.webp){kind=icon}
AI was once exclusively the subject of science fiction. Rogue AI and emergent personalities filled our screens for decades. So, when the real AI revolution came, it was no wonder that it fascinated everyone.
The AI revolution by no means resembles what we see in our fictional narratives. However, the potential of this industry today seems limitless. Predictive machine learning algorithms help marketers forecast the economic future while other AI systems help with everything from inventory management to automating simple clerical tasks.
With that in mind, there is no wonder that global corporate AI investment stands at a staggering $93.5 billion. This hefty investment has led to more AI-driven solutions appearing yearly.
The recruitment industry has by no means gone untouched by these innovations. This represents a serious opportunity for recruiters to streamline their hiring process. But how is AI used in recruitment? AI recruitment software allows recruiters to cut the time spent on the most mundane and time-consuming tasks. These tasks include automating resumes, assessments, and interview scheduling.
This allows recruiters to eliminate the most time-consuming tasks of recruiting. Nearly 67% of respondents say that it takes between 30 minutes and 2 hours to schedule a single interview for a candidate. With even a smaller candidate pool of 50, that equals approximately 25 to 100 hours spent on scheduling alone. That’s 25 to 100 hours spent not screening candidates, not moving likely applicants through the hiring process, and not filling vacancies with the best talent available.
Many fear the automation recruiting software brings to the table. For example, many recruiters worry that automation will make recruiting less personal and damage the candidate experience. Although there is some human detachment that comes from automation, there are tools that focus on building a positive candidate experience.
Qualifi’s platform allows recruiters to automate the most repetitive tasks that recruiters face every day. As a result, recruiters can spend more time focusing on their candidates, improving both screening times and the candidate experience.
Recruitment continues to change every day. The labor market, by nature, is incredibly dynamic. And as technology and culture continue to evolve at a lightning-fast pace, this dynamism will increase. That is why the modern recruiting team can find it hard to keep up with hiring goals.
Hiring shortages alongside job dissatisfaction permeating the popular zeitgeist have forced recruiters to struggle to fill vacancies.
That is why artificial intelligence in recruitment is playing an increasingly important role in the modern recruiting team. One of AI’s first HR applications was applied to talent acquisition tools. That’s because machine learning algorithms excel at gathering and processing large amounts of data at a beyond human pace.
AI solutions help automate the recruitment process with features like keyword resume screening. In this case, recruiters spend up to 40% of their time entering data or reviewing resumes. By automating these tasks with AI, recruiters can focus on the most important tasks such as screening candidate interviews.
Imagine sifting through hundreds of candidates for your must-fill role only to find the best candidate was hired by a competitor. By integrating AI into your hiring process, you can reduce your time-to-hire to prevent this exact scenario. Qualifi utilizes AI to identify keywords within candidate interviews to enable recruiters to assess the most likely candidates quickly.
So, let’s boil it down. What are the benefits of AI in recruitment?
First off, AI allows you to find the diamond in the rough, that one client in a hundred that’s a perfect match to fill a vacancy. Roughly 52% of talent acquisition leaders consider candidate screening the most demanding and repetitive stage in the hiring process, especially so in large talent pools. Utilizing machine learning can help a company get through the first round of candidates quickly by identifying and categorizing candidates and separating the qualified and the unqualified.
Although AI is incapable of personal bias, as it is not a person, but is capable of bias by design. However, when based on unbiased facts and using processes like automated phone interviews, it can mitigate recruitment bias. This can prove beneficial — a Boston Consulting Group survey found that companies with above-average diversity produced a greater portion of revenue from innovation.
Additionally, AI helps create bigger candidate pools. Using the same technology as targeted advertising campaigns use to put the right ads in front of the right buyers, AI recruitment solutions can put the right job postings in front of the right candidates.
No tool is perfect. Despite the apparent benefits, there are disadvantages of AI in recruitment.
As we discussed before, AI is capable of bias. When AI is fed data rife with human biases, inequalities, and metrics of judgment based on human demographics, it is easy for a program to become biased toward a particular group.
AI bias examples include when the eCommerce giant Amazon found that its recruiting algorithm was based on the number of resumes submitted over the last decade. As their candidates were primarily men, the algorithm began favoring men over women.
That is why it’s important to be conscious of using AI in the hiring process. Bias is not limited to humans.
In terms of other problems with AI in recruitment, AI does lack the nuances of human judgment. Whether a machine will ever be capable of this at all is uncertain. What is certain, however, is that many qualified candidates have atypical work experience. And if there’s one thing AI does not like, it’s outliers. Consequently, exclusively relying on AI in the recruitment process can hinder diversity of experience in a company.
It’s essential to pick a recruitment software like Qualifi that integrates machine learning to streamline the hiring process without drawbacks.
It is no doubt that the future of AI in recruitment will help recruiters make faster hires. As technology develops, AI and machine learning algorithms will become stronger, more intuitive, and easier to use. That is why AI and ML in recruitment are here to stay.
Machine learning in HR recruitment continues to give recruiters the competitive edge they need in today’s labor market and tomorrow. AI is expected to continue to develop, providing near-limitless opportunities for the staffing industry to provide better candidate experience, expand their hiring pools, cut recruitment time and costs, improve job satisfaction, and increase the retainment of valuable talent.
Schedule a demo of Qualifi to see how Qualifi integrates machine learning to help you screen candidates 7x faster. By identifying significant keywords given by candidates via on-demand audio interviews, Qualifi’s ML allows recruiters to improve their speed to hire without AI making decisions for you.
