According to Undercover Recruiter, artificial intelligence (AI) is expected to replace 16% of HR jobs within the next 10 years.
Artificial intelligence is particularly poised to assist HR teams with the repetitive, time-consuming tasks of recruiting — potentially saving thousands of dollars per employee per year and improving the overall quality of hires.
Given that 35% of hiring managers see AI as a top trend affecting the way they hire, it may be helpful to look at three ways AI is improving the hiring process today:
- Ensuring Best Fit & Prescreening Candidates
The days of sifting through hundreds of paper resumes and cover letters, calling references only to leave voicemails that may never be returned, and visiting multiple sites to get a feel for a candidate’s online presence are now over. AI will be able to fill in the gaps for an employer by assessing not just the candidate’s resume, but his or her online presence and overall fit with a remarkable degree of accuracy. AI-enabled chatbots, for example, can prescreen candidates before a recruiter ever engages them. Through online conversations, chatbots can gauge candidates’ credentials, respond to their questions, and identify the most qualified applicants in any given batch.
- Keeping Candidates Engaged
As we learned from last week’s blog post on “Candidate Ghosting,”candidate engagement is a critical component of the recruiting process. Few hiring managers have time to personally engage with candidates on a regular basis. Yet with candidates moving on to other opportunities faster than they have in the past, keeping them engaged is critical to the hiring process. AI can be of great value here. For example, it can be used to maintain relationships with candidates who are not yet available or those who are not quite right for the role for which they were applying but who show clear potential for other positions. AI can automatically reach out to these candidates when new roles open up, which keeps these well-qualified people engaged with the company for a longer period.
According to RoboRecruiter, it takes an average of 15 emails between recruiter and candidate to schedule just one interview! Candidates grow frustrated with this slow process, and this inefficiency can reflect badly on the company. Many chatbots and other AI-driven solutions now offer automated interview-scheduling functions. Rather than exchanging endless emails, candidates can simply select interview times that work for them, and the AI tool will reserve the best of these times on the interviewer’s calendar.
AI has recently emerged as a major tool that can both cut costs and save hiring managers time through automation. Artizen Staffing has already begun to use some of these AI tools, and we are confident that AI will improve candidates’ hiring experience with us.