactive and transparent
Artificial intelligence can be helpful not only for recruiters but also for candidates. Implementing effective AI solutions, such as chatbots, allows you to make the recruitment process more interactive, which improves the candidate experience. It also demonstrates the employer's concern for ethical and transparent hiring.
Challenges of using AI for recruiters
Despite their many benefits, AI tools may present some challenges in recruitment. Here are some drawbacks of AI for recruiters and how to avoid them:
It can't replace emotions
Artificial intelligence is great when you want to reduce bias from your actions, but it may struggle with replacing emotions like empathy. As a result, it can overlook highly qualified candidates for various reasons, like the fact that they named a skill differently than you expected. To minimise this risk, it's helpful to always include keyword variations when giving AI instructions on how to scan applications.
It requires a lot of data
More advanced AI recruitment tools may require a lot of resources, including employee and candidate data. Only then can they accurately mimic what humans would do when recruiting. To ensure the organisation is ready to implement modern AI solutions, it's often necessary to first take care of its data management procedures.
It can make people sceptical
If you're considering implementing the latest AI solution in your recruitment team, it may be necessary to ensure your team is ready for it. Some people approach new technology with scepticism, which may be an obstacle when introducing new software. To avoid this, communicate the change as early as possible, giving everyone enough time to adjust. It's also helpful to explain the benefits of using AI tools to people.
It may require additional training
In some instances, there may be people on your team who struggle with learning new processes and technologies. For example, this can happen with senior employees who are highly experienced but have only basic computer skills. To help them prepare, you may consider offering additional computer training to them ahead of time.
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