Ever since the rise of the Applicant Tracking System (ATS), hiring personal have leveraged technology and automation to be more productive, faster, and better at their jobs. Now, HR technology is going one step further by incorporating artificial intelligence (AI) in recruiting processes.
An emerging HR technology, recruitment AI is made to decrease or even get rid of arduous activities, such as screening resumes. Even with the automation features included in some ATS solutions, screening resumes is still cited as the biggest issue in talent acquisition. A majority of recruitment leaders regularly report that pinpointing the proper applicant from a massive pool of resumes is the biggest challenge they face. A majority also say they expect to hire more in the coming year; however, surveys also show hiring teams will likely not increase in size, meaning hiring departments will be asked to do more with less.
Enter AI also referred to as ‘machine learning’ technology. To develop AI tools for recruiting, software companies have examined what recruiters do on a day-to-day basis. Based on those observations, they have developed machine learning algorithms designed to make recruiting easier and more efficient. For instance, an AI algorithm might do a deep dive into a person’s work history, looking into their previous employers, job titles and job duties to get a better sense of who each candidate is and what they can potentially bring to the table. Of course, that is just basic automation. An AI algorithm is also capable of learning from hiring decisions, taking any learned information and applying it back to the next hiring cycle. So, the next time the algorithm researches a person’s work history, it will be based on lessons learned from previous searches and the hiring decisions that followed them. The system essentially gets better and better over time.
According to research, anywhere from 75 to nearly 90 percent of resumes submitted to the typical job opening do not meet job qualifications, and sorting through the typical stack of resumes takes an average of around 23 hours. That’s a lot of time wasted looking at bad resumes.
AI can successfully automate time-consuming, repetitive tasks such as screening resumes or scheduling interviews with candidates and improve with each use. The best AI-powered technology not only automates your workflow but also integrates seamlessly with your current ATS.
As a bonus, speeding up these parts of recruiting through automation reduces time-to-hire, which means you’ll be less likely to lose the best talent to faster-moving competitors.
Bias is part of who we are as humans, and unfortunately, the tendency to prefer one type of person over another in hiring decisions can lead to a serious lack of diversity in a workforce.
Bias likely existing in your recruiting process. AI is a highly effective way to both combat existing bias by identifying problematic patterns in past behavior. It can also combat future bias by taking factors like gender, race and race out of the decision-making process.
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At Jarvi Group, we leverage the latest techniques and technology to the benefit of our clients. If your organization is currently looking for a cutting-edge talent acquisition