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As newer and more advanced technologies are continually developed for businesses, recruitment intelligence, or the use of artificial intelligence (AI) in recruiting and hiring systems, is becoming more and more popular. But what exactly is AI in recruitment?
There are various impacts that AI can have on recruitment efforts — such as automation and boosting the productivity and efficiency of your hiring teams. AI can be used to reduce your overall time-to-hire by taking over the numerous time-consuming and monotonous tasks that can occupy up to 40% of your recruiters’ workdays. These tasks, such as screening resumes for keywords, sifting through interview responses, or scheduling and conducting interviews. Tasks like these take up a large portion of your recruiting team’s time and contribute to long (and boring) hiring processes for recruiters and candidates alike, this is why in today’s world, the importance of AI in recruitment cannot be overstated. AI software solutions and platforms allow recruiters to focus on the things that matter — like reviewing and interacting with only the most qualified candidates for the open positions.
Now, there are a number of different types of AI solutions on the market today. These solutions can have both advantages and disadvantages and it is important to ensure that you are not relying on any AI solution as the sole party in evaluating candidate responses because no software function can replace a human’s skill set. This is why Qualifi’s platform focuses on using AI technology, like machine learning and natural language processing to help highlight the best prospects for your recruiters to move forward with. This can simplify and speed up the hiring process, but still relies on the expertise and experience of your recruiting team to actually make the hiring decisions. Qualifi simply sifts through the applicants and gets you focusing on your best fits first.
There are many different uses of AI in recruiting and one of the challenges that businesses can face when adopting an AI technology for their recruiting processes is knowing what type of AI system may be the best fit for them. To find out how AI is currently being used in companies today and what companies using AI for recruitment are seeing in terms of benefits you can do a simple web search. In today’s world, a lot of information is easily accessible with just a few clicks, and finding out the answers to your recruitment AI-related questions can be done just the same. So, if you are unsure what AI and ML in recruitment really means and what these software solutions bring to the table, you can do a Google search for “how is AI used in recruitment.”
From this search, you will likely come up with many examples of how AI solutions can be used to improve recruitment strategies and practices. For example, AI can be used to help improve a company’s sourcing, screening, as well as scheduling, and interviewing processes. In 2020, over 50% of organizations already used AI systems to help improve their recruitment systems and this number has only increased over the past few years according to LinkedIn.
The number of artificial intelligence hiring tools that are available to businesses today is only likely to continue increasing as more and more companies begin putting out their own AI recruiting solutions. This means that while there are already many options available for businesses to choose from, there are likely to be even more as time goes on. Especially when you consider how many companies use AI in hiring already, it is likely that more companies will begin using these systems in the future to avoid falling behind their competitors.
Now, there are many different uses of artificial intelligence in human resources and recruiting and it is important to note that, at least with the technology that is available on the market today, some types of this technology — namely facial recognition technology — can do more harm than good when it comes to reducing biases in the hiring process. Studies have shown that facial recognition technologies — like those that are used in some video interview AI systems — can actually perpetuate racial biases and have up to an increased 34% error rate when identifying females with darker skin than they do identifying males with lighter skin.
Just like with any other type of solution or improvement to a system, there are both advantages and disadvantages of AI in recruitment and the reality is that depending on what type of AI you are using, these advantages and disadvantages can be completely different or even opposite from each other. For example, one of the most well-discussed disadvantages of AI in recruitment that businesses are facing comes in the form of AI hiring discrimination. This hiring discrimination can oftentimes come with video interviewing AI systems that utilize facial recognition technology. While this technology may be used with the intention of reducing appearance bias, it can actually have the opposite effect, especially in identifying women and people of color.
This brings up a valid concern about AI in recruitment ethics and can mean that because of an AI solution, your company's desires to mitigate bias in the workplace and hiring process are overlooked. However, there are other AI solutions, like Qualifi’s phone interview platform, that do not fall into this category of AI solutions and actually can show the many advantages of AI in recruitment without forcing you to give up on mitigating biases. Because phone interviews do not even give the opportunity for the software our your team to see the candidate when they are offering their interview responses, these interviews can actually work to mitigate biases and the platform uses natural language processing to highlight and separate the best candidates from the rest.
There are many different benefits or advantages of AI in the recruitment process and many global hiring stats are likely to reflect this when comparing businesses that use AI in their hiring processes and businesses that do not. Artificial intelligence in recruiting is likely to continue to be one of the top global hiring trends because it allows companies to more effectively and quickly process their applicants and spend more of their time focusing on the most qualified candidates rather than needed to spend the majority of their time addressing candidates who may not be the most qualified.
There are many different types of AI recruiting systems on the market today and looking for AI in HR examples can be a great way to get an idea of how businesses are currently using AI systems to improve their hiring processes. Many of these technologies can lead to a 30% reduction in the cost-per-hire as well as reduce unconscious biases and increase the productivity and efficiency of your recruiting team. It is important to note, however, that the type of AI system can determine the level of benefits that your recruiting process is experiencing, and if you are looking for a solution that helps you to mitigate biases, a phone interview solution that uses NLP, like Qualifi may be a great option.
The role of artificial intelligence in human resources and recruiting is likely to continue changing and advancing as new technologies and solutions continue to be created. What systems are developed and adopted will likely shift depending on what systems are currently performing well as well as what demand there is for other types of AI solutions. For example, there may be an increase in AI applicant tracking system solutions or solutions that focus on AI in staffing processes.
What is coming in the future of artificial intelligence in recruiting and hiring processes is likely to continue focusing on the reduction of time spent on manual tasks as well as helping recruiters and other hiring professionals to get their attention focused on the most qualified candidates first. Additionally, as technology continues to advance, it is likely that the impact of AI in recruitment will become more pronounced and technologies that help to eliminate biases — such as natural language processing rather than facial recognition — may become more popular to help promote diverse company cultures and really cut back on biases in the hiring process. A phone interview platform, like Qualifi, that uses natural language processing can already tremendously help companies to mitigate biases and focus exclusively on their candidates’ talents and experience.
